Behavioral Interview Techniques: Advanced Approaches

Behavioral interviews are a critical part of the hiring process, allowing employers to assess a candidate's past experiences and predict their future performance. Advanced behavioral interview techniques can provide deeper insights into a candidate's competencies, motivations, and cultural fit. This article delves into advanced approaches to conducting behavioral interviews, including the use of situational judgment tests, storytelling, and structured feedback.

Introduction to Behavioral Interviews

Behavioral interviews focus on how candidates have acted in specific situations in the past. The underlying assumption is that past behavior is the best predictor of future behavior. Traditional behavioral questions often start with "Tell me about a time when..." followed by a scenario relevant to the job.

Advanced Approaches in Behavioral Interviews

1. Situational Judgment Tests (SJTs)

Situational judgment tests are a form of advanced behavioral assessment that present candidates with realistic job-related scenarios and ask them to choose the best course of action. SJTs can reveal a candidate's decision-making skills, problem-solving abilities, and judgment under pressure.

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How to Use SJTs in Interviews:

• Develop scenarios that are directly related to the job at hand.
• Ask candidates to select or rank multiple-choice responses.
• Discuss their choices and the reasoning behind them to understand their thought process.

2. Storytelling Techniques

Encouraging candidates to tell stories about their experiences can provide a more nuanced view of their behavior. Storytelling allows candidates to share their experiences in a more natural and detailed manner, which can be more revealing than a straightforward question and answer format.

How to Incorporate Storytelling:

• Ask open-ended questions that prompt narrative responses.
• Encourage candidates to describe the context, actions, and outcomes of their experiences.
• Listen for emotional intelligence, teamwork, and leadership qualities within their stories.

3. Structured Feedback and Debriefing

Providing structured feedback during an interview can help candidates understand how they are being evaluated. This approach can also create a more interactive and engaging interview experience.

How to Provide Structured Feedback:

• Establish clear criteria for evaluation before the interview.
• Offer real-time feedback on specific behaviors or responses during the interview.
• Use a debriefing session at the end of the interview to discuss overall performance and areas for improvement.

Combining Advanced Techniques for Maximum Impact

Using a combination of advanced behavioral interview techniques can provide a more comprehensive assessment of a candidate's suitability for a role. By incorporating SJTs, storytelling, and structured feedback, interviewers can gain a deeper understanding of a candidate's competencies, motivations, and potential contributions to the organization.

Conclusion

Behavioral interviews are a powerful tool for hiring managers, and advancing beyond traditional methods can significantly improve the quality of the insights gained. By using situational judgment tests, storytelling, and structured feedback, employers can make more informed hiring decisions and select candidates who are not only qualified but also a great fit for the company culture.