Wednesday, April 6, 2011

Tips for Behavioral Interviewing

For those who many not be familiar with the concept, behavioral interviewing is a method of interviewing that requires the candidate to answer a question with a specific instance of how they handled a given circumstance. It is designed to draw answers that reflect how candidate would handle real life situations.

Behavioral interviews allow you to hone in on how the candidate may perform in the future. There is always something to be learned by what is said or not said in an interview answer. You may also receive deeper detail than with other formats of interview questions. Plus, the storytelling format helps almost all candidates to interview more effectively.

Although effective, the behavioral interview method isn’t perfect. There are weaknesses as well. If you choose to use the behavior method for an interview, consider the following to keep the interview on track.

1. Questions must be designed with behavior in mind. Even if your questions are designed perfectly, consider whether they will accurately measure the desired behavior.

2. Don’t ask leading questions. If you divulge what it is you are trying to measure, it’s equivalent to giving answers to a test.

3. The interviewer must still control the interview. Candidates might be nervous in interview situations and have a tendency to ramble. If this happens, you must refocus the conversation and stay on track.

4. The storytelling technique is another great way for an interviewer to relay information to a candidate. If you’d like to make a point they will remember, consider putting it in story form. It will help the candidate understand what the position is about.

Behavioral interviews are one of the greatest advances in recruitment, but that doesn’t make it perfect. If you choose to use this interview style, the tips above will ensure a more successful interview.

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