Studies show past behavior is the best predictor of future performance, so why do we tend to ask so many hypothetical questions? By shifting to interviews based on real behaviors, hiring teams can learn about a candidate on a deeper level and bypass the rehearsed answers to typical interview questions. In this kind of interview, you are asking a candidate to tell you a real story, taking you through details and elaborating on thought processes that elucidate how the candidate arrived at the outcome.
Behavioral interviewing has been shown to be 55% more predictive of future on-the-job behavior than traditional interviewing, thereby providing hiring managers and campus leadership with a plethora of information on how to best equip a selected candidate for success in his or her new role.
As you begin planning to fill your staff roster in the coming year, implement a more impactful interview process by including behavior-based interview strategies. Here are some steps to get you started:
Identify the competencies you are seeking to help narrow your focus.
Structure an interview using behavior-based questions like those found here. Dig deeper—these answers should be longer and more conversational that a summation of events. Don’t be afraid to ask the candidate more about how or why they made a decision.
Evaluate the candidate for overall organizational fit.
Once selected, plan onboarding and orientation using all you learned about your new team member!