Interviewing: Best Practices

Have you ever wished for a crystal ball to predict the future in hiring? All you need to do is read this blog, prepare for your interview, focus on the past and predict success in your future.

The impact of a poor interview and the wrong hiring choice can be devastating to you and your staff. A mis-hire can impact productivity and morale. At worst, the wrong choice can cause A players to leave, if you don’t quickly dismiss or correct the C player you just hired.

How do you avoid the difficulties caused by hiring the wrong candidate? Prevention takes advance preparation. Past performance is an indicator of future performance, and there’s a proven technique to evaluate these factors. Behavioral Based Interviewing (BBI) helps reveal what candidates have actually done, evaluating their thought process and actual results they achieved. When you focus on the future, you get hypotheticals. Anyone can give a smooth answer, but it’s more important to know what they really did in previous roles.

How can BBI predict future performance? Targeted questions reveal trends in behavior, and gaps in knowledge and skill. If the candidate is unable to translate past performance into a relatable response in an interview, do they really have the skills they’re promoting and the skills you need? Here are a few areas to watch for when vetting candidates’ abilities:

  • Leadership and accountability: Do they respond to questions with “we” when describing prior accomplishments? If you don’t receive “I” statements, ask additional questions to find out specifically what their role with the project may have entailed.
  • Results: If they skirt around specific outcomes or don’t share any metrics, they may not be results-driven or high-achieving. An A player will easily be able to communicate prior results achieved and their scorecard.
  • Process: If they are unable to communicate how they arrived at a solution, they aren’t likely to be able to replicate their results or lead others there.
  • Communication: If they aren’t succinct in how they respond, this is their communication style and it won’t change when they’re on the job. When communicating with clients, they may not be concise or clear.

Behavioral Based Interviewing can provide insight into the future and lead you to making better hiring decisions. For more information, take a look at these examples of behavioral based interviewing questions.

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