The basic premise of behavioral interviewing is that the most accurate predictor of future performance is past performance in similar situations.
Traditional interviews questions are often hypothetical. Answers sound good, but aren’t a true reflection of what someone would do in a real situation or of their actual ability to do the job.
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Traditional Question |
Behavioral Interview Question |
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“How would you address an angry customer?” “What are your three greatest strengths?” |
“Tell me about a time when you dealt with an angry customer. What was the problem and what was the outcome?” “How did your previous manager make use of your strengths?” |
The Questions
Asking the right questions is the key to a successful behavioral interview. Questions need to be developed based on the desired job skills and behavior traits needed by your company and in your opening. If communication skills are important, focus the questions on those that will reveal how the interviewee has dealt with co-workers, managers, customers, etc. If meeting productivity levels is important, focus on questions that will reveal what their past experience was in meeting production numbers and how they handled a time when they didn’t meet the required number.
The Answers
When answering the question, the interviewee should essentially tell you a story. Answers should include three parts:
1) A description of the situation
2) The action taken
3) The result
As you listen to the responses, interject questions in order to probe for further information. For example, if follow through is an important skill for the position, listen for how the interviewee was intimately involved in the decision making or final result. Add probing questions such as “What made you decide to take that action?” or “Tell me more about the steps you took to resolve the problem.” These additional questions should make the interview feel more like a conversation.
Conclusion
Behavioral interviewing draws more detailed responses from interviewees but the answers won’t mean anything if you don’t have a clear picture of your expectations and your needs. It is a good idea to spend some time formulating what a good answer will look like. Know what answers will or will not meet your expectations ahead of time. This will provide you a way to determine which candidates are best suited for your company’s position based on more than just your “gut feel.”
Building a set of interview questions that fit your company and the specific roles and behaviors you are looking for is the first step to conducting better interviews. Interested in a starter set of questions? Let us know!
A thorough interview is just one part of Allied’s process. Contact us today and learn how working with Allied can enhance your hiring!
