Behavioral interviewing is based on the idea that past behavior is a good predictor of how an individual will behave in the future. By asking questions about past work-related situations, you can gauge how candidates will respond to similar situations in your workplace.
Reduce bias and ambiguity by asking job-relevant questions
Behavioral interview questions are based on an analysis of job duties and requirements of the job. A job analysis is conducted to identify the knowledge, skills, abilities, and other characteristics (KSAOs) that are required to perform a job. Once KSAOs are identified, questions targeting these KSAOs are developed and set up in a structured interview format.
Learn more about a candidate’s true personality
Asking behavioral interview questions is a quick way to learn more about a candidate’s true personality and job-relevant characteristics before you hire them. This interview style can get into deeper detail than other interview questions, and can help you reveal important information about a candidate that may not come out in other interview formats.
Consistent and fair interview process
Following a structured interview format using behavior-based interview questions ensures that your interview process is consistent and fair, and that it gathers only relevant information about the qualities that will help candidates be successful on the job. This guide will dive into how you can best prepare to conduct a behavioral interview.
See the full Harver Interview Tips below: