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Value of Behavioral Interviewing

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Lesson:

Value of Behavioral Interviewing

Course: Behavioral and Situational Interviewing
Module: Behavioral Interviews
Lesson Type: Video
Lesson Duration: 3:18

Lesson Content

Behavioral Interviewing is valuable for three reasons. Determine the degree of alignment between your needs and the candidate's KSAs or Knowledge, Skills and Attitude; 2. determine a candidate's potential for success in the role; and 3. candidate responses provide objective information which you can measure using rating scales.

Many companies use BEI or Behavioral Event Interviewing based on identified competencies for roles. The underlying theory is that the most accurate predictor of future performance is past performance. How a candidate has handled a situation in the past is most likely predictive of how he or she would actually behave in that situation in the future.

Research indicates that BEI is five times more predictive of a candidate's potential for success vs. more traditional interviewing using standard, common questions only. Also, these questions make it much more difficult for a candidate to give responses that are untrue to their character. If you asked a candidate the question, "How would you describe your interpersonal skills?" it's unlikely that you would elicit a poor self-assessment. However, if you asked a behavioral question such as, Describe a time when you had a conflict with a coworker. How did you react and how was the situation resolved?, you would be able to concretely see the candidate's interpersonal skills in action.

Behavioral Interviewing has several strengths that contribute to reliability, validity, legal defensibility, and perceptions of fairness. This approach greatly minimizes the potential for subjectivity. BI also greatly enhances the quality and honesty of information gathered. Bias is reduced because all candidates are asked the same questions, and content validity is established because candidates are evaluated on job-related questions which are based on an analysis of job duties and requirements. Predetermined anchored rating scales are used to evaluate candidate's responses which increase the accuracy of judgments. A panel of interviewers is used to minimize individual rater bias. And it again, it's worth repeating that you get 5 times more reliability and predictive validity.

Instructor:

Stephanie Legatos

Stephanie Legatos holds an interdisciplinary masters degree in Human Resources and Counseling Psychology. She facilitates workshops on Resilience and Stress Management, Managing Personal Change, Customer Service, Conflict Management, and Train-the-Trainer....

Stephanie's Full Bio

Instructor:

Christina Danforth

Christina A. Danforth, SHRM-SCP & SPHR, launched HR Jetpack in 2016 to support the development and professional growth of her fellow HR colleagues. She started her HR career in 2002....

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Module 1 0/5

Setting the Foundation

Course Introduction

Impact of Poor Interviewing

The Importance of a Job Description

Identifying Competencies

Classic Interview Questions

Module 2 0/6

Behavioral Interviews

Behavioral Interviews Defined

Value of Behavioral Interviewing

Three Goals of Interviewing

Competencies

Definitions & Observable Behaviors

The Par Model

Module 3 0/4

Situational Interviews

Situational Interviews Defined

What's the Value?

Sample Questions

Responses - What are You Looking For?

Module 4 0/2

Evaluation

Evaluation Scales & Descriptors

Interview Rating Sheet Example

Module 5 0/4

Best Interview Practices

Interviewing: A Mix of Art and Science

Pre-Interview Prepartion

During the Interview

After the Interview

Module 6 0/3

Conclusion

Course Summary

Resources

Quiz

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