Once we (your preferred recruiters) have searched and screened applicants’ resumes, we identify quality candidates who fit your requirement. After careful selection, it’s time to know them even better through the behavioral interviewing & recruitment process. Within an interview, it’s always the quality of questions asked which determines what information they will get from the candidate. Be it a traditional interview or an interview over video conferencing, you need to ask the right questions that would help you understand the candidate better.

Introduction to Behavioral Recruiting

Behavioral recruiting has emerged as a crucial approach in the hiring process, focusing on understanding how a candidate’s past behavior in specific situations can predict their future performance. This method contrasts with traditional recruiting, which often emphasizes technical skills and qualifications without delving deeply into how candidates have applied these abilities in real-world scenarios. The foundation of behavioral recruiting is the belief that past behavior is the best indicator of future performance.

What is Behavioral Recruiting?

Behavioral recruiting involves structured interviews where candidates are asked to provide specific examples of how they have handled various work-related situations in the past. The idea is to assess how candidates have demonstrated key competencies such as leadership, teamwork, problem-solving, and adaptability. Instead of hypothetical questions like “What would you do if…?” behavioral interviews focus on “Tell me about a time when you…”

This approach helps interviewers gather concrete evidence of a candidate’s capabilities and work style, rather than relying on general impressions or rehearsed responses. By examining specific instances from a candidate’s work history, employers can gain insights into their decision-making processes, interpersonal skills, and overall suitability for the role.

Benefits of Behavioral Recruiting

Behavioral recruiting offers several significant advantages over traditional methods:

Predictive Accuracy: Since Behavioral Recruiting is based on real past behaviors, it provides a more accurate prediction of how candidates will perform in similar situations in the future. This helps reduce the risk of hiring someone who may look good on paper but lacks the practical skills to succeed in the role.

Consistency and Fairness: Behavioral Recruiting follows a structured format, ensuring that all candidates are asked the same questions and evaluated based on the same criteria. This consistency minimizes bias and promotes fairness in the hiring process.

In-depth Assessment: By focusing on specific examples, Behavioral Recruiting allows interviewers to delve deeper into a candidate’s experiences and understand the context of their actions. This allows for a more thorough assessment of their strengths and areas for development.

Insight into Soft Skills: Technical skills are essential, but soft skills like communication, teamwork, and problem-solving are often what make a candidate truly successful. Behavioral Recruiting provides a window into how candidates have demonstrated these skills in real situations.

Implementing Behavioral Recruiting

To effectively implement behavioral recruiting, employers need to follow a systematic approach:

Identify Key Competencies: Determine the core competencies and skills required for the role. These could include leadership, collaboration, adaptability, conflict resolution, and more.

Develop Targeted Questions: Create a bank of behavioral questions tailored to assess these competencies. For example, to evaluate problem-solving skills, you might ask, “Can you describe a time when you had to overcome a significant challenge at work? What steps did you take, and what was the outcome?”

Train Interviewers: Ensure that all interviewers are trained in behavioral recruiting techniques. This includes understanding how to ask follow-up questions, evaluate responses, and maintain consistency throughout the process.

Evaluate Responses: Develop a scoring system or rubric to objectively evaluate candidates’ responses. Look for specific, detailed answers that demonstrate the candidate’s thought process and actions in line with behavioral recruiting best practices.

Key Principles of Behavioral Interviewing

Behavioral recruiting is a powerful method for assessing candidates’ suitability for a role by focusing on their past behavior in specific situations. This approach is based on the premise that past behavior is the best predictor of future performance. Here are the key principles of behavioral recruiting that make it an effective tool for recruiters.

STAR Method

The STAR method is the cornerstone of behavioral interviewing, providing a structured way for candidates to present their experiences. STAR stands for Situation, Task, Action, and Result:

• Situation: The candidate describes the context or background of a specific event or challenge they faced. This sets the stage for their example and helps the interviewer understand the circumstances.
• Task: The candidate explains their specific responsibility or the task they needed to accomplish in that situation. This clarifies their role and the expectations placed upon them.
• Action: The candidate details the actions they took to address the task or challenge. This part of the response is critical as it reveals the candidate’s behavior, thought process, and problem-solving abilities.
• Result: The candidate shares the outcomes or results of their actions, highlighting the impact of their behavior. This helps the interviewer gauge the effectiveness of the candidate’s actions and the overall success of their approach.

Using the STAR method allows interviewers to gather comprehensive and structured responses, making it easier to compare candidates and assess their competencies.

Competency-Based Approach

Behavioral interviewing is inherently competency-based, meaning the questions are designed to evaluate specific competencies or skills essential for the role. Competencies might include leadership, communication, problem-solving, adaptability, teamwork, and more. Here’s how to implement a behavioral recruiting approach:

Identify Key Competencies: Before the interview, determine the core competencies required for the role. This involves conducting a thorough job analysis and consulting with stakeholders to ensure alignment with the role’s demands.                                Develop Targeted Questions: Create behavioral questions that target these competencies. For example, to assess problem-solving skills, you might ask, “Can you describe a time when you had to solve a complex problem? What steps did you take, and what was the outcome?”
Evaluate Responses: Assess candidates’ responses based on how well they demonstrate the targeted competencies. Look for specific examples that showcase their abilities and provide insight into their potential future performance. Behavioral recruiting ensures a more accurate assessment of candidates’ skills and suitability for the role.

By focusing on competencies, behavioral interviewing helps ensure that candidates possess the skills and attributes necessary for success in the role.

Consistency and Fairness

Consistency and fairness are crucial principles in Behavioral Recruiting. Ensuring that all candidates are asked the same set of questions and evaluated using the same criteria helps minimize bias and promotes a fair assessment process. Here’s how to maintain consistency and fairness:

• Structured Interview Guide: Use a structured interview guide that outlines the questions to be asked and the competencies to be assessed. This ensures that each candidate is evaluated on the same basis.
• Scoring Rubric: Develop a scoring rubric to objectively evaluate candidates’ responses. This rubric should detail the criteria for assessing each competency and provide a consistent framework for comparison.
• Training Interviewers: Train all interviewers in behavioral interviewing techniques and the use of the STAR method. Ensure they understand the importance of neutrality and avoiding leading questions.

By implementing these practices, organizations can create a more equitable and reliable interview process.

Detailed Documentation

Effective behavioral interviewing requires thorough documentation of candidates’ responses. This documentation serves multiple purposes:

• Accuracy: Detailed notes help interviewers accurately recall candidates’ responses when making hiring decisions.
• Comparison: Comprehensive documentation allows for precise comparisons between candidates, facilitating more informed decisions.
• Accountability: Written records provide a transparent account of the interview process, which can be useful for future reference or if any hiring decisions are questioned.

Interviewers should take comprehensive notes during the interview, capturing the specifics of candidates’ answers and any relevant observations. This practice ensures that no important details are overlooked and that the decision-making process is well-supported by documented evidence.

Common Behavioral Interview Questions and Their Purpose

Behavioral interview questions are a crucial part of the recruitment process, helping employers assess how candidates have handled situations in the past. These questions are designed to reveal a candidate’s skills, competencies, and personality traits by examining their previous behavior in specific scenarios. Here are some common behavioral interview questions and the purposes they serve:

“Tell me about a time when you had to handle a difficult situation at work.”

Purpose: This question assesses a candidate’s problem-solving abilities, stress management, and resilience. Employers want to understand how the candidate approaches challenging situations, whether they can stay calm under pressure, and how effectively they can resolve issues.

• Expected Response: Candidates should describe a specific situation, their role in addressing the problem, the actions they took, and the outcome. Successful responses will highlight the candidate’s critical thinking, decision-making skills, and ability to remain composed during difficult times.

“Give me an example of a goal you set and how you achieved it.”

Purpose: This question evaluates goal-setting, planning, and achievement orientation. It reveals the candidate’s ability to set realistic goals, develop action plans, and follow through to achieve results.

• Expected Response: Candidates should detail a particular goal, the steps they took to achieve it, any obstacles they encountered, and the final outcome. Effective answers will demonstrate the candidate’s strategic thinking, persistence, and ability to achieve objectives.

“Describe a situation where you had to work as part of a team to achieve a common goal.”

Purpose: This question is designed to assess teamwork, collaboration, and interpersonal skills. Employers want to know how well the candidate works with others, their ability to communicate and collaborate, and their contribution to the team’s success.

• Expected Response: Candidates should provide an example of a team project, their specific role within the team, the actions they took to contribute, and the results of the team’s efforts. Strong responses will highlight the candidate’s communication skills, ability to work cooperatively, and their role in achieving the team’s goals.

“Tell me about a time when you had to adapt to a significant change at work.”

Purpose: This question evaluates adaptability, flexibility, and openness to change. Employers are interested in understanding how candidates handle change, their ability to adjust to new situations, and their resilience in the face of uncertainty.

• Expected Response: Candidates should describe a specific change, their initial reaction, the actions they took to adapt, and the outcome. Effective answers will show the candidate’s ability to embrace change, learn new skills, and maintain productivity during transitions.

“Can you provide an example of a time when you had to persuade others to see things your way?”

Purpose: This question assesses persuasion, influence, and communication skills. Employers want to gauge the candidate’s ability to effectively communicate their ideas, persuade others, and achieve buy-in from colleagues or stakeholders.

• Expected Response: Candidates should share a situation where they needed to persuade others, the strategies they used to communicate their viewpoint, the actions they took to influence others, and the results. Successful responses will demonstrate the candidate’s persuasive communication, negotiation skills, and ability to build consensus.

Techniques for Evaluating Responses in Behavioral Interviews

Behavioral interviews are designed to gather detailed information about a candidate’s past behavior in specific situations. However, the effectiveness of this approach heavily depends on how well the interviewer evaluates the responses. Here are key techniques for evaluating responses in Behavioral Recruiting:

Listening and Note-Taking

Effective listening is crucial during behavioral interviews. Interviewers must pay close attention to the candidate’s responses, noting not only what is said but also how it is said. Active listening involves maintaining eye contact, nodding in understanding, and allowing the candidate to speak without unnecessary interruptions.

• Comprehensive Notes: Taking detailed notes helps in capturing the essence of the candidate’s responses. These notes should include the context of the situation, the specific actions taken by the candidate, and the outcomes. This documentation is vital for comparing candidates and making informed decisions.

Analyzing the STAR Method

Candidates’ responses should ideally follow the STAR (Situation, Task, Action, Result) method, providing a structured way to evaluate their answers.

• Situation: Assess whether the candidate clearly sets the context of the situation they are describing. A well-defined situation indicates that the candidate understands the background and the challenges involved.
• Task: Evaluate how the candidate describes their role or responsibility in the given situation. This helps in understanding the candidate’s level of involvement and the expectations placed upon them.
• Action: Focus on the specific actions taken by the candidate. Effective responses should detail the steps the candidate took to address the task or challenge. This part reveals the candidate’s problem-solving skills, decision-making process, and behavioral traits.
• Result: Examine the outcomes of the candidate’s actions. Look for quantifiable results or specific positive impacts that resulted from the candidate’s efforts. This indicates the effectiveness and success of the candidate’s approach.

Using a Scoring Rubric

A scoring rubric provides a standardized way to evaluate candidates’ responses. It helps in maintaining consistency and objectivity across interviews.

• Criteria-Based Evaluation: Develop a rubric with clear criteria for each competency being assessed. For example, if evaluating leadership skills, the criteria might include clarity of vision, decision-making ability, and impact on the team.
• Rating Scale: Use a rating scale (e.g., 1 to 5) to score each aspect of the STAR method. This quantifies the evaluation process, making it easier to compare candidates.
• Weighted Scores: Assign weights to different competencies based on their importance to the role. This ensures that the most critical skills are given more emphasis in the final evaluation.

Identifying Red Flags

Red flags are indicators of potential issues or concerns in a candidate’s responses. Identifying these early can prevent costly hiring mistakes.

• Vague Answers: Responses that lack detail or specificity may indicate that the candidate is either fabricating their experience or does not have sufficient experience.
• Inconsistent Stories: Look for inconsistencies in the candidate’s responses. If their stories change or do not align with their resume, this could be a cause for concern.
• Blaming Others: Candidates who frequently blame others for negative outcomes may lack accountability. It is crucial to find candidates who take responsibility for their actions and learn from their mistakes.

Follow-Up Questions

Follow-up questions are essential for delving deeper into a candidate’s initial responses and gaining a more comprehensive understanding of their behavior and skills.

• Clarification: Ask for clarification if a response is unclear or lacks detail. For example, “Can you elaborate on the specific steps you took to resolve that issue?”
• Probing: Use probing questions to explore the candidate’s thought process and decision-making. For instance, “What motivated you to choose that particular approach?”
• Reflection: Encourage candidates to reflect on their experiences and what they learned. Questions like, “What would you do differently if faced with a similar situation again?” provide insights into the candidate’s ability to learn and grow.

Integrating Behavioral Questions into Your Recruitment Process

Integrating behavioral questions into your recruitment process is an effective way to assess candidates’ past behaviors and predict their future performance. This approach helps to identify candidates who possess the competencies and skills necessary for the role. Here are the steps to successfully incorporate behavioral questions into your recruitment process.

Pre-Interview Preparation

Effective integration of behavioral questions starts with thorough preparation before the interview.

• Identify Key Competencies: Determine the core competencies required for the role. These may include leadership, teamwork, problem-solving, adaptability, and communication skills. This step involves a detailed job analysis and consultations with key stakeholders to ensure that the selected competencies align with the role’s requirements.
• Develop a Question Bank: Create a bank of behavioral questions tailored to assess these competencies. Each question should be designed to elicit specific examples of past behavior. For example, to evaluate leadership skills, you might ask, “Can you describe a time when you had to lead a team through a challenging project? What steps did you take, and what was the outcome?”

Training Interviewers

Interviewers need to be well-versed in behavioral interviewing techniques to ensure consistency and effectiveness.

• Provide Training: Conduct training sessions for interviewers on the principles of behavioral interviewing and the STAR method (Situation, Task, Action, Result). Ensure they understand how to ask open-ended questions and follow-up questions to gather detailed responses.
• Use Interview Guides: Develop structured interview guides that include a list of behavioral questions aligned with the key competencies. These guides help interviewers stay on track and ensure that all candidates are asked the same questions.

Conducting the Interview

During the interview, it’s crucial to create an environment where candidates feel comfortable sharing detailed examples of their past behavior.

• Set the Stage: Start the interview by explaining the format and the purpose of behavioral questions. This helps candidates understand what is expected of them and encourages them to provide specific examples.
• Ask Behavioral Questions: Use the questions from your prepared question bank. Ensure that you cover all the key competencies identified during the pre-interview preparation. For each question, listen actively to the candidate’s response, taking detailed notes using the STAR method to capture the context, actions, and results.
• Follow-Up Questions: Ask follow-up questions to probe deeper into the candidate’s responses. For example, if a candidate provides a brief answer, you might ask, “Can you tell me more about how you decided on that particular approach?” This helps to gather more comprehensive information about the candidate’s behavior and thought process.

Post-Interview Evaluation

After the interview, it’s essential to evaluate the candidates’ responses objectively and consistently.

• Use a Scoring Rubric: Develop a scoring rubric to assess the quality of candidates’ responses based on the STAR method. This rubric should include criteria for evaluating the situation, task, action, and result for each competency. Assign scores to each response to facilitate comparison between candidates.
• Conduct Debriefing Sessions: Hold debriefing sessions with all interviewers to discuss their impressions and scores. This collaborative approach helps to ensure that all perspectives are considered and that the final hiring decision is well-informed.

Continuous Improvement

Integrating behavioral questions into your recruitment process should be an ongoing effort. Continuously refine your approach to improve its effectiveness.

• Gather Feedback: After each interview cycle, gather feedback from interviewers and candidates on the behavioral interview process. This feedback can provide valuable insights into what worked well and what could be improved.
• Review and Update Questions: Periodically review and update your question bank and scoring rubrics to ensure they remain relevant and aligned with the evolving requirements of the role and the organization.

Conclusion

Behavioral recruiting is a powerful approach that offers a more accurate and fair assessment of candidates by focusing on their past behaviors and experiences. By understanding the key principles of behavioral interviewing, such as the STAR method and competency-based approach, employers can ensure a structured and unbiased process. Common behavioral interview questions provide deep insights into a candidate’s capabilities, while effective techniques for evaluating responses help in making informed decisions. Integrating behavioral questions into the recruitment process, from pre-interview preparation to post-interview evaluation, ensures that organizations can identify and hire candidates who are best suited for the roles, ultimately leading to more successful and cohesive teams. This comprehensive approach not only enhances the quality of hires but also promotes a more transparent and equitable hiring process, benefiting both employers and candidates.

If you liked this article you can also check our other page on behavioral health recruiters.