By using behavioural interviewing techniques when you have decided the characteristics and behavioural traits that you would like in an employee. You can go on to predict future behaviour patterns in your candidates and find out if they are going to perform well. This information can help you make the right decision to get the right candidate for your position.
Why Should you use Behavioural Interviewing Techniques?
Behavioural interviewing technqiues are based on the experience that the most accurate predictor of future performance is past performance in a similar situation. Some studies suggest that behavioural interviewing is 45% more likely than traditional interviewing to predict future job behaviour.
Past Behaviour is a Predictor of Future Behaviour and Performance.
This approach can be applied to any recruitment and selection process and is particularly valuable when recruiting customer facing staff, managers and team leaders where behaviour and approach is critical to business success.
How can I Prepare for Behavioural Interviewing?
The hiring manager must pre-determine the characteristics and behavioural traits required for the position they are trying to fill. The interviewer will then design specific and pointed questions to establish which candidates possesses those traits. By asking simple questions e.g. “What would you do if ….?”, it’s easy for a candidate to anticipate what they think the interviewer wants to hear and to give that answer.
However if the behavioural interviewer asks a candidate “Tell me about a time when you ….” The candidate is required to describe an actual situation. By using probing questions the interviewer can then verify the story and learn more about the candidate actually happened. This is a simple and easy process to use why don’t you try our Interview Questionnaire:
There are Challenges When you use Behavioural Interviewing
Many candidates are not used to giving specific examples of their performance and will need prompts from the interviewer. Blanket statements such as “I’m a people person” require the interviewer to ask for specific examples of when working with people was a motivating experience. Behavioural interviewing techniques can be learned. They can also be embedded into your recruitment selection process.
Key Learning Points:
– Behavioural Interviewing enhance the quality of information received during the interview process and ultimately lead to better candidate selection.
– The techniques can be learned and can be embedded into candidate selection by using application forms and questionnaires that help the interviewer prepare for and lead the process.
You Should use Behavioural Interviewing When Safeguarding in Recruitment
There are particular types of work that are especially suited to the use of behavioural interviewing. One example is safeguarding in recruitment of staff that are working with children and vulnerable adults. To learn more about Behavioural Interviewing in Safeguarding in staff recruitment: