Behavior

Behavior-Based Interviewing (Part 1) Learning is what most adults will do for a living within the 21st century. Perelman The proliferation of books and consultants able to prep candidates for the standard interview course of has many employers engaged on getting away from the “usual” questions. Ask any candidate price his or her salt what her best weakness is, and you’re more likely to get a response that goes something like this: “I generally struggle with getting too concerned in my work. I even have to pressure myself to take day without work and chill out occasionally.” Surely a weak spot any potential employer may live with. With conventional interview questions turning into stale, many recruiters imagine that behavioral-based mostly interviewing (BBI) is the key to predicting how a candidate would carry out on the job and match into the group. The driving idea behind BBI is that past habits is one of the best predictor of future habits. BBI has been round because the late 1970’s. Industrial psychologis ts studied the effectiveness of traditional interviews and concluded that they aren’t very effective in predicting a candidate’s capacity to do a job. The questions are sometimes hypothetical. Job candidates find yourself giving hypothetical solutions that sound nice but aren’t a real illustration of what they'd do in real work situations. An example of a conventional query could be: “How would you address an offended customer?” It isn’t troublesome to figure out what the interviewer probably wants to listen to, so candidates find yourself saying something like, “I would politely ask them to inform me the problem, then I would offer my help in fixing the problem.” That doesn’t sound too unhealthy, nevertheless it doesn’t represent what somebody would “really do” in that scenario. The major difference between traditional and behavioral based interviewing is that conventional interviewing asks generalized questions corresponding to, “What motivates you to pla ce forth your greatest effort?” whereas BBI asks for specific examples from the current past, similar to: “Give me an example of a time recently if you needed to regulate shortly. What did you do and the way did it turn out?” Next: How to deal with the BBI. Structure your solutions for max impact in your next interview. Published by candacemoody Candace’s background consists of Human Resources, recruiting, coaching and evaluation. She spent a number of years with a nationwide staffing firm, serving employers on both coasts. Her writing on enterprise, career and employment issues has appeared within the Florida Times Union, the Jacksonville Business Journal, the Atlanta Journal Constitution and 904 Magazine, in addition to several nationwide publications and web sites. Candace is often quoted in the media on local labor market and employment issues.