5 Reasons Hiring Managers Use Behavioral Based Interviews
Hiring Managers across the world use behavioral-based interview methods for a number of reasons and many agree it is the most effective strategy for nearly all organizations. Knowing the “why” behind a certain type of interview style can help candidates clarify expectations and be better prepared for the experience. Below are the top reasons why companies use the behavioral-based interview model.
- It keeps the hiring process as fair and equitable as possible – Everyone is asked the same questions and scored/critiqued with the same criteria. This type of strategy is much better than having multiple different off the cusp conversations which may encourage bias towards candidates with commonalities with the hiring managers or interviewers.
- It keeps the interview structured and on track – Hiring a candidate is a long, daunting process from start to finish and most hiring managers have very busy schedules. They likely only have a limited time to interview candidates. Using a behavioral based interview strategy ensures a somewhat predictable time frame for each candidate and a predictable structure to follow in case various people across the organization are responsible for interviewing.
- Past examples predict future behavior – Behavioral based interview questions require candidates to provide specific examples of how they demonstrated job-related skills, knowledge, and abilities for the position being offered. By observing how someone responded to situations in the past, mangers can assess how they might react or perform in similar future scenarios.
- They provide a candidate insight into the job expectations – Because behavioral interview questions are asking job-related questions specific to the position at hand, the candidate will have a better understanding of the kinds of skills and knowledge that will be expected of them. This provides the applicant with a more transparent view of the role and any expectations not included in the job description.
- They identify unqualified applicants – Unfortunately there are applicants who provided false information or who exaggerate their qualifications on their resumes. These candidates will likely not have stories or examples to back up their bullet points if they falsified information, exposing their lack of experience relevant to the job.
For more information on why and how organizations use behavioral based interviewing, check out the SHRM Guide to Conducting Behavioral Interviews with Early Career Job Candidates.
