The goal of the interview process is
to predict future job performance based on examples of previous specific
behaviors, which illustrate the desired competencies through tactful
probing. A behavioral interview is a structured interview that is
created after a thorough analysis of the job skills needed for a
successful job performance.
The competencies are then selected that define the knowledge, skills and
abilities which must be assessed during the interview process. This
paves the way to develop interview questions designed to identify the
presence of these competencies. The interviewers are looking for
behaviors in situations similar to those that will be encountered in the
new job. By relating a candidate’s answers to specific past experiences,
you’ll develop much more reliable indicators of how the individual will
most likely act in the future.
Behavioral questions ensure spontaneity since candidates can’t prepare
for them in advance. Hence, you’re assured of more accurate answers in
the selection process, and you’re provided with specific ammunition to
use later down the line in the reference-checking process.
Purpose of Behavioral Interviewing
The behavioral interviewing tools will ensure that the selection process
is:
- Objective
- Consistent and transparent
- Based on the competencies and proficiency level
of the job
- A good predictor of performance
Past behavior in specific situations will indicate
more accurately a candidate’s personal preferences, attitudes and
behaviors. A person can have the skills and knowledge to do the job, but
may not have the inclination to do it.
The behavior-based interview incorporates structured questions on the
candidate’s past behavior in situations similar to those that will be
encountered in the new position. It goes beyond determining whether a
person can do the job. It better determines if a person will do a good
job; how it will be done and to what extent
The behavior-based approach to interviewing has an
accuracy rating of around 70 percent. The results will be a better match
between the employee and the job, lower turnover and greater job
performance and satisfaction for the employee. The Behavioral Based
Interview (BBI) or Behavioral Description Interview (BDI) process also
indirectly communicates some of the job expectations and minimizes
“first day surprises.” This process provides a safe approach to
conducting legal interviews because it is based strictly on
performance. Candidates also feel the process is fair and equitable. |
