Introduction to the concepts of a Behavioral Interview

CvTips.Com Guide To Behavioral Interviewing

This guide has been developed to give a clear view of behavioral interview< techniques. It's important to understand the methods used, and to recognize the information quality that behavioral interviews are designed to obtain.

This is a scientific method of interviewing, in which any one question is seeking multiple results.

Behavioral interviews are interviews which literally study past performance and behavior to establish capabilities.

This is now a very common form of interview, which allows interviewers to ask penetrant questions in terms of job criteria.

How Behavioral Interviews were developed

Behavioral interviewing has replaced the old Standard Question and Standard Answer approach, now largely discredited as a parroting exercise, quite ineffective because people could just learn the answers, rather than actually demonstrate skills or achievements.

Anyone can say: I worked for two years in customer service, answering phones.

That really doesn't say much about what actual work was done, degrees of difficulty in the work, how it was done, or what decision making and situation-handling was involved in that work.

The ability to pick up a phone is one thing; the ability to do anything useful with it is another, as people stranded for years on complaints lines will know.

Quality of answers does matter, and so does quality of work.

The other problem with the old style of interviews was that it actually encouraged people to lie.

There was a common myth that it was possible to simply lie about experience and skills.

Dumb as this may seem, in practice it was even stupider. People got jobs they just couldn't do, and were, naturally, soon out of those jobs, leaving behind them some very annoyed employers.

It really wasn't a good interview technique either, and behavioral interviewing was developed as the remedy. It's effective, too, because it involves much more analysis of answers.

The workplace and the employment market also changed dramatically, starting in the mid 1980s. The demand for better hiring practices was acute, because of the universal introduction of the merit system, and the general need for more reliable interview techniques. A combination of forces produced what was effectively a totally different Human Resources culture and practices. Behavioral interviewing is one of the results.

The behavioral approach allows interviewers to ask about personal experience, and match skills, experiences and behaviors against the work involved in the job. It's designed to work on the merit principle, and it's highly effective.

The information obtained from behavioral interviews is of much better quality. It's far more comprehensive, and integrated into the job selection criteria.

That's very good news for competent people.

This style of interview means skills can now be demonstrated much more effectively. Performance and achievements can be given their due recognition. Hard, difficult work can be shown in context with a job application.

To get the most out of behavioral interviews, you need to see how they work, step by step.

We'll take you through the process, starting from the job criteria and building up from scratch.

Note: If you haven't seen one of our books before:

We don't use buzzwords, jargon, or strange obscure references to ancient gimmicks in old HR textbooks. We use plain language.

We're an employment site, not a quiz show.

If there's anything you don't understand, or want to ask, just hit the site and ask us. Team