Behaviorial Based Interviewing

Behavioral interviewing is a technique employers use to determine if you are a good fit for the job. This is accomplished by asking questions that pertain to your past behavior. The information gained through this technique is used as an indicator of your future success. In other words, the answers you give about your past experiences will be used to predict your future performance (Quintessential)

Employers use often use behavioral interviews to evaluate the candidates past behavior and experiences to determine their potential for success within the company. Organizations need to be prepared in searching for the right employee. There may be a wealth of talent looking for a job, but it's important to find right person who "fits" the company. Dr. Paul Green of Behavioral Technology, Inc. developed and trademarked the behavioral interviewing system.

In behavioral interviewing, employers expect candidates to succinctly reveal specific stories about relevant work situations they encountered. If the interviewer does not receive an sufficient answer, the interviewer usually probes the candidate to receive more concrete examples. Although some consider this task time consuming, it is a valuable method in narrowing a large pool of applicants. In this technique, employers learn how people actually behaved in certain situations in prior jobs. Many human resources professionals believe this is a very effective predictor of behavior in future positions (Green).

The employer identifies job-related experiences, knowledge, behaviors, skills, and abilities that the company desires for the particular position. Some characteristics that employers prefer include: self-starter, self-confidence, willingness to learn, critical thinker, ability to work on a team, professionalism, and willingness to travel. After determining the characteristics desired for a position, the interviewer structures questions that define these characteristics (Quintessential).