Definition of Behavioral-Based Interviewing
Behavioral-Based Interviewing is founded on the notion that the best predictor of a candidate’s future performance is his or her past performance. Therefore, structured Behavioral-Based Interviewing questions are built around specific incidents that have happened rather than hypothetical situations. The questions ask candidates to describe things that they have actually done, as opposed to what they would do in a given situation. Therefore, this interview approach is most useful for higher level positions; however, modifications may be made to suit the needs of any position. You may also create an interview that includes different types of questions (i.e., situational, behavioral, and job knowledge-based).
Answers to Behavioral-Based Interviewing questions should provide verifiable, concrete evidence as to how a candidate has dealt with issues in the past. This information often reveals a candidate’s level of experience and his or her potential to handle similar situations in your organization. The information may also be highly useful in conducting final reference checks, as one may verify that the candidate actually did what he or she has claimed.
For an interview to be most effective, it should:
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Be based on a recently updated description of the position resulting from a job analysis;
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Follow a pre-determined rating guide with which interview panel members are familiar; and,
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Include sufficient, factual documentation regarding the candidates’ responses.
This will provide a more accurate basis for selection, as well as documentation of a logical, objective, and legally defensible selection procedure.
