4 Key Advantages of Behavioral Interviews
One of ways of assessing a candidate’s expertise and personality is to ask them “situational” questions that reveal how they managed specific circumstances from the past.
Behavioral interviewing focuses on the candidate’s past experiences and behavior. Candidates are strategically made to provide specific examples of situations that they have experienced and share details of their responses.
Behavioral interviews consist of open-ended questions such as “Can you tell me about a time that you resolved a conflict between co-workers?” The candidate will then share a scenario that addresses the interviewer’s question.
Here are some of the key advantages of behavioral interviews:
1. It Provides Real Life Examples
It’s very easy to list down skills and strengths on a resume regardless of whether you actually have them; it’s much more difficult to lie under pressure in an interview.
Behavioral interviews require candidates to share real life examples, which are tough to make up on the spot.
Candidates are pushed beyond resume clichés and are forced to give details of their actual experiences instead of just listing the skills they think will appeal to recruiters.
With behavioral interviews, interviewers are able to jump past vague generalities and get a clearer picture of the candidate’s accomplishments.
2. They Can be Customized for the Company
Instead of asking hackneyed questions like “What do you think are your greatest strengths?” interviewers can tailor questions according to the company’s functions and culture.
For example, when interviewing a candidate for a sales position, you can ask “Can you think of a time where you overcame major hurdles to close a sale?”
Such questions reveal essential details of a candidate’s work ethic and personality – they are much more useful than a rehearsed list of strengths and weaknesses.
3. Match Candidates to the Right Job
Recruiters often get charmed by impressive resumes but later discover that these candidates weren’t a great fit for the job.
Behavioral interviews allow interviewers to brush past irrelevant information and concentrate on what makes a candidate the right match for the open position. They do this by evaluating the scenarios shared by candidates and determining whether their previous experiences match the requirements of the current vacancy.
4. They Make Good Candidates Comfortable
Interviews aren’t for everyone. Many seasoned professionals get intimidated by interviews. As a recruiter you will come across exceptional candidates that don’t interview well. These candidates often lose great jobs simply because their nerves got the best of them during the interview process.
Because behavioral interviews involve telling stories instead of answering the questions, they candidates tend to get comfortable. This interviewing style pushes anxious and introverted candidates out of their shells and urges them to concentrate on finding stories that show them in the best light.
If you don’t have want to go through the trouble of interviewing candidates yourself, hire OPS Staffing!
We provide recruiting services for water and fire restoration companies. We use a combination of behavioral and situational interview questions to help you find outstanding managerial candidates such Project Managers, Estimators, Business Development Executives, Office Managers and other Upper Management professionals.
Contact our team for all your water and fire restoration recruitment needs.