Behavioral Interviewing

Introduction

Behavioral interviewing is a technique used by employers to understand how a potential candidate would behave in certain work-related situations based on their past behavior. The premise of this technique is that past behavior is a reliable indicator of future performance. This method is often used in conjunction with other interviewing techniques to provide a comprehensive assessment of a candidate's suitability for a role.

History and Development

Behavioral interviewing was developed in the mid-1970s by industrial psychologists. The technique was initially used in the field of industrial and organizational psychology to predict job performance. Over time, it has been adopted by various industries and sectors due to its effectiveness in predicting future job performance based on past behavior.

A job interview taking place in a professional setting. The interviewer is asking questions while the interviewee is responding.

Principles of Behavioral Interviewing

The main principle of behavioral interviewing is that past behavior is the best predictor of future behavior. This technique focuses on how the interviewee acted in specific employment-related situations in the past. The interviewer asks questions that prompt the candidate to describe a situation, the actions they took, and the results of those actions. This is often referred to as the STAR method (Situation, Task, Action, Result).

Techniques in Behavioral Interviewing

There are several techniques used in behavioral interviewing. These include:

Situation or Task: The interviewer asks the candidate to provide a specific example of a situation or task they faced in a previous role. This is designed to provide context for the candidate's actions.

Action: The interviewer asks the candidate to describe the specific actions they took in response to the situation or task. This allows the interviewer to understand the candidate's problem-solving skills and their ability to take initiative.

Result: The interviewer asks the candidate to explain the outcome of their actions. This helps the interviewer assess the effectiveness of the candidate's problem-solving skills and their ability to achieve results.

Benefits of Behavioral Interviewing

Behavioral interviewing offers several benefits to employers. These include:

Predictive Validity: Behavioral interviewing has been found to have a high predictive validity. This means it is effective in predicting how a candidate will perform in a job based on their past behavior.

Reduced Bias: By focusing on specific examples of past behavior, behavioral interviewing can help reduce bias in the hiring process. It allows for a more objective assessment of a candidate's skills and abilities.

Comprehensive Assessment: Behavioral interviewing provides a comprehensive assessment of a candidate's skills and abilities. It allows employers to understand how a candidate would handle various work-related situations.

Limitations of Behavioral Interviewing

Despite its benefits, behavioral interviewing also has some limitations. These include:

Recall Bias: Candidates may not accurately remember past situations or may embellish their actions and results. This can affect the accuracy of the information obtained during the interview.

Preparation: Behavioral interviewing requires significant preparation on the part of the interviewer. The interviewer must develop specific questions to elicit information about the candidate's past behavior.

Time-Consuming: Behavioral interviews can be time-consuming as they require detailed responses from candidates.

Conclusion

Behavioral interviewing is a widely used technique in the hiring process. Despite its limitations, it offers several benefits to employers, including high predictive validity and a comprehensive assessment of a candidate's skills and abilities. As with any interviewing technique, it is most effective when used in conjunction with other assessment methods.