Interviewing is an important process in an organization since it ensures that organization obtains employees with high productivity level. The current paper will discuss the positive and negative aspects of the behavioral-based interviewing.
This particular method allows organizations to obtain real-life examples so as to assess the candidates capability to handle peculiar challenges in the future. It offers the insight into the interviewers regarding their attitude, as well as evaluates integrity, personality, and cognitive ability. This approach also enables all candidates to be interviewed more efficiently. In addition, it makes the candidate feel comfortable rather than discomfort, which is always important in the traditional interview room because interviews usually make people nervous. Therefore, the discussed method provides accurate data since the interviewer is in the direct contact with the subject, which gives him or her the opportunity to interact with the candidate personally. The aforementioned style allows management to get more vivid details such as the candidate’s qualities than the one with many probing questions. For instance, it is possible to learn how he or she deals with an unpredictable circumstances or how may contribute to the project.
This style can appear rather biased because the interviewers might favor the candidates who share their values and attitudes. Additionally, the interviewer is always interested in getting the answers he or she seeks instead of the answers the human resources department requires. This method uses many questions, therefore, when candidates are not well prepared, they may decide to narrate the stories of their friends and not their own experience, or they may even choose to say what the society wants to hear, i.e. not necessarily the truth. Candidates may feel uncomfortable answering the questions that seem personal. Moreover, the interviewer may change the objective by asking leading questions or losing control over the direction of the interview.
The differences between behavioral interviewing and the traditional method Behavioral interviews differ from the traditional interviewing technique in the way that the latter allows the evaluation of candidates based on the first impression rather than predicting a candidate's future behavior according his or her life experiences. Behavioral interviews consider more than just answers in the interview room. Traditional methods require yes or no answers and concentrate on the experiences relevant for solving particular challenges, while the behavioral interviews focus on how good one’s answers and the educational merits are.
The only similarity between these two methods is that the interviewers should provide interviewees with sufficient information about the job and organization in general. The above mentioned allows the candidates to acquire the favorable and unfavorable information about the job offered.
I prefer the behavioral method of interviewing because it is much friendlier to the candidates thus making them feel free, especially when referring to the previous experiences. The primary objective of an interview is to predict whether a candidate is able to meet the performance expectation of the job. To my mind, this goal is better achieved with the use of the behavioral method.
Organizations should adopt the behavioral method of interviewing since it helps to attain the intended benefit of a competent workforce. When the business obtains skilled employees, it experiences high productivity that leads to the increase of sales and profits as a result.
This material was provided by Oliver Pearson who works at the source where everyone can
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