What is Behavioral Based Interviewing?
Behavioral based interviewing is a popular and effective method used by employers to assess the suitability of candidates for a job. This interviewing technique focuses on the candidate’s past behavior and experiences to predict their future performance. Unlike traditional interviews that often rely on hypothetical questions, behavioral interviews aim to gain insights into how candidates have handled similar situations in the past. By understanding their past actions, employers can better evaluate their competencies, skills, and potential fit within the organization.
Understanding the Concept
The core principle of behavioral based interviewing is the belief that past behavior is a reliable predictor of future behavior. This approach is based on the idea that individuals tend to behave consistently in similar situations. By asking candidates to describe specific instances from their past, interviewers can gain a deeper understanding of their problem-solving skills, teamwork abilities, leadership qualities, and other relevant competencies.
Key Components of Behavioral Based Interviewing
1. Behavioral Questions: These are questions that ask candidates to provide examples of how they have handled specific situations in the past. They often start with phrases like “Tell me about a time when…” or “Describe a situation where…”
2. STAR Method: The STAR method stands for Situation, Task, Action, and Result. It is a framework used to structure responses to behavioral questions. Candidates are expected to provide a clear and concise account of the situation they faced, the task they needed to accomplish, the actions they took, and the outcome of those actions.
3. Competency-Based Assessment: Behavioral interviews focus on assessing specific competencies that are essential for the job. These competencies may include communication, teamwork, leadership, problem-solving, and adaptability.
Advantages of Behavioral Based Interviewing
1. Predictive Power: By assessing candidates’ past behavior, employers can make more informed decisions about their potential fit and performance in the role.
2. Insight into Competencies: Behavioral interviews provide a deeper understanding of candidates’ competencies, which can be difficult to assess through traditional interview questions.
3. Consistency: Since candidates are asked to provide specific examples from their past, their responses can be more consistent and reliable.
4. Reduced Bias: Behavioral interviews help reduce bias in the hiring process by focusing on objective criteria and past performance.
Challenges and Tips for Candidates
While behavioral based interviewing can be beneficial for both employers and candidates, it also presents some challenges. Candidates may find it difficult to recall specific examples or struggle to articulate their experiences effectively. Here are some tips to help candidates succeed in behavioral interviews:
1. Prepare in Advance: Think about past experiences that demonstrate your competencies and practice describing them using the STAR method.
2. Be Specific: Provide concrete examples with clear details, rather than vague generalizations.
3. Reflect on Your Learning: Explain what you learned from each experience and how it has contributed to your personal and professional growth.
4. Stay Positive: Focus on positive outcomes and how you overcame challenges, rather than dwelling on failures.
In conclusion, behavioral based interviewing is a valuable tool for employers to assess candidates’ suitability for a job. By understanding the concept, key components, and advantages of this interviewing technique, both employers and candidates can make more informed decisions and improve the hiring process.
