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  • Beyond the Resume: Utilizing Behavioral Interviewing Techniques 

  • In today's competitive job market, resumes pile high on desks, all boasting qualifications and experiences. But how do you, as an interviewer, truly unearth the candidate who will excel in the role and become a valuable asset to your team? Enter behavioral interviewing techniques.

  • This topic explores the effectiveness of behavioral interviewing, a method that transcends the resume to predict a candidate's future performance based on their past actions.  We'll explore the benefits of this approach, how to craft effective behavioral interview questions and uncover the secrets to extracting rich insights from candidate responses.

  • Why Behavioral Interviewing Wins

  • Traditional interviews often rely on hypothetical questions or surface-level experience summaries.  Behavioral interviewing goes deeper.  Here's why it stands out:

  • Predictive Power: By focusing on past behavior in similar situations, you gain a clearer picture of how a candidate might handle future challenges specific to the role.

  • Reduced Bias: Behavioral questions center on concrete actions, minimizing subjectivity and bias in the interview process.

  • Unveiling Soft Skills: These questions effectively assess crucial soft skills like communication, problem-solving, and teamwork, often glossed over in resumes.

  • Fair Comparison: A structured behavioral interview format allows for a more objective evaluation, enabling you to compare candidates on a level playing field.

  • Crafting Powerful Behavioral Interview Questions

  • Behavioral interview questions follow a specific formula, the STAR method:

  • Situation: Ask the candidate to describe a specific situation relevant to the job description.

  • Task: Uncover the specific task or challenge they faced within that situation.

  • Action: Guide the candidate to elaborate on the actions they took to address the task.

  • Result: Explore the outcome of their actions and what they learned from the experience.

  • Here are some examples of behavioral interview questions based on the STAR method:

  • "Tell me about a time you had to manage a difficult client. What was the situation, and how did you approach it?" (Customer Service Role)

  • "Describe a situation where you had to work under pressure to meet a deadline. What specific actions did you take, and what was the result?" (Project Management Role)

  • "Can you share an instance where you disagreed with a colleague's approach? How did you navigate the situation and achieve a positive outcome?" (Teamwork Skills)

Extracting Candidate Gold: Effective Follow-Up

  • A well-crafted behavioral question is just the first step.  To truly unlock a candidate's potential, use insightful follow-up questions:

  • Probe for Details: Encourage the candidate to elaborate on specifics of their actions and thought processes.

  • Uncover Challenges: Explore the challenges they faced and how they overcame them.

  • Focus on Outcomes: Dig deeper into the results of their actions and the impact they made.

  • By using these techniques, you'll transform the interview from a resume recitation into a revealing exploration of a candidate's capabilities and thought patterns.

By: Jennilyn Tugay


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