Behavioural Interviewing

Behavioral interviewing has several advantages over traditional interviews. However, the method does have some drawbacks. In this article, we will explore the advantages and disadvantages of behavioural interviewing. We will also discuss why it may not be the best choice for you and how you can avoid common pitfalls. Behavioral interviewing is a great tool for helping you understand the personality of a candidate and how to answer specific questions about your skills and abilities.

Benefits of behavioural interviewing

Behavioural interviewing is an effective tool for assessing candidate qualities. It allows the employer to get a comprehensive understanding of the candidate, as the questions asked do not discriminate on the basis of race, nationality, or religion. Moreover, candidates are not discriminated on the basis of age, gender, or sex. In addition, this technique can improve the efficiency of interview sessions, as candidates are able to present themselves in a more positive light when asked about their past experiences.

One of the main benefits of behavioural interviewing is the fact that it helps to compare candidates. Applicants can use the STAR method when answering the behavioural questions. This technique involves asking them to analyze the situation, task, and action in which they would be in the job position. As a result, candidates are able to assess how well they would perform the role in that situation. Besides, this method helps the employer evaluate candidates' skills and experience in terms of performance and attitude, which is important for any organisation.

Another advantage of behavioural interviewing is that it requires the candidate to provide concrete examples of their behaviour. By focusing on actual examples, behavioural interviewing helps in judging candidates objectively. Moreover, such questions can be followed by further ones, which provide a more detailed assessment of specific behaviours. This makes it difficult for the interviewee to fudge the answers to such questions. So, when it comes to choosing a suitable candidate, behavioural interviewing is the way to go.

The other main advantage of behavioural interviewing is that it helps in discovering talent. Moreover, it helps in avoiding age-related discrimination, as the questions can focus on skills and behaviours that can be transferred to another job. As such, this method is very useful in identifying young and experienced talent for a specific role. A behavioural interviewer can also use this method to assess the candidate's personal qualities.

The process of behavioural interviewing includes extensive notes. The notes will help in scoring the candidate's performance and highlight the necessary skills and traits. In addition to taking detailed notes, behavioural interviewing is highly effective in assisting the interviewer to construct questions that will elicit these skills and qualities. The interviewer can also take help from recruitment agencies, which can help him create a list of desirable competencies and construct behavioural interview questions.

In addition to assessing the candidate's skills, behavioral interviewing also helps in determining whether he has the ability to fit the role and work well with the company. During the interview, the respondent is asked to share a story of a particular circumstance. The questions are designed to gauge a candidate's adaptability and interpersonal skills. Thus, the candidate is better prepared to face the demands of the role.

Disadvantages of behavioural interviewing

While behavioural interviewing is an efficient way to evaluate a candidate, there are some major drawbacks. One of these is that it's difficult for candidates to tell you their stories. In addition, these questions can make them feel awkward, especially when they focus on negative scenarios. As a result, it can affect the candidate's impression of the company. However, it's still the most effective way to assess a candidate.

The disadvantages of behavioural interviewing are the fact that it requires more staff to conduct. Moreover, it's difficult to build rapport with the participants. Besides, it can lead to quantitative data that lacks details. The most common problems associated with group interviews are time constraints, non-flexibility, and a lack of detail. A great way to overcome these issues is to use a panel interviewing method.

Behavioral interviewing's shortcomings

One of the most common mistakes made by interviewers is to ask behavioural interview questions that are based on past behavior. These questions typically begin with the phrase, "Tell me about a time when...?" and ask candidates to describe a specific event in their lives. But the problem with these questions is that most interviewers ask them in a way that gives away the answer. Here are some suggestions to help you make the best behavioral interview questions.

- Do not use leading questions. Leading questions can make the candidate feel bad about themselves. It can also change how they view your company. A good practice is to stick to the question and not give any qualifying statements. If you are using a leading question, do not repeat it. Instead, ask the question again, using a different word. Avoid giving out the correct answer. This will allow you to gauge a candidate's confidence and ability to handle the situation in a future environment.

- Often, behavioral interview questions focus too much on failure. Candidates must focus on their positive results instead of the negative aspects of the situation. Instead, they should focus on a time when they solved a problem. This will give you a better understanding of what the candidate can contribute to a company. Besides, you'll also learn more about a candidate's personality and skills. If the company values communication and persuasion skills, behavioral interview questions can help you hire the right employee for the job.

Behavioral interview questions often involve asking questions that require the respondent to tell a specific situation in the past. This method of interviewing is highly effective when the respondent's response can give an insight into their real-life work experiences. Despite its shortcomings, it does have its benefits. By asking questions that focus on the applicant's behavior, behavioral interviewing can provide a unique perspective into the candidate's performance.

- Make sure that you prepare two or three success stories for each theme in your behavioral interview. Practice telling your stories in front of a mirror, as this will build your confidence and make tough interview questions easier for you. And remember to keep the stories short and to the point. The preparation will pay off when you get to the interview. The results of such preparation will make your interview experience much easier. This is especially true if you're nervous about the interview.

- Traditional interview questions tend to be closed-ended and result in hypothetical answers. These answers may not be representative of actual behavior and are influenced by the interviewer's bias. - Hypothetical questions tend to reveal a candidate's true ability to think, which is valuable for judging skills. Behavioral interview questions can be used for this purpose because they reveal more about the person than the skills they possess.