Behavioral interviewing is a technique that assesses a candidate’s ability to meet the job requirements based on their previous experience. The technique is based on the idea that past performance is the best indicator of future performance. Therefore, the way candidates have used their skills in the past can predict how they will perform if you hire them. Show
Using behavioral interviewing techniques, you want the candidate to tell a story that highlights their ability to perform essential job functions and be successful in the position. Why You Should Ask Behavior-Based Interview QuestionsBehavioral interviewing is a simple yet highly effective method of determining a candidate’s qualifications. By using behavior-based interview questions, you will:
Now that you understand the importance of asking behavioral-based interview questions, we’ll explain how to conduct an effective behavioral interview. How to Conduct a Behavioral InterviewThere are a few important steps to conduct an effective behavioral interview. The following items will help you get the most out of the interview and sort out the top candidates from less-qualified applicants. Find out how you can improve your interview processes with an ATS 1. Craft Questions to Assess Essential Skills and QualitiesWhen preparing questions for a behavioral interview, you want to craft your questions to assess the specific skills and qualities you’ve identified as essential for the role. You should first meet with everyone involved in the interview process to agree on the most important skills and qualities. Once those are prioritized, work on structuring questions to illustrate the candidate’s ability to reach goals and excel in the position based on their previous experience. 2. Use the STAR ApproachOne popular tactic for developing behavioral interview questions is the STAR approach. In the STAR approach, the candidate tells you about a specific situation, the tasks involved, the actions taken, and the results of the action. Using the STAR approach, you strategically structure questions so the candidate:
3. Create a Rating ScaleInformation gathered through strategic behavioral interview questions is useless without a system to measure how the candidate’s responses relate to the job requirements. Create a standardized rating scale so each candidate can be evaluated equally, using the same criteria. The rating scale should be clearly outlined so all interviewers understand how to rate each candidate appropriately. You can assign a point value for each response to quantify your ratings. A sample rating scale might look like:
Behavioral Anchored Rating Scales (BARS) incorporate criteria that tie answers to the scale based on key behaviors that each question targets. Instead of focusing on general characteristics, BARS evaluates specific behaviors that are essential to success in the role. For example:
4. Ask Follow-Up QuestionsEven with strategically crafted behavioral interview questions, you’ll often need to dig deeper to gain enough information to rate the candidate’s abilities. Asking follow-up questions cues the candidate to elaborate on information they’ve already shared. With each response that fails to provide enough insight, use these types of follow-up questions:
Behavioral Interview Questions to AskYour behavioral interview questions should focus on specific behaviors that have been deemed key to success in the position. While each position is unique, here are some example interview questions to assess common skills, abilities, and qualities required to meet a job’s requirements. Ability to Work Under Pressure
Attention to Detail
Communication
Conflict Management
Creativity
Decision-making
Flexibility
Goals
Initiative
Integrity
Interpersonal Skills
Leadership
Management
Problem-solving
Teamwork
Time Management
ConclusionNow that you know the importance of behavioral interviewing and how to conduct one, you don’t have to fret over the interview process. If you get stuck on what questions to ask, return to the behaviors essential for success in the position. When in doubt, use the sample questions provided to start the conversation. Create a rating scale to assess candidates and find the right fit for your organization! |