Behavioral interviewing assumes the best indicator
of future performance is past performance. This technique
relies on getting specific, detailed examples of the
candidate's past experiences.
Before the interview,
job analysis is completed to identify the requirements
of the job. Specific questions are developed to assess
the candidates' skill against the job requirements.
If the job requires attention to detail, a behavioral
would be "Can you give me an example of a time when
you discovered a problem by reviewing details of a project
The interviewer is then responsible to
obtain a specific answer such as: "When I was working
on creating July's accounts receiveable report, I noticed
that one of regular clients was missing from the ledger.
I went back to Sharon, who is the credit clerk, and discovered
that the client had been omitted by error." This
specific response is preferable to a general statement
such as: "I always check for details and find