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Type: HR, Report if not a HR topic
Yes Sri, psychometric testing is a very interesting thing too. Incidentally I have that experience too. lets see if some members throw more light on these topics and then would like to take it to that level.
Thanks for posting again.
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What is Behavioral Interviewing!
Type: HR, Report if not a HR topic
Posted 21-10-2009Reply
Hi friends,
I ve read this article and found it very useful and interesting and I thought it would be useful for all of us too..
Behavioral interviewing is a technique that asks candidates questions that draw upon past experiences and actions as opposed to questions that attempt to illicit a response to a theoretical situation or questions that simply ask the candidate how they view themselves...
Check out the link below and reply with your views and thoughts.
Looking forward to a great discussion :)
http://www.mcmcse.com/articles/behavior.shtml
Source: http://www.mcmcse.com/articles/behavior.shtml
Hi Sri,
Thanks for sharing this.
I cannot agree with this article more, as I have been trained in BEI (Behavioral Event Interviewing), have interviewed thousands of candidates and have been a BEI trainer myself. This is a very good approach compared to the traditional interviewing techniques as it draws upon the fact that what you are today is because of events in the past. There are 36 traits that any oragnization can choose from to define based on their needs. Needless to say, no organization can implement all 36 traits. So when we are in the process of choosing our mode of interviewing for our organization, we have to first make a checklist of traits that we look for in the candidates based on our organizational goals and objectives. We had used 4 behavioral traits in my last firm which were very meaningful and ensured that we had a fit/non-fit at all times. BEI reduces the risk of personal judgements which can be very detrimental to the organization. Personal biases are almost completely eliminated because the interviewer is expected to note down the instances/events that the candidate has mentioned in the interview in the Interview Assessment Form.
Also it increases the chances of finding the right candidate as typical questions like "tell me about yourself" are not asked. At no point in time, a subjective question is asked and each question asked has to conform to a set parameter of the need for the candidate in the first place.
After a long time, something meaningful to discuss. I welcome the inputs of other members on this extra-ordinary method of interviewing. I would share my experiences too.
Regards, Harish
Thanks for sharing this.
I cannot agree with this article more, as I have been trained in BEI (Behavioral Event Interviewing), have interviewed thousands of candidates and have been a BEI trainer myself. This is a very good approach compared to the traditional interviewing techniques as it draws upon the fact that what you are today is because of events in the past. There are 36 traits that any oragnization can choose from to define based on their needs. Needless to say, no organization can implement all 36 traits. So when we are in the process of choosing our mode of interviewing for our organization, we have to first make a checklist of traits that we look for in the candidates based on our organizational goals and objectives. We had used 4 behavioral traits in my last firm which were very meaningful and ensured that we had a fit/non-fit at all times. BEI reduces the risk of personal judgements which can be very detrimental to the organization. Personal biases are almost completely eliminated because the interviewer is expected to note down the instances/events that the candidate has mentioned in the interview in the Interview Assessment Form.
Also it increases the chances of finding the right candidate as typical questions like "tell me about yourself" are not asked. At no point in time, a subjective question is asked and each question asked has to conform to a set parameter of the need for the candidate in the first place.
After a long time, something meaningful to discuss. I welcome the inputs of other members on this extra-ordinary method of interviewing. I would share my experiences too.
Regards, Harish
Hello Harish,
Great opening to the discussion. Yes I agree with you, the requirement search differs from organisation to organisation and also mostly is it is role based too. Even psychometric tests have become part of the behavioral interviewing. Because these will help us filter out some inconsistent candidates who consider some job opportunities as stop gap options. But the investment on such employees also is equivalent to the employees who go steady. So it is useful in phasing out such rolling stones too.
Hoping to see few more inputs as you said from our freinds.
Regards,
Sri Manjari.
Great opening to the discussion. Yes I agree with you, the requirement search differs from organisation to organisation and also mostly is it is role based too. Even psychometric tests have become part of the behavioral interviewing. Because these will help us filter out some inconsistent candidates who consider some job opportunities as stop gap options. But the investment on such employees also is equivalent to the employees who go steady. So it is useful in phasing out such rolling stones too.
Hoping to see few more inputs as you said from our freinds.
Regards,
Sri Manjari.
Hello Harish,
Great opening to the discussion. Yes I agree with you, the requirement ... See Sri Manjari's complete reply
Great opening to the discussion. Yes I agree with you, the requirement ... See Sri Manjari's complete reply
Yes Sri, psychometric testing is a very interesting thing too. Incidentally I have that experience too. lets see if some members throw more light on these topics and then would like to take it to that level.
Thanks for posting again.
Hi Ppl,
Its nice topic on behavioral Interviewing...Though i am not in Recruitment, How this type of interviews can be used for the existing employees (depending on the requirement, for ex: any harassment case or at the time of retaining an employee (can decide on whether the candidate is right person for retaining), at the time of appraisals (to know what ever the employee claims that he has done the work)
Can some one throw some light on these issues...
Regards
Sridhar
Its nice topic on behavioral Interviewing...Though i am not in Recruitment, How this type of interviews can be used for the existing employees (depending on the requirement, for ex: any harassment case or at the time of retaining an employee (can decide on whether the candidate is right person for retaining), at the time of appraisals (to know what ever the employee claims that he has done the work)
Can some one throw some light on these issues...
Regards
Sridhar
My Dear Friends,
Any interview does not give the clear picture. It is just a glimpse of the situation. A person may give an example which may not be related to him. He may quote some thing which might be heard by him or any one else might have experienced it. In fact it is the way of presentation how one can present at that moment. Behaviour is a complex matter and the scientists are trying to predict it, which can not happen in the lab. It is situational and state of mind, which exhibit different behaviour at different time by the same person in the simelar situation, but still it is a tool which is used to get some input to find fitment of the candidate with the future organisation.
Any interview does not give the clear picture. It is just a glimpse of the situation. A person may give an example which may not be related to him. He may quote some thing which might be heard by him or any one else might have experienced it. In fact it is the way of presentation how one can present at that moment. Behaviour is a complex matter and the scientists are trying to predict it, which can not happen in the lab. It is situational and state of mind, which exhibit different behaviour at different time by the same person in the simelar situation, but still it is a tool which is used to get some input to find fitment of the candidate with the future organisation.
Hello Mr.Narayan,
I do agree with you to some extent that no one can assess a person's complete behaviour but what we were trying to tell is that instead of picking some blind pebbles we can throw some pebbles with sharp edges who would not gel with the existing work culture and environment. Even psychologists can decipher a person's behaviour from 60-80% no one can know it to the 100%. But definitely Behavioural Interviewing or psychometric tests will throw some light on few of the traits of the person which cannot be seen with mere discussion. Because people can fake their answers.
Hope you will agree with me Mr.Narayan..:)
Regards,
Sri Manjari.
I do agree with you to some extent that no one can assess a person's complete behaviour but what we were trying to tell is that instead of picking some blind pebbles we can throw some pebbles with sharp edges who would not gel with the existing work culture and environment. Even psychologists can decipher a person's behaviour from 60-80% no one can know it to the 100%. But definitely Behavioural Interviewing or psychometric tests will throw some light on few of the traits of the person which cannot be seen with mere discussion. Because people can fake their answers.
Hope you will agree with me Mr.Narayan..:)
Regards,
Sri Manjari.
Very interesting topic Manjari added with some very invaluable inputs from Harish.
My only point is to know more about various forms of interview that are being implemented across the organizations. As pointed out by Manjari, small organizations may prefer the traditional form of interviewing whereas the professional and big organizations are going for psychometric and assessment centres method of interviewing. We cannot deny the fact that candidates who are selected with the help of traditional method of interviewing are equally competent though they may not come out with flying colours if they are subjected to a behavioral interview.Similarly the candidates who do very well in a behavioral interview may not rise upto the expectations and may turn into poor performers. So how can we decide which form of interview is better to select a candidate and why? What are the benchmarking methods for selecting an interview method?
We need not be surprised if lie detectors, brain mapping or graphalogy and similar other techniques also become the prominent interviewing methods in future.What do you say?
Cheers!
Pradeep
My only point is to know more about various forms of interview that are being implemented across the organizations. As pointed out by Manjari, small organizations may prefer the traditional form of interviewing whereas the professional and big organizations are going for psychometric and assessment centres method of interviewing. We cannot deny the fact that candidates who are selected with the help of traditional method of interviewing are equally competent though they may not come out with flying colours if they are subjected to a behavioral interview.Similarly the candidates who do very well in a behavioral interview may not rise upto the expectations and may turn into poor performers. So how can we decide which form of interview is better to select a candidate and why? What are the benchmarking methods for selecting an interview method?
We need not be surprised if lie detectors, brain mapping or graphalogy and similar other techniques also become the prominent interviewing methods in future.What do you say?
Cheers!
Pradeep
Oh come on Pradeep.. We are not trying to tell that prosepctive employees may be big liars who are out there to dupe employers..:-). What we were trying to say is through behavioural interviewing or assessment centre methods or pschometric tests we can better conclude whether a particular employee is serious about the job or not or whether he is pursuinf our job as a stop gap option alone. In such cases definitely we can phase out the inconsistent people and prefer persons who are more consistent.. I am sure you will also be looking for such consistent persons only..
Regards,
Sri Manjari.
Regards,
Sri Manjari.
Dear Friends!
As I see it and learned from my seniors,Behavioral interviewing is often perceived as as a technique that uses behavior provoking questions designed to determine truth or deception. This technique is used as one of the selection parameters to understand the Integrity and Commitment of the potential applicant aspiring for a given role in the organisation.
When a person makes a conscious effort to conceal information or wrong doing they often experience internal conflicts that create increased tension and anxiety.
The very fact that ,he/she is lying to becomes a very threatening stimulus to them.
By identifying when such verbal and non-verbal signs of deception are present we are able to recognise deception with a high level of accuracy.
This type of interviewing technique is particularly useful when determining if a person is editing information or fabricating responses even among existing team members while auditing an activity!.
I appreciate Ms.Manjari for taking up an interesting topic to learn and share with our friends.
Thanks.Good Day.!
Srinivas Prasad
As I see it and learned from my seniors,Behavioral interviewing is often perceived as as a technique that uses behavior provoking questions designed to determine truth or deception. This technique is used as one of the selection parameters to understand the Integrity and Commitment of the potential applicant aspiring for a given role in the organisation.
When a person makes a conscious effort to conceal information or wrong doing they often experience internal conflicts that create increased tension and anxiety.
The very fact that ,he/she is lying to becomes a very threatening stimulus to them.
By identifying when such verbal and non-verbal signs of deception are present we are able to recognise deception with a high level of accuracy.
This type of interviewing technique is particularly useful when determining if a person is editing information or fabricating responses even among existing team members while auditing an activity!.
I appreciate Ms.Manjari for taking up an interesting topic to learn and share with our friends.
Thanks.Good Day.!
Srinivas Prasad
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