Get a 9x interview success rate by asking the right questions.
Hiring is one of the most important (but also most time consuming) decisions you can make for your team.
Using Behavioral Interviewing is a simple shift in the way you ask a candidate interview questions which not only saves you time, it can also ensure the candidates you ultimately select have a much better chance of being really great hires. Large companies have been relying on behavioural interviewing techniques for decades, and for good reason. This strategic way of asking interview questions has been proven to be nine times more effective in predicting employee success.
For behavioural interviews to pack a real one-two punch, in addition to asking the right questions you need a scoring system to allow all interviewers to independently and objectively score all responses for comparison. This elevates candidate selection decisions from gut-feel impressions to true, numbers-based performance assessments and helps to eliminate hidden biases that can sneak their way into interview situations.
Ask questions related to the competencies required for the role
The candidate’s resume tells you about their skills (the “what”); behavioral interviewing focus on competencies (the “how”). How do they perform a job successfully? How do they behave in the workplace environment to achieve the desired result?
A competency takes knowledge, skills, and experience and applies them all to fit the situation.
For example, if this job requires interaction with others and keeping everyone in the loop – you’ll be looking for effective communication as a competency. You’re looking for a combination of the candidate’s knowledge of language, practical IT experience and attitudes towards those with whom they are communicating.
You’ve read the candidate’s resume already – you know that they have the skills to make it to the interview stage. Now, think about the competencies related to the role you’re interviewing for.