The behavioral interview
One proposed improvement to the traditional interview is called the behavioral interview, in which interviewees are asked to describe past situations when they have demonstrated positive traits such as leadership or teamwork. Most but not all experts believe that behavioral interviews constitute a big improvement over traditional unstructured interviews. What do you think?
Behavioral interviews have gained significant popularity in recent years, and for good reason. By focusing on past behaviors, employers can gain valuable insights into a candidate's potential fit for a role. This approach offers several advantages over traditional unstructured interviews:
- Predictive Power: Past behavior is a strong predictor of future behavior. By understanding how candidates have handled specific situations in the past, employers can assess their ability to perform similar tasks in the future.
- Reduced Bias: Behavioral interviews can help mitigate bias by focusing on objective, observable behaviors rather than subjective impressions.
- Structured Approach: The use of standardized questions and scoring rubrics ensures consistency and fairness in the evaluation process.
- Candidate Self-Awareness: Behavioral interviews encourage candidates to reflect on their experiences and articulate their skills in a clear and concise manner.