Behavioral interviewing is a popular approach used by employers to assess candidates during the hiring process. It involves asking specific questions that prompt candidates to provide examples of their past behavior in relevant situations.
By understanding how candidates behaved in previous roles, employers can gain valuable insights into their potential performance in a new position. In this article, we will explore the concept of behavioral interviewing and provide practical tips for employers to conduct effective interviews. Learn more about how Asure helps 90,000 small and midsize businesses.
The Essence of Behavioral Interviewing
Behavioral interviewing revolves around asking questions that prompt candidates to provide real-life examples of their past experiences. This approach is based on the premise that past behavior is a strong indicator of future behavior. By focusing on concrete examples, employers can better assess a candidate’s skills, competencies, and cultural fit for the organization.
Key Tips for Conducting Behavioral Interviews
Preparing for Interviews
Effective preparation is crucial for conducting successful behavioral interviews. Employers should create a set of standardized questions for each position, ensuring that the questions align with the specific skills and behaviors desired in a candidate. By establishing a consistent set of questions, employers can make fair comparisons among candidates and evaluate their responses more effectively.
Training Interviewers
Interviewers play a vital role in the behavioral interviewing process. It is essential to provide comprehensive training to interviewers so that they understand the purpose and methodology of behavioral interviewing. Training should focus on honing the skills required to extract relevant information from candidates’ responses. Interviewers should also be educated in avoiding illegal or discriminatory questions to ensure a fair and unbiased interview process.
Maintaining Control of the Interview
During a behavioral interview, it is crucial for the interviewer to lead the conversation and maintain control. Interviewers should guide candidates to provide specific examples and stay on track with the questions asked. This helps in obtaining the desired information and prevents candidates from sharing irrelevant or excessive details. By staying in control, interviewers can gather the necessary insights to make informed hiring decisions.
Having a Plan
Entering an interview with a clear plan is essential for success. Employers should outline the specific skills, competencies, and behaviors they are seeking in a candidate. This allows interviewers to ask targeted questions and evaluate candidates against predetermined criteria. A well-prepared plan ensures that interviews are focused, efficient, and tailored to assess the most relevant aspects of a candidate’s experience.
Conclusion
Behavioral interviewing offers employers a powerful tool for evaluating candidates’ suitability for a position. By asking candidates to provide specific examples of their past behaviors, employers can gain valuable insights into their abilities and potential performance. To conduct effective behavioral interviews, employers should invest in thorough preparation, provide training to interviewers, maintain control of the interview process, and have a clear plan in place.
By following these practical tips, employers can enhance their hiring process and make well-informed decisions when selecting the right candidates for their organizations.