Behavioral interviewing

What:
Behavioral interviewing is a technique that assesses a candidate’s ability to meet the job
requirements based on their previous experience. The technique is based on the idea that
past performance is the best indicator of future performance. Therefore, the way candidates
have used their skills in the past can predict how they will perform if you hire them.

Why:
Behavioral interviewing is a simple yet highly effective method of determining a
candidate’s qualifications. By applying this technique, the interviewer is able to gather
more than prepared information as well as decide whether the candidate moves forward in
the process. To be more specific, questions that based on past behavior offer a genuine
assessment of the candidate and eliminate the possibility of disingenuous responses; In
learning how, the candidate previously used their skills and abilities, more information can
be compiled to assess whether the candidate is proper for the position.

How:
There are a few important steps to conduct an effective behavioral interview.
Step 1: Craft Questions to Assess Essential Skills and Qualities
Specific questions should be crafted to assess the candidate’s specific skills and qualities
Sample questions:
l Give me an example of a situation where you were required to work under pressure.
How did you respond?
l Describe a time when you were given a job or assignment that you had no prior
training for. How did you learn to do it?
l Ability to Work Under Pressure
l Give me an example of a situation where you were required to work under pressure.
How did you respond?
l Describe a time when you were given a job or assignment that you had no prior
training for. How did you learn to do it?
Step2: Create a rating scale
A system is required to measure how the candidate’s responses relate to the job
requirements after all the information is gathered through strategic behavioral interview
questions.
Sample system:
l Far Exceeds Requirements: A perfect answer that demonstrates competency accurately,
consistently, and independently.
l Exceeds Requirements: Demonstrates competency accurately and consistently in most
situations with minimal guidance.
l Meets Requirements: Demonstrates competency accurately and consistently on familiar
procedures and needs supervisor guidance for new skills.
l Below Requirements: Demonstrates competency inconsistently, even with repeated
instruction or guidance.
Significant Gap: Fails to demonstrate competency regardless of guidance provided.

Step 3: Ask follow-up questions

Applying follow-up questions to elaborate on the information that the candidate shares.
Sample questions:
l What did you learn from…?
l How did you handle…?
l How so?
l Tell me more about…