Hiring\r\nManagers believe that past performance is the best indicator of future success.\r\nThe purpose of the behaviour-based interviewing technique is to assess\r\ncandidates in an accurate, fair and thorough way. Candidates will be given the\r\nopportunity to prove their competencies by giving detailed and specific\r\nexamples from past work experiences. Let’s have a closer look at\r\nthe 14 benefits of using a behaviour-based interview technique.
"},"body":{"body":"Hiring\r\nManagers believe that past performance is the best indicator of future success.\r\nThe purpose of the behaviour-based interviewing technique is to assess\r\ncandidates in an accurate, fair and thorough way. Candidates will be given the\r\nopportunity to prove their competencies by giving detailed and specific\r\nexamples from past work experiences. A recruiter should apply the “STAR” approach\r\nby asking the candidate to describe: 1) the\r\nsituation in which the behaviour took place, 2) the task that\r\nneeded to be done, 3) the action the candidate took to address the\r\nsituation and the result of the action.
Let’s\r\nhave a closer look at the 14 benefits of using a behaviour-based interview technique.\r\n
# 1 – Easy implementation.
Once\r\nyou make a list of all the sample questions for each required job competency,\r\nit will be easy to implement.
# 2 – Accuracy.
Research\r\nhas shown that behaviour-based interviewing is considered more valid than other\r\ninterviewing methods. It is able to predict a candidate’s potential for success\r\nin a more accurate way.
# 3 – Well structured.
Questions\r\ncan be well organised and planned in advance. A more objective rating will be\r\npossible and it can make the whole process more efficient, consistent and\r\nreliable.
# 4 – Confidence.
If\r\nyou have an effective hiring process in place, it will give you more confidence\r\nin your ability to spot top talents and by making the right hiring decision.
# 5 – Factual basis.
If\r\nyou collect relevant data during the interview, you can make a smarter hiring\r\ndecision. You will not have to rely on your gut feelings, subjective\r\nimpressions or opinions.
# 6 – Relevance.
You\r\nwill focus only on those specific competencies that are relevant to the job.\r\nThis will prevent you from getting distracted or side-tracked by irrelevant\r\nskills or knowledge that the candidate might have.
# 7 – Preparation.
By\r\npreparing specific questions in advance it will allow you to control the\r\ndirection of the conversation. You will stay more focused and gain only the\r\ninformation you really need in order to make the right decision.
# 8 – Cost savings.
Since\r\nthis method is considered more valid, it will also reduce expensive turnover in\r\nthe long term.
# 9 – Better candidate fit.
By\r\nasking the right questions, you will hire a candidate who will be a great fit\r\nfor your team and company.
# 10 – Flexibility.
You\r\ncan determine how you want to proceed in the hiring process: what job\r\ncompetencies to highlight, what questions to ask, how to integrate this\r\nbehaviour-based interview technique with other hiring tools, e.g. assessments.
# 11 – Efficiency.
The\r\ntime that you will spend with candidates will be effective and focused. If you\r\ninclude also other panel members you will avoid asking overlapping questions.\r\nWhile you get more experienced in using this technique, your time for\r\npreparation will drastically decrease.
# 12 – Meeting easily legal guidelines.
You\r\nwill easily be able to meet legal guidelines for fair employment practices. You\r\nwill collect only information that is important to the job. Prejudices,\r\npreferences, assumptions or illegal interview biases are less likely to\r\ninfluence the hiring decision.
# 13 – Positive impressions.
The\r\nway you treat your candidates during the interview is crucial. It will\r\ndetermine how they talk to others about their experience at your organisation.\r\nBy using behaviour-based interviews your company will make positive impressions\r\non all job applicants.
# 14 – Fairness.
All\r\ncandidates will be asked the same questions and will be assessed against the\r\nsame set of job-related competencies. This means that they will be also rated\r\nusing the same method for an accurate, fair and consistent selection.
Bear\r\nin mind, even though a behaviour based interview technique is a good predictor\r\nof future behaviour, we need to formulate the questions correctly right from\r\nthe beginning. Otherwise we might risk of not getting the answers to the type\r\nof behaviour we want to measure.
"},"authorName":"Karin Schroeck-Singh","authorBio":{"authorBio":"Karin Schroeck-Singh is a passionate Public Speaker, eBook Author, and a freelancing Online Content Producer. She has an MBA from the University of Leicester (UK) and gained 18 years of international work experience in Italy, the UK and India."},"publishedOn":"2015-09-25T12:03:59.097Z"}},"pageContext":{"id":"d7d957bd-5dfe-51b3-a3bb-f651eaace72b"}}, "staticQueryHashes": []}