Behavioral-Based Interviews

What Does the Concept of Behavioral-Based Interviews Entail in Human Resources Management?

Behavioral-based interviews are a technique used in human resources management where the interviewer asks the candidate to describe past behaviour to predict their future performance. The underlying principle is that past behaviour is the best predictor of future performance. Interviewers use this technique to discover how the interviewee acted in specific situations, aiming to determine if they possess the necessary skills for the job.

The questions are framed in a way to understand how the candidates handled situations related to the job. For example, if the position requires conflict management skills, they may ask, "Tell me about a time you handled a conflict within your team." The candidates are expected to respond with specific examples from their past experiences, narrating the situation, the actions they took, and the results of those actions.

So, behavioral-based interviews focus less on what a candidate says they would do in a hypothetical situation and more on what they have done in the past.

How Did Behavioral-Based Interview Techniques Develop and Evolve in Human Resources Management?

Behavioral-based interview techniques developed out of the competency-based movement of the 1970s and 1980s. Industrial and organizational psychologists discovered that success in the workplace often had less to do with an individual's knowledge or skills and more to do with their behavior and competencies.

In the early stages, HR professionals would measure competencies through various assessments and aptitude tests. However, as the approach refined, it became evident that an individual's past actions can provide a reliable indication of their future behavior. Hence, the behavioral-based interview (BBI) was born.

Initially, these interview techniques were mostly used by larger corporations. Over time though, with the publication of numerous studies supporting the effectiveness of BBIs in predicting job performance, their use spread to organizations of all sizes across various industries.

Moreover, the structure and approach of BBIs have also evolved. Today, organizations often use a combination of behavioral and situational questions, focusing on job-related scenarios and the candidate's problem-solving skills. They use scoring rubrics to assess candidate responses objectively and make informed decisions.

With the rise of technology, behavioral-based interviews are also being conducted in virtual environments, allowing organizations to access a more extensive pool of candidates and leverage digital tools to enhance the assessment process. This adaptation demonstrates the flexibility and relevance of BBIs in the modern hiring landscape.

Despite its progress, the method continues to evolve with a new focus on emotional intelligence, social skills, constructiveness, and other 'soft' competencies that are harder to measure but essential in the current workplace.

What Are Some Examples of Behavioral-Based Interviews?

Here are some examples of questions that might be asked during a behavioral-based interview:

1. "Can you describe a situation where you had to make a difficult decision?"
2. "Tell me about a time when you had to handle a conflict within your team."
3. "Could you give an example of a goal you reached and how you achieved it?"
4. "Share an instance where you had to learn a new software or system for your role. How did you go about it?"
5. "Describe a situation where you had to deal with a difficult client or customer."
6. "Tell me about a time when you took the initiative to improve a process or solve a problem at work."
7. "Can you discuss an instance where you had to manage a project under tight deadlines?"
8. "Describe a time when you had to adapt to a significant change at work."
9. "Tell me about a time when you had to present complex information in a simplified way."
10. "Describe a situation where you went above and beyond your job's requirements."

Each of these questions is designed to evaluate the candidate's competencies and behavioral traits relevant to the job role. The candidates are expected to respond with specific instances from their past experiences where they displayed these competencies.

In a Behavioral-Based Interview, it's not uncommon to use the STAR method (Situation, Task, Action, Result) to structure your responses. This method helps the interviewee to convey specific real-life situations and explain how they were able to handle and learn from them.

How Do Behavioral-Based Interviews Differ From Competency-Based Interviews?

While both behavioral-based interviews and competency-based interviews probe a candidate's past experiences and behaviors to predict their future performance, there is a subtle distinction:

Behavioral-based interviews (BBIs) focus on specific events or situations in a candidate's past, requiring them to tell a story about how they exhibited a certain behavior or dealt with a complicated situation. They typically begin with "Tell me about a time when…” or “Give me an example of...”

On the other hand, competency-based interviews (CBIs) concentrate on assessing a candidate's core competencies, such as communication skills, decision-making abilities, teamwork, and problem-solving skills. The questions are generally formatted like, “How do you…” or “What would you do if...”

In BBIs, the interviewee is expected to provide concrete examples of past experiences in which they demonstrated specific behaviors. CBIs, while also looking for examples, are more focused on understanding the thought process, actions, and techniques that a candidate would apply in hypothetical situations.

It's noteworthy to mention that, in practice, the two are often intertwined and a comprehensive interview process may utilize a blend of both styles. Despite their slight differences, both methods aim to predict a candidate's suitability for a role based on their past behaviors and competencies, making them extremely valuable modern-day recruiting tools.

What Are Some Examples of Competency-Based Interviews?

Here are some examples of questions that might be asked during a competency-based interview:

1. "How do you handle stress and pressure in the workplace?"
2. "Can you describe a time when you demonstrated leadership skills?"
3. "What process do you typically follow to make important decisions?"
4. "How do you handle failure? Can you give an example?"
5. "Tell me about a time when you had to adapt to a significant change at work."
6. "Can you describe a situation where you showed initiative and took the lead?"
7. "How would you handle it if you were assigned to work with a difficult person?"
8. "How do you prioritize your tasks when scheduling your time?"
9. "Tell me about a time where you had to manage a team under a tight deadline."
10. "Can you give an example of how you handle a challenge?"

Each of these questions is designed to access a candidate's core competencies relevant to the job role. The questions require the candidate to think back on their experiences and provide specific examples of times when they've demonstrated the skills and qualities the employer is seeking. Just like in behavioral-based interviews, the interviewee often uses the STAR method to structure their responses.

How Do Behavioral-Based Interviews Differ From Situational Interviews?

Behavioral-based interviews and situational interviews, while similar, differ in their approach and focus:

Behavioral-based interviews (BBIs) focus on the candidate's past experiences. They ask the interviewee to provide specific instances from their history when they demonstrated relevant skills or behaviors. For example, an interviewer might ask, "Tell me about a time when you had to work under extreme pressure."

Situational interviews, on the other hand, are forward-looking. They involve hypothetical scenarios related to the job in focus. Instead of asking about the candidate's past, they ask about how the candidate might behave or react in a future scenario. Example questions might include "Imagine you have to juggle an urgent task from one manager and another regular task from a different manager. How would you manage this?"

In BBIs, the interviewer assumes past behavior is a strong predictor of future performance, whereas in situational interviews, the focus is more on problem-solving skills and the ability to think on one's feet. However, both interview styles serve to provide valuable insights into a candidate's capabilities and suitability for the role.

What Are Some Sample Questions Used in Situational Interviews?

Here are some examples of questions that might be asked during situational interviews:

1. "Imagine you were given a task that was outside of your job description, how would you handle it?"
2. "How would you handle a disagreement with a coworker over a key decision on a project?"
3. "If a client was angry and upset about a delay in the project, how would you handle the situation?"
4. "Suppose you were given multiple tasks with the same deadline, how would you manage your time?"
5. "If you discovered a major error in a report that had already been distributed, what steps would you take?"
6. "What would you do if you were assigned to work closely with a colleague who was very difficult to get along with?"
7. "Imagine you're about to give a presentation and the technology fails, how would you proceed?"
8. "Suppose your supervisor unexpectedly went on leave for a few days, leaving you with an incomplete project. What would you do?"
9. "If you are asked by your manager to do something unethical, how would you handle the situation?"
10. "Imagine you are required to enforce a policy that you don't agree with, how do you handle it?"

Each of these questions paints a hypothetical scenario and asks candidates to explain their approach or strategy for dealing with the situation. This helps interviewers assess the candidate's problem-solving skills, ability to think on their feet, and how they may behave in future work scenarios.

What Factors Influence the Effectiveness of Behavioral-Based Interviews?

Several factors influence the effectiveness of Behavioral-Based Interviews (BBIs):

1. Preparation: Interviewers must be well-prepared to conduct BBIs. This includes understanding the job requirements and identifying the key behaviors or competencies necessary for job success.

2. Relevant Questions: The effectiveness of BBIs largely depends on asking the right questions that elicit specific behavioral examples relevant to the job in question.

3. Use of the STAR Method: Encouraging candidates to follow the STAR (Situation, Task, Action, Result) method in their responses can create richer, more detailed and structured responses.

4. Listening Skills of Interviewer: The interviewer must listen carefully to discern the actual behavior from the response and identify the competencies reflected in the story being told.

5. Consistency: Asking each candidate the same questions for a specific job role ensures fairness and allows for more objective comparison.

6. Evaluation Criteria: It's essential to have a predefined set of criteria or a rating scale to measure all candidates’ responses objectively.

7. Non-Verbal Cues: Paying attention to body language, tone of voice, and other non-verbal cues can also contribute to the assessment and enrich the interview data.

8. Follow-Up Questions: The ability to ask insightful follow-up questions to gain more depth can increase the effectiveness of BBIs.

9. Training: Interviewers must be trained to conduct BBIs effectively. They should know how to probe deeply, how to interpret responses, and how to avoid common interviewing mistakes.

10. Rapport Building: A successful interview also depends on the interviewer's ability to make candidates feel comfortable so they can share their experiences openly.

Remember, BBIs are not foolproof. They are a tool to help predict future job performance, but like any tool, their effectiveness comes down to how well they're used and in combination with other selection methods.

What Are the Benefits of Behavioral-Based Interviews?

Behavioral-Based Interviews (BBIs) have several benefits:

1. Predictive of Future Behavior: BBIs are based on the premise that past behaviors are the best predictor of future actions. By understanding how a candidate has handled situations in the past, employers can make educated guesses about how they would behave in similar circumstances in the future.

2. Objective Assessment: BBIs are structured and systematic, making it easier to compare candidates fairly. By asking all candidates the same predetermined set of questions, interviewers can reduce subjectivity and bias in the hiring process.

3. Probing Deeply: BBIs allow interviewers to delve deeper into a candidate's skills and abilities. By asking candidates to provide specific examples of their past behavior, interviewers can gain insights into a candidate's thought processes, problem-solving abilities, and how they actually behaved in real situations.

4. Competency Evaluation: By focusing on job-related competencies, BBIs can provide a direct link between the candidate's skills/experiences and the job requirements, thus improving the likelihood of job fit and success.

5. Candidates Demonstrate Their Skills: Unlike in traditional interviews where a candidate can vaguely speak about their skills, in a BBI, candidates have the opportunity to showcase their competencies by describing real-life situations where they've applied these skills.

6. Better Hiring Decisions: Research has shown that BBIs, when conducted correctly, can be more effective in predicting job performance than traditional interviews, leading to better hiring decisions and lower employee turnover.

7. Legal Defensibility: Because BBIs are structured, objective, and based on job-related competencies, they are legally defensible and less susceptible to complaints about discrimination or unfair hiring practices.

8. Cultural Fit Assessment: BBis can also help determine if a candidate aligns well with company culture and values by assessing their reaction to situations that reflect that culture.

What Are the Potential Drawbacks of Utilizing Behavioral-Based Interview Techniques?

While Behavioral-Based Interviews (BBIs) have several benefits, they also come with potential drawbacks:

1. Limitations of Past Behavior: Behavioral interview questions focus on past experiences, which can put candidates at a disadvantage if they have limited work experience or are changing careers. Additionally, past behavior may not always be an accurate indicator of future performance, particularly if the job or work environment is significantly different.

2. Specificity of Questions: The situational specificity of questions might limit a candidate's ability to demonstrate a broad range of competencies. Candidates may struggle to recall suitable examples or articulate them in a relevant way, leading to potentially insightful information being missed.

3. Preparation and Complexity: BBIs take significant time and expertise to prepare and conduct correctly. Interviewers need to be trained to ask the right questions, evaluate responses consistently, and interpret the information effectively.

4. Lack of Spontaneity: As BBIs are typically structured and follow a set script, they can sometimes inhibit the organic flow of a conversation, making the interview feel less personal or spontaneous.

5. Potential for Fabricated Responses: Since candidates are typically asked to provide examples, there's a chance that some may exaggerate or even fabricate scenarios to present themselves in a better light.

6. Lack of Flexibility: While structure aids in consistent evaluation, this can also limit the interviewer’s ability to probe interesting areas that emerge during the conversation.

7. Over-reliance: Over-relying on BBIs without considering other critical elements like technical skills, cognitive abilities, or cultural fit might lead to suboptimal hiring decisions. BBIs should ideally be part of a well-rounded selection process including other interview techniques, skills tests, reference checks, etc.

Despite these potential drawbacks, BBIs have proven to be a useful tool in the hiring process. The key is understanding these limitations and using BBIs in tandem with other evaluation techniques to get a comprehensive understanding of a candidate's potential.