Have you ever crossed paths with a situation where you successfully closed the hiring process only to find the candidate stuck in a hole of dilemma? Most organizations, recognize the fact that identifying, hiring & retaining the top talent pool is one of the most important components of scaling a business. According to an interview coach, Carole Martin, “Hiring is done with little more than a passing thought about skills, abilities, and knowledge required for a position.” This strategy might backfire with 90% to 200% of annual salary as a replacement cost, states SHRM Foundation.
Before diving deep into the mechanics of best interviewing practices, it is important to understand the core components of an effective interviewing process, which are candidate’s responsibility, interview process style & interview format.
What is behavioral interviewing?
Think beyond traditional hiring techniques. The behavioral interviewing process demands an interviewee to respond to specific situations which goes a long way in justifying his position for the role.
Make the Monjin switch where modern hiring techniques, like behavioral interviewing, are practiced to ensure mis-hires remain at bay.
How does it help overcome the hiring challenges?
Behavioral interviewing is the near-perfect predictor of a candidate’s future performance. HR specialists don’t just take the candidate’s word on skills and expertise but offer a platform for him to prove his worth, which is impossible with traditional hiring techniques due to its open style of questioning. Questions like “tell me about yourself” or “tell me about your previous work experience” don’t assist you with accurate data to evaluate a candidate as each can choose to answer the same question differently. One of the most deciding factors is this technique only judges a candidate on his interview credentials rather than his holistic credentials required for the job role. Also, situational interviews, as opposed to traditional interviews, ask situational questions where the candidates’ reactions and the way they carry out the workload are tested rather than sticking to their past experiences.
Directing the focus on actual life examples makes it easier for an interviewer to objectively judge how a candidate will perform in the role. Each question can be carved more in-depth to analyze specific behaviors.
Monjin believes in behavioral interviews, which are the best way to discover new talent and avoid age discrimination. As an interviewee, although you lack a great deal of direct work experience, you must concentrate on transferable skills and competencies. The answers don’t necessarily have to come from past desk experiences but could thread from volunteer experiences, extra-curricular activities or even family life.
Typical behavioral interview questions
Behavioral interview questions are specific, concise and increasingly probing than traditional interview questions. Each question is designed to elicit an example of performance from past experience and followed up with further tailored questions to map key behavior patterns.
Give an example of an occasion when you used logic to solve https://www.pass4lead.com/300-360.html a problem
Give an example of a goal you reached and tell me how you achieved it
Have you gone above and beyond the call of duty? If so, how?
What do you do when your schedule is interrupted? Give an example of how you handle it
Tell me about how you worked effectively under pressure
Behavioral interviewing is an increasingly popular type of job interview, where an interviewee is asked to provide examples from their past employment of specific situations. Directing the focus https://www.pass4lead.com/300-370.html on actual life examples makes it easier for an interviewer to objectively judge how a candidate will perform in the role.
Related Read: There’s Unconscious Bias at Work & AI Can Change That!