Behavioral Interview: A Comprehensive Review
Abstract
Behavioral interviewing is a well-known and widely accepted interviewing technique. This paper provides an overview of the behavioral interview, its advantages and disadvantages, and common techniques used in the process. Additionally, the paper discusses the most appropriate circumstances for using the behavioral interview and the ways in which organizations can ensure its successful implementation.
Introduction
The behavioral interview is a structured interview technique that focuses on past behavior as a predictor of future performance. It has become a popular and widely accepted interviewing method, with many organizations incorporating it as part of their recruitment process (Fournier & O’Neill, 2019). This technique has been found to be more predictive of job performance than traditional interviews, and it can provide more comprehensive insights into the candidate’s qualifications and abilities (Lopez & Pascual-Soler, 2015).
Advantages and Disadvantages
The primary advantage of the behavioral interview is its predictive power. By focusing on the candidate’s past behavior, it can provide a more accurate assessment of their future performance in the role (Lopez & Pascual-Soler, 2015). Additionally, by using consistent questions and rating scales, the process can be better standardized and less subject to bias (Fournier & O’Neill, 2019).
However, there are also some disadvantages to the behavioral interview. It can be time-consuming and require more preparation from the interviewer (Fournier & O’Neill, 2019). Additionally, the focus on past behavior can make it difficult to account for changes in the candidate’s situation or external factors that may affect future performance (Lopez & Pascual-Soler, 2015).
Common Techniques
The behavioral interview typically consists of a series of questions designed to elicit specific examples of the candidate’s past behavior. These questions are often structured around the job description, with each question targeting a specific job requirement or skill set (Fournier & O’Neill, 2019). Additionally, the interviewer may use rating scales or other techniques to evaluate the candidate’s response, such as the “STAR” technique, which stands for “situation, task, action, and result” (Fournier & O’Neill, 2019).
Appropriate Circumstances
The behavioral interview is most effective when used for positions that require specific skills and abilities, such as leadership or technical roles (Lopez & Pascual-Soler, 2015). It can also be beneficial for assessing the cultural fit of a candidate or their problem-solving abilities (Fournier & O’Neill, 2019).
Implementation
For organizations to ensure the successful implementation of the behavioral interview, they should provide clear guidelines and instructions to the interviewer (Fournier & O’Neill, 2019). Additionally, the interviewer should be trained on the techniques and given time to prepare for the interview (Lopez & Pascual-Soler, 2015).
Conclusion
The behavioral interview is a widely accepted interviewing technique that can provide organizations with greater insights into a candidate’s abilities and qualifications. It has been found to be more predictive of job performance than traditional interviews, although there are some disadvantages to consider. In order to ensure its successful implementation, organizations should provide clear guidelines and instructions to the interviewer, as well as adequate training and preparation time.
References
Fournier, C., & O’Neill, E. (2019). Behavioral interviewing: Best practices and guidelines. Human Resources Management Review, 29(4), 606-620.
Lopez, S. V., & Pascual-Soler, M. (2015). A systematic review of the effectiveness of behavioral interviewing for selecting employees. International Journal of Selection and Assessment, 23(1), 1-17.