Definition
Behavioral Based Interviewing (BBI) is an interview approach that digs into candidates’ past experiences to predict their future job performance. Rather than posing hypothetical questions, BBI encourages candidates to share real-life examples of how they’ve handled specific situations, providing insight into their skills, decision-making, and overall fit for the role.
Key Components
Understanding the essential elements of Behavioral Based Interviewing can empower you to conduct more effective interviews, leading to better hiring decisions.
- Structured Questions: BBI revolves around structured, open-ended questions that prompt candidates to describe past behaviors. For instance, asking “Can you tell me about a time when you resolved a conflict at work?” encourages detailed, situational responses.
- S.T.A.R. Technique: This method stands for Situation, Task, Action, Result. It helps candidates organize their thoughts and responses effectively. For example, if you ask about a project deadline, a candidate might outline the situation, their specific task, the actions they took, and the outcome, making it easier for you to evaluate their capabilities.
- Focus on Relevant Experience: Tailor your questions to the specific skills and competencies needed for the job. If you’re hiring for a sales position, ask about past sales challenges and how they overcame them.
- Probing for Depth: Follow-up questions are crucial in BBI. They help you delve deeper into the candidate’s thought processes and motivations. For example, if a candidate mentions a successful project, you might ask, “What specific challenges did you encounter, and how did you address them?”
- Objective Evaluation: By focusing on past behaviors, BBI minimizes personal biases and gut feelings, allowing for a more objective assessment of each candidate.
Importance in the Workplace
Behavioral Based Interviewing is vital for organizations aiming to build effective teams. By examining how candidates have navigated challenges in the past, you can better gauge their potential to contribute to your organization. For instance, if you’re hiring for a customer service role, a candidate who shares a story about turning a dissatisfied customer into a loyal one demonstrates not just problem-solving skills, but also emotional intelligence and resilience—qualities that are invaluable in any team setting.
Best Practices
To make the most of Behavioral Based Interviewing, consider these best practices that can enhance your interview process:
- Prepare Thoroughly: Familiarize yourself with the job description and identify key competencies that align with the role. For instance, if creativity is essential, prepare questions that explore a candidate’s innovative solutions to past challenges.
- Create a Question Bank: Develop a set of tailored behavioral questions that reflect the skills and attributes important for the position. This ensures you cover all relevant areas consistently across candidates.
- Practice Active Listening: Engage with candidates during the interview. Pay close attention to their stories and ask for clarification when necessary. This not only builds rapport but also helps you gather richer information.
- Document Responses: Take detailed notes during interviews to capture key points and examples. This documentation will be invaluable when comparing candidates later on.
- Train Your Interviewers: Make sure that everyone involved in the interviewing process understands how to conduct BBI effectively. Training sessions can help interviewers ask the right questions and interpret responses correctly.
Legal Considerations
When conducting Behavioral Based Interviews, it’s essential to ensure that your questions are compliant with employment laws. Avoid questions that could lead to discrimination based on age, gender, race, or other protected characteristics. For instance, instead of asking about a candidate’s availability for weekend work, focus on their past experience working flexible hours. This approach helps you stay within legal boundaries while still gathering necessary information.
Conclusion
Behavioral Based Interviewing is more than just a method; it’s a philosophy that can significantly enhance your hiring process. By focusing on real past experiences, you can uncover essential insights into a candidate’s abilities and potential fit within your organization. Embracing BBI not only leads to better hiring decisions but also fosters a more robust and cohesive team. So, equip yourself with this powerful interviewing technique, and watch as your team evolves into one that thrives on informed choices and collaborative success.
