Behavioral Interview

Q: What is behavioral interviewing?  

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, a 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 question would be "Can you give me an example of a time when you discovered a problem by reviewing details of a project or task?".

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 mistakes."

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