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BEHAVIORAL EVENT INTERVIEW

Introduction
A behavioral interview is a structured interview that is used to collect information about past
behavior. Because past performance is a predictor of future behavior, a behavioral interview
attempts to uncover your past performance by asking open-ended questions.
Each question helps the interviewer learn about your past performance in a key skill area that is
critical to success in the position for which you are interviewing. The interview will be
conducted face-to-face whenever possible.

The purpose of BEI

The purpose of BEI Is to best match the candidate’s skills, competencies and motives with the
requirement and success factors of the position.

The goal of Behavioral Event Interviewing is to:

1. Evaluate the candidate’s knowledge of specific situations or procedures

2. Gather data about interpersonal performance and on specific tasks

3. Minimize personal impressions that might cloud hiring decisions

4. Predict future task performance

5. Make appropriate hiring decisions for both fit and skill

Behavior Descriptive Interview


The basis for Behavior Descriptive Interviewing is…
 The best predictor of future performance is past performance in similar
circumstances.
In other words, the way you have behaved in the past will predict how you will behave in the
Future.
The basic theory behind BDI is that the more recent and more long-standing the past behaviour,
the greater its predictive power.

The behavior descriptive interview follows a structured set of questions designed to look into the
applicants past behavior in specific situations. The selected questions are asked for their
relevance to critical job aspects.
Because BDI questions focus on past performance, they require that the candidates isolate
specific examples and then describe them in detail. Frequently, probing may be required to
restrict applicants to one specific example and prevent generalized responses.

Competencies/skills being assessed in BEI & BDI


Competencies/skills being assessed in such interviews are Stress management, Decision making,
Leadership, Time management, Teamwork, Creativity, Initiative, Assertiveness, Decision
making, Goal setting, Flexibility

Using the STAR Technique

In a behavioral interview, the interviewer will ask questions about your past experiences. A
useful way to prepare for this style of questioning is to use the STAR technique. The STAR
technique is a way to frame the answers to each question in an organized manner that will give
the interviewer the most information about your past experience. As you prepare to answer each
question, consider organizing your response by answering each of the following components of
the STAR technique:

1. What was the Situation in which you were involved?

2. What was the Task you needed to accomplish?

3. What Action(s) did you take?

4. What Results did you achieve?

Conclusion
 BDI is the version of BEI.

 Both are related to the critical Incident Technique (CIT), but differ.

 The BDI and BEI techniques are considered to be more suitable for complex jobs (such
as management roles) or those involving a high level of interpersonal skill (such as sales
roles).

 BDI is highly effective, even at the most senior levels, including that of a chief executive.

 The BDI and BEI are also not restricted to ‘critical’ aspects of the job, but can be adapted
to explore any key requirement.