A behavioral approach to interviewing can take the guesswork out of hiring with a structured process that helps you better assess candidates’ knowledge, skills, work styles and other relevant competencies – as you narrow the field toward your final decision. Behavioral questions delve into an individual’s actions and results in past work situations that are relevant to the position you’re seeking to fill.
The Benefits of a Behavioral Interview
The goal of your interview process is to predict how well a candidate would perform as part of your team. The best talent will have solid examples and reasons for making the decisions and taking the actions they did.
The benefits of asking behavioral interview questions include:
- They allow you to gain more detailed information on candidates. This improves your hiring process and helps you make better talent management choices.
- They leave candidates with a positive impression of your company. Candidates will tell others about their interview experience. It’s a plus for your employer brand image if they perceive that you’ve put significant time and effort into an interview. A behavioral approach highlights the professionalism of your company, as well as the care that goes into selecting the right team members.
How to Get the Most Out of a Behavioral Interview
A behavioral interview helps ensure you don’t let the best candidates slip through the cracks. The key is to be prepared – and let your confidence and knowledge show.
- Analyze the job description. Make sure all your questions relate to the requirements of the position, in terms of both hard and soft skills.
- Carefully review the candidate’s resume. Then, you can tailor each question to their specific experiences and accomplishments.
- Practice active listening. Let the candidate speak at least 80 percent of the time. Some experts raise the bar as high as 90 percent – but the bottom line is: Let the candidate talk, while you listen and ask leading questions to keep the conversation moving.
- Ask for details. Dig below the surface for details that may yield important information. Use follow-up questions, such as, “Can you elaborate on that?” and “Tell me more about how you handled that situation.”
- Use the CAR acronym. Guide candidates to give you the context of each situation, as well as the specific action they took and the results of that action.
- Focus on the positive. Candidates may expect – and rehearse for – questions about the negative experiences in their past. Balance this out by asking about positive situations and outcomes. You’re more likely to get an impassioned, candid response. Also, this helps you evaluate an individual’s degree of humility, generosity and collaboration.
As you fine-tune your hiring process – and even as you source the best talent – consider partnering with the experts at PrideStaff Fresno. We’ll help develop your HR strategies for optimal success and realize the results you need. Contact us today to set up an information meeting.
