Behavior-Based Interviews

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If you are interviewing potential candidates for a job or plan on being an interviewee yourself, you need to read Actions Speak!. This book goes over the new method of behavior-based interviewing compared to some of the older ways. Let us compare the four main ways employers can interview.
The behavior-based interview is questions asked about past job-related events by the interviewer to gauge the applicant's previous work circumstances because past work behavior can help to predict future work behavior. Behavior-based interviewing always uses structured interviewing, which is a list of written questions based on research from the job analysis that helps focus on the job requirements. These questions normally are structured by competencies and include a method to measure the correct answer as well as ways to rate them. Trait-based interviews try to access …show more content…
This is where the two-step process comes into play and should be done shortly after each interview. A structured interview must have been used during the interview process which asked questions based on past-events grouped by each competency. A rating system should be in place using anchors which will help to assess the answers given by the interviewee. Examples of some competencies are Service Orientation, Task Orientation, Goal Setting, etc. and some examples of rating anchors could include little skill, some skill, strong skill, etc.
To being the process, step 1 is reviewing the competencies, anchors, and your notes for each interviewee. Step 2 will be to match the notes from step 1 to the competency using the anchors. You will continue this for each competency listed until all competencies are completed. The two-step process will not tell you the best candidate for the job but will help with the decision
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