Why is Behavioral Interviewing Important?

Yesterday I was listening to a Podcast on Facility management,when the person being interviewed brought out the advantages of a Behaviourial interview in his 30 yr career. Surprisingly he was using it for hiring Blue collar tradesmen too.

 My own experience with the Services Selection Board and seeing the Amazon selection process only reinforces my faith in this system of getting the best person for the job provided you do your own homework.

 Regardless of the nature of employment, most recruiters want to know if the candidate being interviewed will be able to perform well in the workplace—if they are able to add value to the company.

Performing “well” can constitute an amalgam of qualities, everything from necessary technical background to being able to assimilate into company culture. It is this latter quality into which behavioral questions can provide superior insight.

What are the Benefits?

Behavioural questions that require prospective job candidates to articulate their experience in particular situations allow the interviewer to get the most out of the interview process.

These questions glean the most pertinent information out of the interviewee, allowing employers to obtain a better overall view of what a candidate would be like in the workplace. Additionally, open-ended behavioural questions such as “tell me about a time you overcame objectives to close a difficult sale” create an opportunity for detailed follow-up questions, making the flow of the interview a little more natural.

Providing Real Life Examples

This is about being able to “walk the talk”. Anybody can say on their resume that they have superior leadership skills or that they are seasoned problem solvers. Behavioural questions help by pushing job candidates to go beyond their resume. Providing solid, concrete examples of past experiences in the interview room is more difficult to fabricate than simply writing a falsification on a resume.

 Candidates Feel Comfortable

Sometimes the most qualified applicants are the worst interviewers. When their nerves get hauled into overdrive, suitable candidates might not represent themselves in the best light. Behavioural interview questions can make candidates less nervous by making the flow of conversation more natural.

Easily Customizable

Traditional interview questions are common to nearly every interview guide online. Anybody who does a little bit of preparation before the interview will be able to answer questions such as “what are your strengths and weaknesses” or “tell me about yourself”. Behavioural questions, however, are easily customizable , is more difficult for prospective candidates to prepare for them, allowing the interviewer to see past the surface of a well-polished and rehearsed interviewee.

Better Intuition

 Sometimes candidates will have great skills and work histories but will not be the best match for a specific job. Behavioral interviews allow recruiters to gain a deeper insight into the personality and the drivers of the individual. If a potential applicant is team-oriented and has relevant previous experience, but the position they are applying for requires high levels of autonomy, they are not the right fit for that role.