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.