Behavioral interviewing uses behaviors presented in the past to predict future behavior. It is the best interviewing method to avoid gut feelings, stereotypes and biases.
The focus on behaviors will allow you to choose the best candidate for the job.
Behavioral interviewing is the most effective way to hire a qualified employee. It takes gut feelings, stereotypes and biases out of the process and allows you to look at candidates in more scientific terms. The process is called behavioral because it uses behaviors presented in the past to predict future behaviors. The process sounds easy but it takes practice and persistence. You need to know the exact behaviors that are critical for the job you are interviewing for and then you need to prepare questions that will illicit the responses you need to analyze the candidates behaviors. When you ask behavioral interviewing questions it is imperative that you probe and allow the candidate time and silence to answer the questions.
- Give me an example of a time you where you had a particularly difficult customer and how you handled the situation.
- Describe for me a situation where you didn’t agree with a company policy and learned to work within the confines of that policy.
- Give me an example of a time when you were given instructions by your manager that you didn’t agree with and how you handled the situation.
- Tell me about a time when you had conflict with a co-worker and how you were able to resolve that conflict.
- Give me an example of a time when you provided extraordinary service and please be specific with the steps you took to achieve this result.
- Describe for me a time when you didn’t understand how to complete a task and what you did to finish the work.
- Tell me about a time that you had to use creativity to solve a problem at work.
- Tell me about a time when you were not feeling well or in a bad mood and had to motivate yourself at work.
- Describe for me a time that you had a co-worker with a bad attitude and how you handled that situation.
- Give me an example of a time you made a mistake when working with a customer and how you handled the situation.
Remember to research the behaviors needed for the position you are interviewing for and prepare your questions carefully. Also, use silence and probe further so you can get the information needed to make an informed hiring decision. Behavioral interviewing will take the gut feelings, stereotypes and biases that we all have out of the equation and you will make better hiring decisions.