Traditional or Behavioral-Based Interviewing?
Traditional interviews tend to be extremely general and paint an overall picture of personality and achievement. In behavioral interviewing, questions are more specific and look at tendencies, habits and thought patterns of an aspiring worker. The latter offers a more critical look at the potential of a job candidate and is considered more objective. To enhance objectivity, many interviewers create a scoring system for grading responses during behavioral interviews.
Behavioral-Based Interviewing
The employment market remains saturated with unemployed, highly qualified workers vying for a small number of job openings. Seasoned job candidates with years of experience compete with new college graduates looking for a chance to begin their careers. With a labor market this competitive and diverse, comparing credentials and years of service isn’t always the best way to measure true potential. For human resource managers and recruiters, finding the right hire has become more about choosing those with the right judgment, wisdom and reaction skills to handle the challenges of the moment. So, behavior matters as much as experience. That’s where behavioral interviewing becomes key.
