Behavioral interviews are able to get down to the root of how a candidate will react in situations based on past behavior patterns.
One of the challenges for behavioral interviews is that recruiters have to really know the company, culture, and role for which they are recruiting. Recruiters are able to take this past information and analyze it to determine how the candidate will perform in the future.
Regardless of how long you’ve been a recruiter, behavioral interviewing can be somewhat challenging. The ability to break down the information conceived from these can be hard at times, and without the proper knowledge could be a complete waste of time. Here are three secrets for success when conducting behavioral interviews that will surely get you on the right track:
Your Purpose. When conducting a behavioral interview, the questions you ask will only help determine future performance if you ask the right questions. Asking questions that specifically relate to an attitude or shared value in the organization goes a long way in determining cultural fit. Questions such as “How do you deal with a difficult co-worker?” or “Have you had to convince a team to work on a project they weren’t thrilled about? How did you do it?” will help determine how a candidate has interactive with their former colleagues and is just as important as their experience level.
Use Real Examples. Behavioral interviews only work when the question asked to a candidate is relatable to on-the-job experiences. The overall goal of a behavioral interview is to see how a candidate handles certain situations, which allows you to see how they react when they hit obstacles. A secret in conducting behavioral interviews is putting the candidate in real examples of workplace issues that you’ve dealt with before. This will allow you to see how they react on issues that arise in your workplace.
Ask Negative Questions. Why you ask? It’s incredibly easy for a recruiter to keep asking questions about a candidate’s positive work experiences, but what about the negative ones? As a recruiter, asking negative behavioral type questions allow you to understand how candidates handle failure and mistakes on the job. Talking about these experiences also allows the recruiters to see how sincere and real the candidate works. Obviously if they say they’ve never missed a deadline and they’ve never failed means that there is no authenticity in what they’re telling you.
Conducting behavioral interviews are a bit trickier than other types of interviews. Being prepared with a list of questions, knowing your overall goals before starting the interview, and sourcing the right candidates will allow you to successfully increase your quality of hire. Behavioral interviews are perfect for knowing how candidates react to any given situation. Give it a try!
What’s your secret when conducting a behavioral interview? Please share your secrets below!
Andrew Greenberg’s roots in recruiting date back to 1996. He has experience both on the agency-side and corporate-side of the staffing business, with a focus in the financial services space at companies like Bloomberg and UBS. He also has core experience with information technology staffing, and has worked for major software companies such as SAP Business Objects and IBM/Informix Software. To get in touch with Andrew, you can reach him by email or by phone at (800) 797-6160.