Hiring Managers believe that past performance is the best indicator of future success. The purpose of the behaviour-based interviewing technique is to assess candidates in an accurate, fair and thorough way. Candidates will be given the opportunity to prove their competencies by giving detailed and specific examples from past work experiences. A recruiter should apply the “STAR” approach by asking the candidate to describe: 1) the situation in which the behaviour took place, 2) the task that needed to be done, 3) the action the candidate took to address the situation and the result of the action.
Let’s have a closer look at the 14 benefits of using a behaviour-based interview technique.
# 1 – Easy implementation.
Once you make a list of all the sample questions for each required job competency, it will be easy to implement.
# 2 – Accuracy.
Research has shown that behaviour-based interviewing is considered more valid than other interviewing methods. It is able to predict a candidate’s potential for success in a more accurate way.
# 3 – Well structured.
Questions can be well organised and planned in advance. A more objective rating will be possible and it can make the whole process more efficient, consistent and reliable.
# 4 – Confidence.
If you have an effective hiring process in place, it will give you more confidence in your ability to spot top talents and by making the right hiring decision.
# 5 – Factual basis.
If you collect relevant data during the interview, you can make a smarter hiring decision. You will not have to rely on your gut feelings, subjective impressions or opinions.
# 6 – Relevance.
You will focus only on those specific competencies that are relevant to the job. This will prevent you from getting distracted or side-tracked by irrelevant skills or knowledge that the candidate might have.
# 7 – Preparation.
By preparing specific questions in advance it will allow you to control the direction of the conversation. You will stay more focused and gain only the information you really need in order to make the right decision.
# 8 – Cost savings.
Since this method is considered more valid, it will also reduce expensive turnover in the long term.
# 9 – Better candidate fit.
By asking the right questions, you will hire a candidate who will be a great fit for your team and company.
# 10 – Flexibility.
You can determine how you want to proceed in the hiring process: what job competencies to highlight, what questions to ask, how to integrate this behaviour-based interview technique with other hiring tools, e.g. assessments.
# 11 – Efficiency.
The time that you will spend with candidates will be effective and focused. If you include also other panel members you will avoid asking overlapping questions. While you get more experienced in using this technique, your time for preparation will drastically decrease.
# 12 – Meeting easily legal guidelines.
You will easily be able to meet legal guidelines for fair employment practices. You will collect only information that is important to the job. Prejudices, preferences, assumptions or illegal interview biases are less likely to influence the hiring decision.
# 13 – Positive impressions.
The way you treat your candidates during the interview is crucial. It will determine how they talk to others about their experience at your organisation. By using behaviour-based interviews your company will make positive impressions on all job applicants.
# 14 – Fairness.
All candidates will be asked the same questions and will be assessed against the same set of job-related competencies. This means that they will be also rated using the same method for an accurate, fair and consistent selection.
Bear in mind, even though a behaviour based interview technique is a good predictor of future behaviour, we need to formulate the questions correctly right from the beginning. Otherwise we might risk of not getting the answers to the type of behaviour we want to measure.
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