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A BEHAVIORAL INTERVIEWJan 09 '01 Write an essay on this topic.Human Resources and recruiters alike are looking for the right person for the job and the quickest way to do it. Selecting the right person through an interview is the key ingredient. There are many types of interview styles. I would like to share the difference of 2 styles with you. Traditional and Behavioral Traditional Most traditional interviews are questionable in relation to reliability and by this standard it is difficult to show that the typical interview contributes to the selection of the right person for the job. A traditional interview has been the approach to interview selection and this type of interview attempts to determine the right candidate for the job. A traditional interview looks for job related traits. for example. If leadership/management experience is needed to perform this job the interviewer would assess this trait in a candidate and try to predict the candidate's ability to be a good leader/manager. A traditional interview will use words that describe different characteristics of people: confidence, defensive, aggressive. The candidate can be less specific in answering a question and may not give information that relates to the position he/she is interviewing for. This is one reason many qualified candidates are passed over. Ten most commonly asked traditional interview questions. 1. Why don't you tell me about yourself? 2. Why should I hire you? 3. What are you major strengths? 4. What are your major weaknesses? 5. How does your previous experience relate to the jobs we have here? 6. What sort of pay do you expect to receive? 7. Where do you see yourself in five years? 8. What will your former employers say about you? 9. Why did you leave your previous position? 10. What are some things your supervisor did that you disliked? When asking anyone of these questions the response will provide good information, but not complete information. Behavioral The best interview style to follow when hiring would be a behavioral type interview. A behavioral type interview is different from the traditional in the way you ask the questions. It is good to use the words why, what, where, but you should use a follow-up question that will provide additional information. The follow-up question should start with "give me an example of" or "tell me about a time when?" By using these examples, the interviewer can rate the candidate's skills based on previous actions and not just a yes or no answer, not on intuition, not on a gut feeling and not letting the candidate drift off into an area that is not related. The candidate has given a real life experience. Example type behavioral questions. 1. Tell me about time when you had to deal with a difficult customer? 2. Give me an example of a time when you did not meet a deadline? 3. Tell me about a time when you did not agree with your supervisor? 4. Give me an example of how you prioritize your work? Behavioral Type interview questions will provide accurate information that relates directly to the position the candidate is interviewing for. The behavioral interview is more structured than the traditional interview and will keep both the interviewer and candidate on track. If you compare the structure of the 2 sets of questions which set of questions do you feel would provide more job related information? by using the behavioral interview style an interview can be completed quickly and almost double the information collected. The decision making becomes a little easier because you know how this person has handled situations in the past. If you are the person doing the interviewing wouldn't you really like the best person for the job. It makes you look better if the person you select is successful. Knowing more about a candidates behavior in the previous positions will more likely provide information of how that candidate will work for you. When comparing the 2 types of interview styles more is better not longer.  |
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