Behavioral interviewing is a technique used by employers to assess a candidate's suitability for a position based on their past behavior. It operates on the premise that past behavior is the best predictor of future performance. While traditional interviews may focus on hypothetical scenarios or technical expertise, behavioral interviews delve into a candidate's previous experiences to determine how they handle specific situations. For recruiters and hiring managers, mastering this art can greatly improve the chances of selecting the right candidate for the job.

Understanding the Basics

Before diving into the advanced techniques for conducting behavioral interviews, it's important to understand the basics. Behavioral interview questions are often framed around specific competencies or skills relevant to the position, such as teamwork, leadership, problem-solving, and time management. The idea is to elicit responses with concrete examples that demonstrate these qualities.

Preparing for the Interview

Success in behavioral interviewing starts with preparation. Recruiters should:

• Identify the competencies that are critical for success in the role.
• Develop a list of behavioral questions tailored to these competencies.
• Plan a structured interview that includes an introduction, body, where the questions will be posed, and a conclusion.

Crafting Effective Questions

Effective behavioral questions typically start with prompts like 'Tell me about a time when...' or 'Give me an example of...' Recruiters should avoid questions that can be answered with a simple yes or no. Instead, the goal is to have the candidate describe a specific situation, the actions they took, and the outcomes that resulted.

The STAR Technique

To evaluate the candidate's responses effectively, interviewers can use the STAR technique:

• Situation: The context within which the candidate found themselves.
• Task: What the candidate needed to accomplish.
• Action: Specific steps the candidate took to address the situation.
• Result: The outcomes of the candidate's actions.

Candidates should be encouraged to give detailed accounts that will provide insight into their behavior.

Listening Skills

Mastering behavioral interviews not only involves asking the right questions but also actively listening to the answers. Recruiters should listen for specifics in the candidate's story and be prepared to ask follow-up questions to delve deeper.

Assessing Non-Verbal Cues

Interviewers should pay attention to non-verbal signals, such as body language and tone of voice, which can offer additional clues about the candidate's sincerity and confidence.

Avoiding Bias

One of the challenges in conducting behavioral interviews is to remain objective and avoid biases, whether conscious or unconscious. Recruiters should be aware of their own biases and ensure they are not influencing their judgment of the candidate's responses.

Providing a Positive Candidate Experience

While the focus is on assessing the candidate, it's also important to provide a positive experience. Candidates should be made to feel comfortable and respected throughout the process. This includes clear communication about the interview structure and expectations, as well as prompt feedback after the interview.

Advanced Techniques

Once the basics are mastered, recruiters can utilize advanced techniques such as:

• The Guided Storytelling: Prompt candidates to provide more detail by guiding them through their story step by step.
• The Contrast Question: Ask candidates to compare different experiences to demonstrate adaptability and growth.
• The Patterns-of-Behavior Analysis: Look for consistent behavior patterns across different contexts and positions.
• Hypothetical Situations: While not the core of behavioral interviewing, discussing hypothetical scenarios can complement the candidate's stories and reveal their thought process.

Mock Interviews and Training

Recruiters and hiring managers can further refine their skills through mock interviews and training sessions. Practicing with colleagues or using interview software can help to simulate real interview conditions and sharpen the interviewer's questioning and evaluation techniques.

Keeping an Eye on Innovation

Finally, it's important to stay abreast of innovations in interviewing technology, such as video interviews and AI-driven analysis tools, which can enhance the behavioral interviewing process.

In conclusion, mastering the art of behavioral interviewing encompasses a nuanced understanding of human behavior, excellent communication skills, and an objective approach to candidate evaluation. By honing these skills, recruiters can make more informed hiring decisions, ultimately building stronger, more effective teams.

Frequently Asked Questions

What is the purpose of behavioral interviewing?

Behavioral interviewing is used by employers to assess a candidate's suitability for a position based on their past behavior. It aims to predict future performance by understanding how candidates have handled specific situations in the past.

How is a behavioral interview different from a traditional interview?

In a traditional interview, questions may focus on hypothetical scenarios or technical skills, while a behavioral interview delves into a candidate's past experiences. Behavioral interviews seek to gather concrete examples of how candidates have demonstrated key competencies or skills relevant to the role.

How can recruiters prepare for conducting behavioral interviews?

Recruiters can prepare for behavioral interviews by identifying critical competencies for the role, developing tailored behavioral questions, and structuring the interview with an introduction, body for questions, and a conclusion.

What are some effective techniques for conducting behavioral interviews?

Effective techniques include using the STAR method (Situation, Task, Action, Result) to evaluate candidate responses, actively listening to candidates' answers, assessing non-verbal cues for additional insight, and avoiding biases in judgment.

How can recruiters provide a positive candidate experience during a behavioral interview?

Recruiters can provide a positive experience by ensuring clear communication about the interview process, respecting candidates, offering prompt feedback, and creating a comfortable environment for candidates to share their experiences.

What are some advanced techniques in behavioral interviewing?

Advanced techniques include guided storytelling to elicit detailed responses, contrast questions to demonstrate adaptability, patterns-of-behavior analysis to identify consistent behaviors, and discussing hypothetical scenarios to complement candidates' stories.

How can recruiters improve their interviewing skills?

Recruiters can refine their skills through mock interviews, training sessions, and staying updated on innovations in interviewing technology such as video interviews and AI-driven analysis tools.

Why is mastering behavioral interviewing crucial for recruiters?

Mastering behavioral interviewing allows recruiters to make informed hiring decisions, select the right candidates for the job, and build stronger, more effective teams based on a nuanced understanding of candidate behavior and performance.

Further Resources

For further in-depth knowledge and enhancement of your behavioral interviewing skills, the following resources are recommended:

1. Books:
   • Hiring for Attitude: A Revolutionary Approach to Recruiting and Selecting People with Both Tremendous Skills and Superb Attitude by Mark Murphy. This book provides insights into hiring based on attitude and behavior.
   • The Essential Guide for Hiring & Getting Hired: Performance-based Hiring Series by Lou Adler. Learn about performance-based hiring strategies and behavioral interviewing techniques.
2. Online Courses:
   • Udemy - Behavioral Interviewing: Ace that Interview: This course covers advanced techniques in behavioral interviewing.
   • Coursera - Successful Interviewing: Gain insights into successful interviewing strategies, including behavioral interviews.
3. Websites:
   • The Muse: Explore a collection of behavioral interview questions to ask candidates for different roles.
   • Glassdoor - Behavioral Interview Questions: Find a comprehensive list of behavioral interview questions to incorporate into your interviews.
4. Podcasts:
   • The Modern Mentor Podcast: Listen to episodes on effective interviewing techniques and behavioral assessment.
   • The Talent Angle Podcast: Stay updated on talent management practices and behavioral interviewing trends.
5. Professional Associations:
   • Society for Human Resource Management (SHRM): Join SHRM to access resources, webinars, and events related to behavioral interviewing and talent management.
   • Professional Association of Resume Writers & Career Coaches (PARW/CC): Connect with career professionals for insights into career development and behavioral assessment.

By exploring these resources, you can deepen your expertise in behavioral interviewing and elevate your hiring practices to identify the best candidates for your organization.