Behavior-based interviewing is an approach that looks at past behavior as the best predictor of future performance. And it makes common sense!A behavioral interview is a structured interview that is created after a thorough analysis of the job skills needed for that job.

The competencies are then selected that define the knowledge, skills, and traits, which must be assessed during the interview process. This leads to generating interview questions designed to identify the presence of these competencies.

The goal of the interview process is to predict future job performance based on examples of previous specific behaviors, which illustrate the desired competencies through tactful probing. The interviewers are looking for behaviors in situations similar to those that will be encountered in the new job. By relating a candidate’s answers to specific past experiences, you’ll develop much more reliable indicators of how the individual will most likely act in the future.

Behavioral questions ensure more genuine spontaneity than traditional questions since candidates can’t practice as easily for them in advance.

A proper behavioral interviewing procedure ensures that the selection process is:

•  Objective
•  Consistent and transparent
•  Based on the competencies and proficiency level of the job
•  A good predictor of performance

Past behavior in past situations will more accurately indicate a candidate’s attitudes and behaviors. A person can have the knowledge and the competencies to do the job, but they may not have the desire to do it.

The behavior-based interview incorporates structured questions on the candidate’s past behavior in situations similar to those that will be encountered in the new position. It goes beyond determining whether a person can do the job. It better determines if a person will do a good job: how it will be done and to what extent.

This process provides a safe approach to conducting legal interviews because it is based strictly on performance. Candidates also feel the process is fair and equitable.

•  Tell me about a situation where you had to solve a specific type of problem.
•  Tell me about a time where you had to make a difficult ethical decision.
•  Can you recall an instance where you had to be the leader of a team?
•  Can you describe one decision that you regret? What did you learn from the experience?

Instead of asking "What would you do if ..."

one should ask,

'Tell me about a time when you.....

You want to find out how people ACTUALLY behave rather than their promise of how they will behave. Remember: Just because people can give good answers and sound impressive -- it doesn't mean they can DO what they SAY.

You're interviewing Mary for the position of company receptionist.

The interview starts as normal ...and you are using the same old, traditional questions

What is your experience, Mary?

Why do you want to work here?

What do you know about our company?

Mary, what do you like to do in your spare time?

Good Questions and bad Questions. These questions aren't bad in themselves. They will definitely help you to find out more about Mary. But they are severely limited, as they can lead to very standard and well-rehearsed responses from your interviewee.

Look, at this stage even the dogs in the street would have a good idea what questions you are going to ask - and with practice, could give you great answers!

Remember again, behavioral-based interviewing is highly effective because it examines the past behavior of a job candidate, which is considered the most accurate indicator of future behavior.

Let's say that you want to find out more about, say Mary's skills of diplomacy. How would she deal with people?

In the past, you might have asked, 'would you say you are very diplomatic with people?

'Yes, I am'.

Full stop.

Look, you have asked her a close-ended question leading to a similar response.

'Mary, have you ever felt irritated or frustrated while dealing with a customer? How did you respond when customers became demanding beyond an acceptable level?'

Do you see the difference?

The 'behavior-based question' questions how she behaved in the past in very specific situations relating to diplomacy.

It allows the candidate to give you a fuller answer - and it gives you a more accurate and truer picture of the candidate. You see how the candidate reacted in the past and that is always the best predictor of future performance.

You should always define the behavioral competencies you are looking for in the right employee to fill your position.

This way you will be more focused when recruiting. Once you know the behavioral competencies you want, you can then structure your interview questions to learn more about the interviewee and watch how your success rate in picking the right person will improve and improve.

The person who measures high on this trait is willing to confront situations/people in order to achieve their goals. This person can present their point of view in normal and especially in conflict related situations with ease and without embarrassment or apology.

They are not understanding of others who infringe on their territory. The person who measures low tends to avoid conflict and to be lenient of other people’s “pushiness”.

They prefer to ignore infringements on their patch rather than risk offending others.Individuals who are strong in this trait tend to take leadership roles. Individuals with weak ‘willingness to confront opposition’ tend to avoid positions of leadership.

In the past the main problem is using behavioral interviews was the lack of available experts or professional crafted interview questions to create interviews.

This has now been solved by the presence in the market of a number of products, which contain professionally designed behavioral interviews questions.