Why use Behavioral Interviewing Skills

Recruitment means serious business. Employers behavioral interviewing Skills through experience have realized that finding the right candidate is as difficult as finding the right job.

This is because a lot is at stake. A wrong selection by a recruiter can not only result in adding extra burden and further cost to the company but can also threaten the future of an organization.

“People are not the most important asset. The RIGHT people are.” Jim Collins

Although India has rich human resource, finding the right candidate for a vacant position is still a mission in itself. As time is of essence, employers in order to avoid frequent rounds of selection process and to retain good candidates either provide recruitment training to their HR personnel or they themselves undergo various recruitment training programs and behavioral interviewing skills workshops to effectively test a candidate’s aptitude and attitude in different situations.

Why use Behavioral Interviewing Skills?

Behavioral-based interviewing is a proven method for improving hiring outcomes. The premise is simple: past behavior is a strong predictor of future performance. Hiring managers use behavioral questions to gauge how candidates have handled real-world situations, providing insight into their problem-solving abilities and decision-making processes. This approach helps employers assess not just what candidates know but how they apply that knowledge in practice.

Benefits of Behavioral Interviewing

Recruiter’s questions and employment criteria are not restricted solely on testing a candidate’s subject knowledge. The employability of an employee now depends much upon their behavioral skills. This is because a candidate might be theoretically very strong but he/she may not have the right attitude or behavior to achieve the desired goal. A job seeker by demonstrating the right attitude and behavior at the time of interview helps employers to judge his strength and weakness and his ability to handle a stressful situation.

Therefore the criteria of selecting the right candidate should be based upon their ‘Personal Attributes’ and ‘Professional Capabilities keeping in mind what is ‘Job fit’ and Culture Fit’. Some of the other advantages of this type of interview process are;

• It helps build a rapport between an interviewer and an interviewee as conversation takes place in the form of a dialogue rather than usage of monosyllable Yes/No words to respond
• The uniformity of question type makes it easier to assess and judge the candidates on similar competencies and parameters
• The recruiter gets a fair assessment of communication and interpersonal skills.
• Learning to align recruitment strategy with the business plan helps employers to stay at par with the leaders in recruiting Top Talent from the industry.

Running a profitable organization depends upon the recruitment of quality people who have the capability to make it profitable. Behavioral interviewing skills help employers to find those quality people for their organization.