Did you know that behavioral interviewing is becoming a popular method for assessing candidates in the hiring process? Since its creation and introduction into the workforce in the 1970s, behavioral interviewing has become increasingly popular as a way to provide deeper insights into a candidate’s skills and decision-making process. At Labor Solutions, we’re committed to helping you find top talent by using modern hiring strategies that align with your company’s goals. Let’s explore why this method of interviewing is an essential tool for your HR team and how it can boost your recruitment efforts.
What is Behavioral Interviewing?
Behavioral interviewing is an interview method in which candidates are asked to provide examples for their past experiences as opposed to answering hypothetical questions. This allows the interviewer a better understanding of a candidate’s thought process, skills, and leadership. A typical behavioral interviewing question will begin with “Tell me about a time when…” or “Give an example of how…” in contrast to hypothetical questions that presents a made-up situation. The goal is to predict how a candidate will behave in the future based on their previous actions.
The Pros of Behavioral Interviewing
Provides Real-World Insights to Employers
- This style of interviewing allows hiring managers to see how a candidate has applied their skills in real-world situations. This gives the hiring committee a clearer understanding of a candidate’s abilities beyond what is listed on their resume.
- A Predictor of Future Performance
When you know how a candidate has reacted in the past, you can have a strong indicator for their future behavior. This method can help employers make more informed decisions about how a candidate will perform in a given role. - Reduces Rehearsed Responses
Traditional interview questions can sometimes lead to rehearsed or generic answers. When using behavioral interviewing, you are asking the candidate to think on their feet and provide genuine, real-world responses. This style of interviewing can provide a clearer picture of the candidate’s personality and abilities in the workplace.
Though behavioral interviewing can be a great way to gain insight into a candidate’s decision-making process, it is not without its drawbacks. Make sure you understand the scope of behavioral interviewing before committing to it for a hiring process.
Cons of Behavioral Interviewing
Time-Consuming
- This style of interview tends to take longer than a traditional interview since they involve specific questions about past experiences. This can make the hiring process longer and more involved for your HR team.
- Too Vague or Too Specific
Some candidates can struggle with speaking about past experiences that are relevant to the current job they are interviewing for or that address the question at all. This will lead to vague and off-topic answers that will require more follow up questions from your team. On the other hand, some candidates may provide very specific examples that don’t align with the role they are applying for. The key to overcoming this “con” is making sure to have follow-up questions available to gain clarity after the candidate’s response. - Overlooking Less Experienced Candidates
Behavioral interviews can favor candidates with a plethora of experiences to draw from. This leaves newer professionals or those changing careers at a disadvantage, especially if they have never encountered the situations typically asked in this style of interview.
When starting the hiring process for a new role, evaluate whether behavioral interviewing is a good option for your team. This style of interviewing is a powerful tool that can evaluate a candidate’s real-world skills and help predict their future success in a role. However, it is important to understand both the advantages and drawbacks, especially when it comes to less experienced candidates. At Labor Solutions, we’re here to help you through the hiring process. Reach out today to learn more!
