Behavioral interview
Behavioral interview is a main form of selection consisting in the selection of suitable candidates. This process helps to reject unwanted skills and remove false information from the submitted application. Behavioral programs can use different techniques and strategies. Very often interviews are conducted by Human Resources personnel and last 30-60 minutes. Usually, four to ten questions are asked depending on the length of the conversation[1]. The use of these methods is intended to provide information on how a person will behave in the future. The main determinant is the behavior of people who have taken place in the past.
Behavioral interview is conducted with people who have professional experience and apply for a specific position. They are carried out using specific methods and according to specific commonly used standards. Usually, companies conduct collective recruitment, which consists of inviting a certain number of candidates and then selecting the most suitable one.
Conversation Steps
Each conversation consists of fixed steps and is carried out according to a specific scheme. The interviewed person must present their skills, followed by verification that the skills meet the requirements of the position.
Individual stages of behavioral conversation[2]:
- Opening the interview.
- Asking questions arising from the candidate's documents.
- Asking prepared behavioral questions.
- Providing information about a vacant position.
- Asking the candidate if they have any questions and provide answers.
- Close the interview.
The scheme is the main determinant of how to conduct an interview. It facilitates the work of the interviewer because it contains the necessary rules of conduct.
STAR Method
To properly construct a conversation, all extensive interviews should be based on the commonly used STAR method. It consists of four elements: situation, task, action, result[3]:
- Situation - the recruiter asks about the specific situation of the candidate's work.
- Task - the recruiter asks about the specific actions he has taken.
- Action - the recruiter specifies what actions were finally taken.
- Result - the recruiter sums up what actions the candidate would take now.
Behavioral interviews can be combined with competency tests, knowledge tests, and psychological tests. This is done to best match a person to a particular job. After passing all the tests and questions of the recruiter, a decision is made to admit the person or refuse to cooperate. The recruitment of the right person is necessary for the effective operation of the company, so nowadays employees are required to meet most of the job's requirements.
Footnotes
| Behavioral interview — recommended articles |
| Job analysis — Certificate of competency — Certificate of conformance — Job classification — Career development — Employee selection — Communication plan in project — Work sample test — Documented procedure |
References
- Adeboye K., (2010), Behavioral Interview Questions for Corporate and Consulting Organizations, ERP Gold LLC, United States of America.
- Haynes S. N., O'Brien W., Kaholokula J., (2011), Behavioral Assessment and Case Formulation, John Wiley & Sons, Hoboken, New Jersey.
- Reynolds A., Cooper J., (2012), The Job Interview Toolkit: Exercises to Get You Fit for Your Interview, Careertrain Publishing, St. Petersburg.
- Turner T. S., (2004), Behavioral Interview Guide: A Practical, Structured Approach for Conducting Effective Selection Interviews, Trafford, Canada.
Author: Kacper Chmarzyński
