Behavioral Interviews

Definition

Behavioral interviews are a type of interview technique where candidates are asked to provide specific examples from their past experiences to demonstrate their skills, behaviors, and competencies. This approach helps interviewers assess how candidates have handled situations in the past, which is believed to be a good predictor of future behavior in similar situations. The emphasis is on real-life scenarios that showcase learning agility, problem-solving skills, and adaptability in different contexts.

5 Must Know Facts For Your Next Test

1. Behavioral interviews are based on the premise that past behavior is the best predictor of future behavior in similar circumstances.
2. Candidates are typically asked questions that start with phrases like 'Tell me about a time when...' or 'Give me an example of...'.
3. The STAR method helps candidates prepare for behavioral interviews by allowing them to present their answers in a clear and structured way.
4. Employers use behavioral interviews to evaluate key skills such as communication, teamwork, leadership, and conflict resolution.
5. This interview format can enhance learning agility by encouraging candidates to reflect on their experiences and how they’ve grown from them.

Review Questions

• How do behavioral interviews help assess a candidate's learning agility?
  • Behavioral interviews help assess a candidate's learning agility by prompting them to share specific examples from their past experiences. By discussing how they adapted to challenges or learned from mistakes, candidates demonstrate their ability to grow and evolve in response to new information. This focus on real-life scenarios allows interviewers to gauge whether candidates possess the adaptability and problem-solving skills essential for learning agility.
• In what ways can candidates prepare for behavioral interviews using the STAR method, and why is it effective?
  • Candidates can prepare for behavioral interviews using the STAR method by structuring their responses around four key elements: Situation, Task, Action, and Result. This framework allows candidates to clearly outline their experiences and focus on relevant details that highlight their skills. It's effective because it provides a systematic approach for candidates to articulate their past behaviors in a concise manner, making it easier for interviewers to evaluate their competencies.
• Evaluate the impact of behavioral interviews on hiring decisions compared to traditional interviewing methods.
  • Behavioral interviews significantly impact hiring decisions by providing deeper insights into how candidates have acted in real-world scenarios, which is often more revealing than hypothetical questioning in traditional interviews. This method reduces bias by focusing on specific examples rather than general qualifications or theoretical knowledge. As a result, organizations can make more informed decisions about a candidate's fit for the role based on demonstrated behaviors and competencies, ultimately leading to better employee performance and retention.

Related terms

Competency-Based Interviewing: A structured interviewing method that evaluates candidates based on the specific competencies required for the job, often using behavioral questions.

STAR Method: A technique used in behavioral interviews where candidates structure their responses by discussing the Situation, Task, Action, and Result of their experiences.

Situational Judgment Tests: Assessment tools that present candidates with hypothetical situations to gauge their judgment and decision-making abilities in a work context.