post-template-default,single,single-post,postid-23139,single-format-standard,stockholm-core-2.2.5,select-theme-ver-8.4,ajax_fade,page_not_loaded,,qode_menu_,wpb-js-composer js-comp-ver-6.6.0,vc_responsive,elementor-default,elementor-kit-23340

Four Steps to Conducting a Behavioural-Based Interview

Using behavioural-based interviews to find the right and best talent may seem overwhelming. It doesn’t have to be. By following our four-step approach, you can ensure that your interview process is a breeze.

Behavioural-Based Interview Approach

A Behavioral-Based Interview uses interview questions that ask a candidate to describe how they have acted or behaved in a specific situation in the past. We ask these types of questions because the best predictor of future success is past success. These questions are linked to competencies that are tied to the requirements for successful performance on the job. Each candidate is asked the same questions to ensure consistency and fairness of the interview.

When conducting a behavioural-based interview, we recommend the following four steps:

1. Prepare for the interview
If you have never conducted this type of interview before then we would recommend some training that allows you to practice your interview skills. If it has been a while since you have last conducted this type of interview, then a shorter refresher may be useful. Before the interview, it is also a good idea to review the requirements for success in the job (e.g., experience, education, knowledge, competencies). This may be as simple as reviewing the job description and competency profile. You will want to review the interview guide to ensure you are familiar with the format and questions. Lastly, you will want to review the candidate’s resume and/or application.

2. Conduct the interview
You will want to open the interview by introducing yourself and role within the organization. Next, you will need to explain the purpose and structure of the interview. It is especially important to explain how you would like them to structure their responses (e.g., describe the situation, the action that you took, and the result). This will make it easier to gather detailed information to rate their answers. Don’t forget to leave time at the end for the candidate to ask questions. Lastly, you can end the interviewing by clearly explaining the next steps in the hiring process.

3. Rate the candidate
Often it best to try to rate the candidate’s response immediately following each question using the standard rating scale. Assign a rating for each competency and write down your rationale for the rating. This is where having detailed notes will come in handy. If you are conducting the interview as a panel (2 or more people) then you will also need to reach a consensus in terms of your ratings at the end of each interview.

4. Make a hiring decision
Compare the interview ratings to the requirements of the job. Did the candidate meet or exceed the requirements? If yes, depending on your hiring process, you may decide to hire the candidate or you may decide to move the candidate onto the next stage in your hiring process, such as another interview or a reference check. Ultimately, the information you collect through the interview is a powerful tool that can inform your hiring decisions.