Behavioral
Interviewing
You may feel that two short
interviews and a three page resume are not sufficient for you to make an
important hiring decision. Perhaps you should consider the kinds of questions
you are asking the candidate in your interviews. Behavioral interviewing is a
very good technique to help you identify the right person.
What
is behavioral interviewing?
It is a style of interview
that forces candidates to answer questions which demonstrate their competencies
(knowledge, skills and abilities) by giving specific examples from their past
experiences. The focus on the interview is less about what they can or could do
(ie, hypothetical situations), and more about what they have done in specific
situations in the past.Behavioral interviewing is based on the assumption that a person's past performance (in previous roles) is an excellent predictor of their future performance.
How
to prepare for a behavioral interview
To prepare for a behavioral
interview, take the following steps:- Make sure
you have clearly defined the competencies for the role. General
competencies include:
- Enthusiasm
- Knowledge/skills
- Problem
solving
- Team
building
- Personal
attributes
- Leadership
- Communication
- Flexibility
- Decision
making
- Develop a
series of questions which will enable you to find out if the candidate has
these competencies.
- Questions
might take the form of:
- Give
me an example of how you have .
- Tell
me about a situation where you .
- In
the past, how did you deal with a situation where .
- Given
your past experience, how would you best deal with .
What
should you look to evaluate in a behavioral interview?
There are three types of
competencies you should look for:- Content
competencies - which are work/role specific.
- Functional/transferable
skills - which are used generally with people, information or things,
regardless of the specific environment.
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