Let’s face it, some candidates have so much woo in their personality that it can over shine potential red-flags. Managers can become hypnotized by good conversation or an individual’s energy and lose focus on the interview’s purpose.
But don’t worry, there is a solution—behavioral interview methods. Behavioral interview methods help keep interviewers on track by providing interview questions that are tailored to identify not just the necessary knowledge, skills, and abilities to perform a job, but to further identify behaviors that lead to successful performance in the job and company. These questions require an open-ended response offering the interviewer a specific look into the candidate’s past experiences and performance, helping to reduce the risk of making a hiring mistake.
Typically an interview guide is constructed listing all of the job-tailored questions, along with the target behaviors to be sought out in the candidate. By having an interview guide, this ensures that all questions are asked and that all candidates are given an opportunity to respond to the same questions. This allows the interviewer to compare each candidate’s response with the desired knowledge, skills, abilities, and behaviors required by the job, ultimately aligning the candidate and the job.
Obviously the win-win occurs when you have a candidate that matches all or the majority of the job requirements and displays the correct behaviors. According to Patrick Hauenstein, PH.D , President and Chief Science Officer of OMNIview, “Under a typical hiring scenario, if behavioral interviews were used as the sole method for making hiring decisions, you could expect over 90% of your hires would be successful on the job. This data indicates that a structured behavior interview is well over 9 TIMES more effective that a traditional unstructured interview.”
So….are you ready to implement behavioral interview methods as part of your recruitment process?
Written by Jeremy York