Behavioral Interviews

Definition

Behavioral interviews are a type of job interview technique that focuses on how candidates have handled specific situations in the past to predict their future behavior in similar scenarios. This method relies on the premise that past performance is the best indicator of future performance, making it a crucial part of the selection process. By asking candidates to provide examples of their past experiences, employers can assess competencies and skills relevant to the job in question.

5 Must Know Facts For Your Next Test

1. Behavioral interviews typically involve questions that start with phrases like 'Tell me about a time when...' or 'Give me an example of...' to elicit specific instances from candidates.
2. This interviewing style helps employers identify key competencies such as teamwork, problem-solving, and adaptability that are essential for success in the role.
3. The use of behavioral interviews can lead to more objective hiring decisions by reducing biases often associated with unstructured interview formats.
4. Candidates who prepare for behavioral interviews often practice using the STAR method to effectively communicate their experiences and showcase relevant skills.
5. Research indicates that behavioral interviews are associated with higher predictive validity regarding job performance compared to traditional interviewing techniques.

Review Questions

• How do behavioral interviews differ from traditional interview methods in assessing candidate suitability?
  • Behavioral interviews differ from traditional methods by focusing on specific past experiences rather than general questions about skills or qualifications. In traditional interviews, candidates might be asked about their strengths or weaknesses in a vague manner. In contrast, behavioral interviews ask for concrete examples of how candidates handled situations in previous roles, providing a clearer picture of their competencies and potential fit for the job.
• Discuss how the STAR method enhances a candidate's effectiveness during behavioral interviews.
  • The STAR method enhances a candidate's effectiveness during behavioral interviews by providing a structured framework for responding to questions. By breaking down responses into Situation, Task, Action, and Result, candidates can clearly articulate their experiences and demonstrate their problem-solving abilities. This method helps candidates organize their thoughts and ensures they convey relevant information that aligns with what employers are seeking.
• Evaluate the impact of implementing behavioral interviews on organizational hiring practices and overall employee performance.
  • Implementing behavioral interviews can significantly improve organizational hiring practices by fostering a more systematic and objective approach to evaluating candidates. This method allows employers to select individuals whose past behaviors align with the company’s values and the demands of the role, which is likely to enhance overall employee performance. Organizations that adopt this approach often experience better retention rates and higher employee satisfaction since the right fit is more accurately identified through thorough assessment.

Related terms

Competency-based Interviewing: A type of interview that evaluates a candidate's skills and abilities based on their past experiences and specific competencies required for the job.

STAR Method: A structured response technique used by candidates in behavioral interviews, where they outline the Situation, Task, Action, and Result of their past experiences.

Situational Interviewing: An interview format where candidates are presented with hypothetical situations to assess how they would handle them, focusing on their problem-solving and decision-making abilities.