Behavioral Interviewing: Training Your Organization to Hire the Best People January 20, 2009

Even though none of us would think of hiring anyone without an interview, most of us approach the interview with trepidation. So much rides on bringing the right person aboard – team camaraderie, group productivity, and a positive work environment. Interviewing has never been a simple process, primarily because we all know how hard people can be to read. Unfortunately, the traditional interview is not very accurate. The research would peg its predictive power at about 10%. All too often we hire the person who interviews best rather than the person who would perform the best.

Because of the problems associated with traditional interviewing, many organizations are turning to a relatively new approach to interviewing – Behavioral Interviewing. It is based on the premise that the best predictor of future behavior is always past behavior. Behavioral Interviewing is simply a structured interview process that focuses on gathering specific, job-related, real-world examples of behaviors the candidate has demonstrated on previous jobs. It focuses on the competencies for success necessary in both the position and the organization. The research indicates that it is 3 to 5 times more accurate than traditional interviews.

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