The Top 3 insights from the Behavioral Based Interview Training webinar

Are you preparing for taking a job interview and feeling overwhelmed by the thought of using behavioral based questions to choose the most suitable candidate for the job? Don’t worry; you’re not alone. Many mangers face this dilemma. Behavioral based interview training is the answer– a transformative approach that has revolutionized the hiring landscape. Traditional interviews often hide a candidate’s potential, leading to hiring decisions based on gut feelings rather than objective evidence. Enter behavioral based interview training – a game-changing methodology that allows managers to delve deeper into a candidate’s past experiences to make well-informed hiring decisions.

In this blog, we’ll explore the core concept of behavioral based interview training, uncover why it holds immense importance in modern recruitment, and delve into a recent webinar conducted by Risely, an industry leader in HR solutions with Victor Bullara, a master coach when it comes to behavioral interviewing.
Join us as we unravel the secrets to selecting the best-fit candidates through a structured and evidence-based approach that promises to transform your hiring outcomes. Let’s dive in!

What are Behavioral-Based Interviews?

Behavioral based interviews, or competency-based or situational interviews, are a type of job interview technique employers use to assess a candidate’s skills, abilities, and behavior in specific situations. The fundamental idea behind this approach is that past behavior is a good indicator of future performance. Instead of asking hypothetical questions about how a candidate would handle certain situations, behavioral-based interviews inquire about how the candidate handled similar cases in the past.

By using this approach, interviewers can gain insights into how candidates behave in various work-related scenarios, how they handle challenges, and whether they possess the skills and qualities needed for the position. Behavioral-based interviews are more effective than traditional ones because they provide concrete evidence of a candidate’s abilities rather than relying on general responses or self-assessments. This helps employers make more informed hiring decisions based on a candidate’s past performance and behavior.

The Importance of Focusing on Behavior and Values in Interviews

Behavioral interviews are essential for several reasons, providing significant advantages in the hiring process. Firstly, these interviews offer a more reliable and objective method of assessing a candidate’s potential job performance. By asking candidates to recount past experiences and actions, employers can gain deeper insights into their actual behaviors and abilities rather than relying on hypothetical answers that may not accurately reflect how a candidate would perform in real-world situations. This evidence-based approach helps reduce hiring biases and subjectivity, leading to more informed and fair hiring decisions.

Secondly, behavioral interviews enable employers to assess a candidate’s fit with the company’s culture and the specific requirements of the role. Different jobs demand specific competencies and behaviors for success. By focusing on past behavior, interviewers can identify candidates who have demonstrated the desired skills, problem-solving abilities, and adaptability relevant to the job. This increases the likelihood of hiring candidates who possess the necessary technical skills and align with the organization’s values and working environment. This alignment can lead to higher employee satisfaction, better retention rates, and improved overall team dynamics.

Behavioral interviews provide a structured and objective approach to hiring that enhances the accuracy of candidate evaluations and ensures a better fit between the candidate and the organization’s needs. They promote fair decision-making, reduce biases, and contribute to building a cohesive and high-performing team.

Here is an interesting read if you are invested in building culture at your organization.

Behavioral based interview training

Now that we know what behavioral interviewing is and why it is necessary, let’s think about the next step. How do we go about behavioral interviews and make them an effective and efficient part of your hiring process? The answer is behavioral based interview training. Experts can help and assist you in every step of the behavioral interview practice and resolve all your queries. 

Risely recently conducted a webinar on behavioral based interview training. The webinar had Victor Bullara as the guest speaker, who holds 35+ years of experience in the field of interviews and has given behavioral based interview training to thousands of managers till now. We discussed 3 highly effective tips to help all managers and organizations with behavioral based interview training.

Tip 1: Define a structured process for competency identification

Defining a structured process for competency identification is essential to effectively assess candidates during a job interview. Begin by understanding the competencies required for the position. Develop a process that allows you to assess these competencies during the interview. Create behavioral competency based questions that prompt candidates to provide examples of past behavior related to the desired competencies. Use a scoring system to evaluate candidate responses objectively. Provide training and guidance to interviewers on how to conduct effective behavioral-based interviews. Continuously evaluate and refine your interview process for maximum effectiveness.

Tip 2: Develop a list of behavioral interview questions.

To excel in takig behavioral based interviews, preparing a solid list of questions is essential. Research common behavioral based interview questions and create a comprehensive list that aligns with the competencies required for the job role you are interviewing for. Developing behavioral interview questions from a manager’s perspective involves identifying key competencies, using the STAR method, asking specific and non-leading questions related to the job, seeking adaptability and problem-solving abilities, exploring leadership and decision-making skills, evaluating interpersonal skills, and encouraging self-reflection to make informed hiring decisions.

Tip 3: Selection decision grid: coverage and confidence

A selection decision grid is used to assess candidates’ behavioral competencies in the hiring process. It helps employers make informed hiring decisions by evaluating how well candidates align with the desired competencies. Factors such as communication skills, problem-solving abilities, and teamwork can be included in the grid. By using the selection decision grid, employers can objectively compare candidates and determine their coverage of the required competencies. Real-life examples illustrate this tool’s effectiveness in making confident hiring decisions.

Wat more than just 3 tips? We’ve got you covered! We are starting a new Behavioral interviewing Masterclass which will give you a deep dive into the amazing world of behavioral interviewing. Be a part of it and learn all the secrets from Victor and avail the benefits of Risely for a very reasonable price.

Conclusion

In conclusion, mastering the art of behavioral based interviews can significantly enhance your hiring process. By focusing on behavior and values, you can gain valuable insights into a candidate’s skills, abilities, and fit with your organization. Consider attending a behavioral based interview training to improve your interview skills further. Additionally, defining a structured process for competency identification, developing a list of behavioral interview questions, and using a selection decision grid can help streamline your hiring decisions. By implementing these tips and techniques and being active in behavioral interview practice you can make more informed and successful hiring choices for your organization’s growth and success.

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