How Conducting a Behavior-Based Interview Can Help You Find the Right Candidate



How Conducting a Behavior-Based Interview Can Help You Find the Right Candidate

As the economy makes leaps and strides past recession, employers are ramping up their hiring processes in response to the surge in talent. In order to find the best candidates, many hiring managers are using behavior-based interviews. According to the U.S. Department of Veteran’s affairs, the best predictor of future behavior is past behavior[1]. Consider three reasons why this interviewing process can help you find the right candidate for each of your available positions.

Identifying Essential Experience

Because what has happened in the past is highly likely to happen again, asking interviewees about their previous experiences in particular situations will help you get a grasp on how they can handle stress, deadlines and other pertinent situations. You might ask questions such as what an applicant did when other team members didn’t hold up their end of the deal on a project or how they handled an irate customer. This helps you get a feel for the applicant’s personality as well as his or her mastery of customer care and teamwork.

Capturing Skill Sets

Every job has essential skills that must be mastered in order to achieve and maintain success. To get a behavior-based idea of an applicant’s relevant skills, you could ask a question such as, “How did you increase conversions on your most recent online marketing campaign?” This type of question gives you inside perspective on a worker’s mastery of specific types of skills, their flexibility to change what isn’t working and swap it out for something else, and their willingness to work toward and achieve a goal that benefits the organization.

Meshing with the Corporate Culture

In addition to finding candidates with the right experience and skill set for the job, you’ll also want to make sure they will fit into your corporate culture. This is a fantastic time to ask hypothetical behavior-based questions, such as “What would you do if there were no supervisors in the office for an entire week, and none could be reached by electronic means?” These types of questions help you figure out who will be the most likely to succeed in your organization.