I have to do a report on Behavioral Interviews and understand that it's an instrument to assess how a candidate's past performance can predict their future performance on the job. Besides the fact that it is more predictive of a candidate's job performance than a traditional interview, what do you think sets this apart from traditional interviews? Do you think they are better than traditional interviews? What do you think are "bad" behavioral interview questions? What do you think are "good" behavioral interview questions. Your help will be much appreciated. Thanks!
From United States, East Brunswick
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From United States, East Brunswick
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Hi Kiran.
'Behavioral' interviews are nothing but aimed to probe the behavior of a person. Well, the obvious question is what's behavior? Probably a mixed effect of a person's genotype (the properties that are inherited from genes), the phenotype (properties derived from the environment). When dealing with the organizational system, a lot of such variables are present that often alter your behavior. Such as when you are talking with your friend, consider two different situations - presence and absence of your boss.
Probably that's an oversimplification. It's a matter that mostly Organizational Psychologists deal with. To answer your query - yes, it's definitely better than normal interviews in some aspects as they are meant to 'probe' certain identified areas and not others. To find a better result, you probably would want to do a comprehensive structural probing (and unfortunately your resources will not permit you).
Hence, we are still going with normal interviews in our daily life to save costs and money.
As such, there are no bad or good questions in interviews; everything is planned and structured. For example, if you are using a 'funneling' structure - i.e., starting with a variety of topics and then slowly proceeding with specific ones - that may not work with a 'diamond' structure which starts from specific points, touches a variety of points, and again backs to some other (predefined) point.
This is an art, and psychologists strive to gain mastery over it.
Probably I could not satisfy your query (because the question is general in nature and not indicating any special reference in which behavioral interview is to be used).
From India, Pune
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5'Behavioral' interviews are nothing but aimed to probe the behavior of a person. Well, the obvious question is what's behavior? Probably a mixed effect of a person's genotype (the properties that are inherited from genes), the phenotype (properties derived from the environment). When dealing with the organizational system, a lot of such variables are present that often alter your behavior. Such as when you are talking with your friend, consider two different situations - presence and absence of your boss.
Probably that's an oversimplification. It's a matter that mostly Organizational Psychologists deal with. To answer your query - yes, it's definitely better than normal interviews in some aspects as they are meant to 'probe' certain identified areas and not others. To find a better result, you probably would want to do a comprehensive structural probing (and unfortunately your resources will not permit you).
Hence, we are still going with normal interviews in our daily life to save costs and money.
As such, there are no bad or good questions in interviews; everything is planned and structured. For example, if you are using a 'funneling' structure - i.e., starting with a variety of topics and then slowly proceeding with specific ones - that may not work with a 'diamond' structure which starts from specific points, touches a variety of points, and again backs to some other (predefined) point.
This is an art, and psychologists strive to gain mastery over it.
Probably I could not satisfy your query (because the question is general in nature and not indicating any special reference in which behavioral interview is to be used).
From India, Pune
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Sample Behavioral Interview Questions.doc