Behavioral Interview: Focus on Past Behavior as an Indicator of Future Performance

August 31, 2024 3 min read Management Human Resources Business Behavioral Interview Interview Techniques HR Practices Hiring Performance Indicators

An in-depth look at behavioral interviews, a technique that focuses on past behavior as an indicator of future performance, often utilizing structured or semi-structured formats.

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A Behavioral Interview is an interviewing technique that assesses a candidate’s past behavior to predict their future performance. Unlike traditional interview methods, which might focus on hypothetical questions, behavioral interviews are grounded in real-world experiences and actions. This method is popular among human resources professionals and hiring managers because it provides concrete evidence of a candidate’s capabilities.

Structure of Behavioral Interviews

Types of Behavioral Interviews

Structured Behavioral Interview: This format adheres to a set list of questions asked in the same order for every candidate. It ensures consistency and comparability across interviews.
Semi-Structured Behavioral Interview: This allows some flexibility in the order and selection of questions, enabling interviewers to adapt based on the candidate’s responses.

Methodology

STAR Technique

The STAR technique is often used to structure responses during a behavioral interview:

Situation: Describe the situation or context.
Task: Explain the task or challenge involved.
Action: Detail the actions taken to address the task.
Result: Share the outcomes or results of those actions.

Question Examples

“Tell me about a time when you had to solve a complex problem.”
“Describe an instance when you worked under pressure.”
“Can you give an example of a goal you achieved and how you achieved it?”

Historical Context

Behavioral interviews emerged in the 1970s as part of a broader shift toward evidence-based human resources practices. The approach was based on the premise that past behavior is the best predictor of future behavior, making it a valuable technique for evaluating a candidate’s potential.

Applicability

Benefits

Predictive Validity: Provides concrete evidence of how candidates have handled situations similar to those they might encounter in the new role.
Reduced Bias: Standardized questions help minimize interviewer bias.

Special Considerations

Training: Interviewers should be well-trained to ask the right questions and evaluate responses effectively.
Consistency: Essential to maintain consistency in the questions asked to ensure fairness and comparability.

Competency-Based Interview: An interview type focusing on specific skills and abilities, similar to behavioral interviews but often broader in scope.
Situational Interview: An interview method where candidates are asked how they would handle hypothetical scenarios, differing from the behavioral focus on past experiences.

FAQs

What is the main difference between behavioral and traditional interviews?

Behavioral interviews focus on past behaviors as indicators of future performance, whereas traditional interviews often prioritize hypothetical questions and opinions.

How can candidates prepare for a behavioral interview?

Candidates should prepare by reviewing their past experiences and using the STAR technique to structure their answers.

Are behavioral interviews effective?

Research suggests that behavioral interviews can be highly effective in predicting a candidate’s future job performance due to their focus on real-life situations.

References

Korn Ferry Institute. (2020). Predicting Success Through Behavioral Interviewing. Retrieved from kornferry.com
Harvard Business Review. (2017). The Behavioral Interview. Retrieved from hbr.org

Summary

Behavioral interviews are a powerful tool in the hiring process, leveraging past behaviors to predict future performance. By using structured or semi-structured formats and the STAR technique, interviewers can gain valuable insights into a candidate’s abilities and potential for success.