The term “behavioral interview” refers to a style of interviewing that asks candidates to provide examples from past experience in order to predict future performance. When applied consistently and correctly, behavioral interviews significantly reduce the possibility of a bad hire by taking the guesswork out of the interviewing process. They provide structure, a common language, clear and legally sound guidelines for discussing and evaluating candidates.
Business Impact recommends implementing behavioral-style interviewing across the hiring process such that all interviewing materials:
- Contain a clear menu of questions to ask (and answers to look for) to gather evidence for each of the characteristics in question.
- Provide a rubric and scoring system to facilitate evaluation of candidates.
- Allow interviewers to assess the extent to which a candidate possesses qualities that have been proven critical for success in a given role.
Business Impact uses personality profile data on your high performers or target profiles developed in conversation with hiring managers to develop behavioral interviewing guides and other selection tools as appropriate to meet your organization’s needs.
Behavioral Interview Guide – This interview allows interviewers to assess the extent to which candidates possess the personality traits and key characteristics found in their high performers. It is the first and most critical screening tool. It is intended to narrow down the pool of applicants by assessing fit with your culture and with the demands of the job.
Technical Interview Guide – This interview contains questions and indicators related to the knowledge, skills and abilities required for success in a given role. It allows interviewers, especially hiring managers, to focus on the technical knowledge and experience of candidates. The content of this interview is based on Business Impact’s review and understanding of your organization’s interviewing materials and key performance indicators for the role in question.
