What are the principles of behavior-based interviewing?
Behavior-based interviewing grows from the idea that past behavior is the best predictor of future performance. Successful interviews are well-organized and preplanned.
Behavior-based interviewing evaluates a candidate's skills through prior work experience and life history. Long-term research shows the most accurate predictor of an individual’s future job performance is their behavior at their previous job. Interviews that explore a candidate's past job behaviors are more dependable than ones focused purely on personality.
For instance, a candidate’s previous success in a customer service position indicates is a likely indicator of the likelihood of success in a similar position. If a candidate has a history of struggling with communication, they will likely continue to communicate ineffectively. Thoughtful consideration of a prospective employee’s history prepares managers to ask the right questions and retrieve the information needed to make sound hiring decisions.
More Than a Gut Feeling™ IV - Leverage the power of behavior-based interviewing!
What are the benefits of behavior-based interviewing?
Behavior-based interviewing: reduces employee turnover, enhances recruitment, and encourages informed decisions. The cost of employee turnover is highly underestimated and encompasses more than recruiting costs. Turnover expenses include time spent screening and interviewing candidates, resources used to train new hires, and loss of work time during transition periods.
Clients may seek services elsewhere while new employees learn how to do their job. According to various organizations, the cost of employee turnover can range from 35-100% of an employee's annual salary. One organization reported spending over $10 million annually to hire and train more than 500 new manager trainees.
Employee turnover is a costly endeavor, regardless of the reason behind it. While it's impossible to eliminate, businesses can reduce unnecessary turnover by immediately hiring the right person for the job.
Behavior-based interviewing requires a deep understanding of the hiring process. By fully understanding the process, managers realize the importance of informed decisions. Formulating questions that prompt candidates to discuss relevant experience discourages decisions stemming from gut reactions and preconceptions.
The hiring process starts with the realization of an unmet need. This need may be a task, duty, or responsibility that demands a specific set of skills. It is crucial to determine what abilities address this need. These abilities coincide with a role inside the company. Employers must develop a job description that outlines the responsibilities associated with the position. A detailed job description makes it easier for applicants to understand the required skills and experience.
During an interview, the decision-maker interacts with the candidate to determine if they possess the necessary skills. The hiring process is successful if the decision hinges on the compatibility of the candidate's demonstrated skills and the skills the job requires — not just on gut instinct.
How do I develop effective behavior-based interview questions?
Behavior-based interviewing relies on effective questioning. You can prepare effective questions by using the following guidelines:
- Avoid “yes” and “no” questions. Do not ask questions that generate single-word responses. These questions deprive you of the information needed to understand the candidate. Pose questions that allow fluid responses, and invite candidates to share their past.
- Prompt questions that retrieve specific examples of past behavior. As we’ve learned, the best way to evaluate future performance relies on understanding a candidate's experience! Inquire about how the candidate has handled relevant situations in former roles.
- Ask focused, intentional questions. This type of questioning allows a clear understanding of the candidate's experience and skill set. Additionally, this encourages the interview to stay relevant, effective, and on-topic.
What are some behavior-based interviewing techniques?
Every interview has the potential to be great! The following interview techniques encourage a successful conversation:
Stay in control. It is necessary to remain in control of the interview to maximize the use of your time. You can maintain control while being tactful and professional. Be sure to guide the conversation toward the information you need. The primary objective of your interview is to determine whether the candidate adequately fulfills the job’s requirements. As such, it is important to maintain control of the interview so it remains focused on relevant topics.
Ask probing questions. Specific examples of past job behavior help assess future performance. Probing questions and statements encourages clarification when candidates don’t provide enough information. By gathering concrete examples of performance, you’ll be able to make an informed hiring decision.
Balance rapport-building with information gathering. Building rapport keeps an interview positive and comfortable. It encourages honest answers and candid discussion. Additionally, it gives candidates a positive first impression of your organization. Build rapport with candidates by sharing information on workplace culture, discussing shared traits and interests, and engaging in active listening.
How do I successfully implement behavior-based interviewing in my organization?
Implementing behavior-based interviewing as an organization-wide initiative is a favorable decision. These interviewing techniques provide a plethora of positive possibilities. They enhance hiring decisions, set individuals up for success, and create positive change.
Sōllah’s More Than A Gut Feeling program is an interactive training guide providing behavior-based interviewing knowledge to human resource professionals. This guide gives hiring managers the knowledge they need to implement behavior-based interviewing tactics successfully. This resource builds confidence in the hiring manager’s ability to make decisions based on sound information, rather than intuition.
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World-Wide Best-Seller! Interviewers are more apt to select the best person for the job when they use this Behavior-Based Interviewing (BBI) strategy developed by Paul C. Green, PhD. Now in its 4th edition, More Than a Gut Feeling provides practical, easy to use instruction that helps organizations significantly enhance recruiting and hiring efforts, improve employee retention and equip managers (and others) with proven behavioral interviewing skills.
Let’s be honest… a lot of hiring gets done based on nothing other than a gut feeling. Assumptions... Intuition... And a lot of employee turnover results because that gut feeling, that assumption, that intuition just wasn’t very accurate. If you’re like most managers, one of your greatest fears is that you’ll hire the wrong person.
Using the power of behavior-based interviewing will get you the new hires you need... and retain! These easy-to-use cards provide a simple model (M.T.G.F.) along with thought-provoking questions on maximizing the key principles of More Than a Gut Feeling™. These cards are great for a quick training reminder, reinforcement or as a conversation generator.
Now you can take the guesswork out of hiring by relying on fair, logical ways to identify the best candidate for a job. This excellent how-to book will help you learn how to use the behavior-based approach to interviewing. By asking questions that probe for past behavior, you will be able to identify the candidate best suited for the job. You’ll also discover tips on how to save an uncomfortable interviewing situation.