What can employers do in such a situation? How can they get to the bottom of the matter? Will candidates really reveal their true personality, their work style and their problem-solving skills and motivations?
The behavioral interview concept was developed back in the 1970’s by industrial psychologists for the purpose of helping managers make solid hiring decisions.
It is based on the idea that past behavior is the best predictor of future behavior. The interviewer looks for specific examples of when and how the candidate has demonstrated particular behaviors. Prior to the interview each position is assessed for the skills/competencies and characteristics that relate to job success. Interview questions are then developed to probe into these areas and candidates are then asked the same questions in order to measure a their work ethic, job interest, work experience or strengths and weaknesses.
Behavioral questions improve hiring results and determine whether the candidate is a good cultural fit for the company by cutting through the banalities of traditional interviewing and requiring candidates to give pertinent examples of when they demonstrated the particular skills needed for a specific position. These questions reveal competencies that are important to success at a given position and give candidates the opportunity to tell interviewers about the positive effects their actions have had. Therefore, more and more employers choose to embrace this approach instead of traditional interviewing.
Typical examples of questions asked are:
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