3 Behavioral Interviewing Tips for Hiring Managers
Posted on September 4, 2013
_From the HR Pros of the HR Support Center
There are a myriad of advice columns and tips directed toward job seekers on how to master a job interview. But what about hiring managers? Couldn’t they benefit from advice as well?
Addressing this topic from the hiring manager’s perspective, we take a look at what types of interview questions have proven to be most predictive of an employee’s capabilities to learn as well as to perform the job duties.
The goal is for organizations to hire employees that will be able to quickly apply their experience and cognitive abilities, as well as those who will provide value to the organization with their talent. Whether an individual is brought on board as a temporary or regular employee, companies seek individuals that will ultimately be a good fit with the organization’s culture. Hiring, onboarding and replacing employees is costly for employers, and by incorporating well-planned processes into the recruitment and hiring process, talent acquisition leaders are able to make a successful match between an organization’s needs and a candidate’s skill set and personality.
What are behavioral interviews?
Developed thirty years ago by industrial psychologists, behavioral interviews have rapidly grown in popularity. Behavioral interviews focus on past performance and behaviors which will help an interviewer determine whether a candidate will be a successful employee within an organization.
Behavioral interviews provide candidates the opportunity to exhibit their skills, abilities and knowledge through specific examples of prior experiences. This helps provide a basis of the candidate’s actual capabilities rather than what the interviewee believes he or she may achieve in the future. In the behavioral interview, a job candidate will have to support his or her work ethic with real-life examples, detailing how specific situations were handled in the past.
The behavioral interview is generally not about potential scenarios; rather, it relies on real-life experiences which will help a hiring manager determine whether the candidate will be a good match for a role and how he or she may respond to the environment and tasks in the position.
Three behavioral interviewing tips
These three tips will help hiring managers effectively use a behavioral-based interview process:
# In order to gather valuable information during the interview process,
hiring managers should utilize consistent, behavioral-based questions
for all candidates interviewing for a specific role.
# Employers should ask probing questions that cannot be responded to with a ‘yes’ or ‘no’ answer. Ask the candidate to elaborate with real-life experiences.
# “Would you handle this situation similarly in the future if presented with it again?” The answer to this question will provide the interviewer with feedback as to whether the candidate is able to apply knowledge and utilize creative and alternative methods to improve upon processes.
An organization will typically seek skills and an educational background specific to a job’s requirements. However, incorporating behavioral questions that require a candidate to draw on his or her past experience to demonstrate the combination of knowledge, skills and abilities required to successfully perform the job will greatly assist the employer in the candidate evaluation process.
Establishing consistent interviewing processes that incorporate behavioral-based questions will help an employer develop a successful interviewing program based on using past performance as a predictor for future behavior and, ultimately, a guideline for success.
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