Behavioral-Based Interviewing

Behavioral-based interviewing is a specific way to interview candidates to get a better predictor for good hires.  The traditional “gut feeling” style typically leads interviewers to choosing candidates they like best, those that interview well, or those that are like themselves; all of which lead to problems for organizations.  Behavioral interviewing is a structured interview strategy based on the fact that past behavior is the best predictor of future performance in similar circumstances.  Typical questions lead off with the phrase, “Tell me about a time when…” or “Give me an example of when you…” 

Here is a simple 4-step model from www.stthomas.edu  that will help employers establish an effective behavioral interviewing process:

1. Step 1 - Analyze the Job
   1. Develop competencies (capabilities and characteristics) that distinguish top performers.
   2. Determine mandatory competencies that you must have from the get-go versus those you can develop after hiring.
2. Step 2 - Plan the Interview
   1. Choose and prepare for individual or team interviews.
   2. Design directing and probing questions that ask a person to describe an actual past situation and that help outline the candidate’s thought process.  (“Tell me about a time when…” or “Give me an example of when you…”)
3. Step 3 - Conduct the Interview
   1. Establish rapport and get background information --- keep questions work-related.
   2. Obtain behavioral information on mandatory competencies.  Ask the directing and probing questions.
   3. Describe the position, answer questions.
   4. Sell the position and the organization.
   5. Close the interview.
4. Step 4 - Evaluate Candidates
   1. Assess the candidate against the mandatory competencies.  How well did the candidate match up to what you’re looking for in an employee?
   2. Document your evaluation and make a decision.

For most positions, the work of defining competencies and developing effective behavioral interviewing questions needs to be done only every few years rather than each time you fill the job.  Performing a quick annual update on the competencies and tweaking the behavioral interview questions is all that is needed.  Taking a little time and effort to prepare adequately will help your organization significantly improve the quality of people hired.  For more information, please contact one of our ESG Human Resources Consultants at 888-810-8187.