A candidate’s cultural fit is often just as important as their skill set, but more difficult to screen for. Behavioral interviewing, which involves probing into a candidate’s past behavior to predict their future behavior and performance, gives recruiters a reliable indication of whether or not a candidate will succeed in a specific role and carries the significant added benefit of helping minimize the influence of unconscious bias.
The authors explore three reasons why behavioral interviewing is more relevant now than ever before. They also outline specific recommendations for how companies can implement behavioral interviewing.
While it is hard to find enough hours in the day without adding the burden of interviewer training to your plate, there is never been a better time to embrace behavioral interviewing. Failure to train hiring managers and interviewers how to interview effectively can result in a poor candidate experience, and an over-reliance on alternatives such as skills-fit and culture-fit interviewing techniques will prove far less effective in determining the best candidate for the job.
This article explores three key topics among HR practitioners – hiring, culture and retention – and helps to identify how companies can alter their hiring/interviewing process to achieve a better candidate fit for their organization.
