Behavioral Interviews

Definition

Behavioral interviews are a type of job interview that focuses on a candidate's past experiences and behaviors to assess their suitability for a particular role. The premise is that a person's past behavior is the best predictor of their future performance.

5 Must Know Facts For Your Next Test

1. Behavioral interviews aim to uncover how a candidate has handled specific situations in the past, as opposed to hypothetical scenarios.
2. The STAR (Situation, Task, Action, Result) method is a common technique used in behavioral interviews to elicit detailed responses from candidates.
3. Behavioral interviews help employers assess a candidate's problem-solving skills, communication abilities, teamwork skills, and other key competencies.
4. Effective behavioral interview questions often start with phrases like 'Tell me about a time when...' or 'Describe a situation where you had to...'
5. Behavioral interviews are commonly used in the hiring process to identify candidates who are the best fit for a particular role and the organization's culture.

Review Questions

• Explain how behavioral interviews relate to the major characteristics of a manager's job, as described in 1.3.
  • Behavioral interviews are closely tied to the major characteristics of a manager's job, as outlined in 1.3. Managers must often make decisions, solve problems, and lead teams effectively, all of which require specific skills and behaviors. By assessing a candidate's past experiences and actions, behavioral interviews allow employers to evaluate how well the individual would be able to handle the various responsibilities and challenges of a managerial role. The insights gained from these interviews can help organizations identify candidates who possess the necessary competencies to succeed as effective managers.
• Describe how behavioral interviews can contribute to building an organization for the future, as discussed in 11.5.
  • In the context of 11.5, which discusses building an organization for the future, behavioral interviews can play a crucial role. By focusing on a candidate's past behaviors and actions, employers can better predict how the individual would perform in the role and fit within the organization's culture. This is particularly important when building an organization for the future, as it allows companies to identify candidates who not only have the technical skills but also the problem-solving abilities, adaptability, and collaborative mindset needed to thrive in a rapidly changing business environment. Effective use of behavioral interviews can help organizations assemble a workforce that is well-equipped to navigate future challenges and contribute to the organization's long-term success.
• Analyze how the insights gained from behavioral interviews can inform an organization's talent management strategies, as discussed in 11.5.
  • The insights gained from behavioral interviews can significantly inform an organization's talent management strategies, as outlined in 11.5. By understanding how candidates have handled specific situations in the past, employers can better assess their potential for success in a given role and identify areas for development. This information can be used to make more informed hiring decisions, design targeted training and development programs, and create succession plans that ensure the organization has the right talent in place to meet future challenges. Additionally, the behavioral data collected through interviews can be analyzed to identify patterns and trends, allowing organizations to refine their hiring criteria, leadership competencies, and overall talent management approach. Effectively leveraging behavioral interviews as part of a comprehensive talent management strategy can help build an organization that is well-positioned for long-term growth and adaptability.

Related terms

Situational Interviews: Situational interviews present hypothetical scenarios to candidates and ask how they would respond, evaluating their problem-solving skills and decision-making abilities.

Competency-Based Interviews: Competency-based interviews assess a candidate's skills, knowledge, and abilities that are essential for successful job performance.

Structured Interviews: Structured interviews follow a predetermined set of questions to ensure consistency and objectivity in the evaluation process.