Behavioral interviews

Definition

Behavioral interviews are a type of interview technique that focuses on how candidates have handled specific situations in the past to predict their future behavior in similar scenarios. This method is based on the premise that past behavior is the best indicator of future performance, allowing employers to assess a candidate's competencies, problem-solving skills, and adaptability. Behavioral interviews have evolved as organizations seek more structured and objective ways to evaluate potential hires, moving away from traditional interview formats that may rely heavily on intuition or gut feelings.

5 Must Know Facts For Your Next Test

1. Behavioral interviews often involve questions that start with phrases like 'Tell me about a time when...' or 'Give me an example of...'.
2. This interview format aims to uncover candidates' real-world experiences and how they approach challenges and make decisions.
3. Employers often use a scoring system during behavioral interviews to maintain objectivity and consistency across different candidates.
4. Behavioral interviews are effective for assessing soft skills such as communication, teamwork, and leadership, which are crucial for many roles.
5. Candidates who prepare using the STAR method are often more successful in behavioral interviews as they can clearly articulate their experiences.

Review Questions

• How does the behavioral interview method enhance the hiring process compared to traditional interviewing techniques?
  • Behavioral interviews enhance the hiring process by providing a structured approach that focuses on past experiences to predict future performance. Unlike traditional interviews, which may rely on subjective impressions or general qualifications, behavioral interviews allow employers to evaluate specific competencies through real-life examples. This method reduces biases and leads to more informed decision-making regarding candidate selection.
• Discuss how the STAR method can improve a candidate's performance during a behavioral interview.
  • The STAR method can significantly improve a candidate's performance during a behavioral interview by providing a clear framework for answering questions. By breaking down responses into Situation, Task, Action, and Result, candidates can deliver concise and organized answers that highlight their relevant experiences. This structure not only helps candidates communicate effectively but also ensures they cover all essential aspects of their stories, making it easier for interviewers to assess their fit for the role.
• Evaluate the impact of behavioral interviews on diversity and inclusion in hiring practices.
  • Behavioral interviews can positively impact diversity and inclusion in hiring practices by promoting objectivity and reducing biases associated with traditional interview methods. By focusing on specific behaviors and competencies rather than personal characteristics or unstructured impressions, employers can create a more equitable assessment process. This approach allows diverse candidates to demonstrate their capabilities based on their experiences rather than being judged based on preconceived notions, fostering a more inclusive hiring environment.

Related terms

STAR Method: A structured approach used by candidates during behavioral interviews to describe a Situation, Task, Action, and Result related to their past experiences.

Competency-Based Interviewing: An interviewing approach that assesses specific competencies required for a job by focusing on a candidate's previous experiences and achievements.

Situational Interviews: Interviews that present hypothetical scenarios to candidates to gauge how they would respond, complementing the insights gained from behavioral interviews.