Behavioral Based Interviewing

In this HR glossary article, we will explore the concept of behavioral based interviewing, its benefits, and how it can revolutionize the way HR professionals approach the hiring process. By understanding this technique, HR professionals will be equipped with a valuable tool to make more informed hiring decisions and ultimately build stronger teams. So, let's get started and delve into the world of behavioral based interviewing.

The hiring process can be a daunting task for HR professionals. With the goal of finding the best fit for a position, it's crucial to employ effective interview techniques. Behavioral based interviewing has gained popularity in recent years for its ability to assess a candidate's past behavior and predict their future performance.

Behavioral Based Interviewing

Behavioral Based Interviewing is a popular interview technique used in Human Resources to assess a candidate's past behavior and experiences to predict their future performance and fit within an organization. It focuses on gathering specific examples of how candidates have handled various situations in the past, as a way to gauge their skills, competencies, and potential for success in the desired role.

Definition and Purpose of Behavioral Based Interviewing

Behavioral Based Interviewing aims to uncover a candidate's behavioral patterns and tendencies by asking structured, open-ended questions that require detailed responses. It goes beyond hypothetical scenarios and hypothetical answers, instead focusing on concrete examples from the candidate's previous experiences. The main purpose is to assess how candidates have demonstrated relevant skills, competencies, and behaviors in real-life situations.

Key Principles and Techniques

The key principle of Behavioral Based Interviewing is that past behavior is a strong indicator of future behavior. The interviewer asks questions that require candidates to provide specific examples of how they have handled situations or challenges in the past. By probing further and asking follow-up questions, the interviewer can assess the candidate's thought process, decision-making abilities, problem-solving skills, ability to work in a team, and other relevant competencies.

Structuring Behavioral Based Interview Questions

Interviewers structure questions using the "STAR" method, which stands for Situation, Task, Action, and Result. For example, a question might be, "Tell me about a time when you faced a challenging deadline. Describe the situation, the task you had to complete, the actions you took, and the result or outcome." This structure helps candidates provide comprehensive responses and allows interviewers to evaluate their specific behaviors, actions, and outcomes.

Benefits of Behavioral Based Interviewing

• Provides concrete evidence: By focusing on actual past experiences, Behavioral Based Interviewing provides concrete evidence of a candidate's abilities and accomplishments.
• Predicts future performance: Past behavior is a strong indicator of future behavior. By analyzing how candidates have handled similar situations in the past, interviewers can make more accurate predictions about their potential performance in the desired role.
• Reduces biases: Since the interviews are structured and based on specific behaviors, it helps reduce the impact of biases that may arise from personal opinions or gut feelings.
• Consistency and fairness: Using a standardized approach ensures consistency and fairness in evaluating candidates, as each candidate is asked the same set of behavioral questions.

Tips for Conducting Behavioral Based Interviews

• Prepare well: Have a clear understanding of the role's requirements and identify key competencies to assess during the interview.
• Develop a set of behavioral questions: Tailor questions to focus on the skills, competencies, and behaviors crucial for success in the role.
• Actively listen: Pay attention to candidates' answers, probe further when necessary, and take notes for later evaluation.
• Use the STAR method: Follow the Situation, Task, Action, and Result structure when asking questions to gather comprehensive responses.
• Document evidence: Take detailed notes during the interview to objectively evaluate candidates' responses and compare them later.

Conclusion

Behavioral Based Interviewing is an HR term that refers to a specific interviewing technique. It involves asking candidates about past experiences and behaviors to predict future performance. This type of interviewing is widely used in the field of HR and has proven to be effective in assessing candidates' skills, competencies, and fit for a particular role. It allows interviewers to gather specific, concrete examples of how candidates have handled various situations in the past, providing valuable insights into their abilities and approach to work. Employers rely on Behavioral Based Interviewing to make informed decisions when hiring new employees.