How To Make More Accurate Hiring Decisions

Are you tired of hiring employees that leave a few months later? Try using the behavioral interview when questioning candidates to increase your chances of hiring employees that will be a good fit for your organization and stay long-term.

Why use the Behavioral Interview?

The purpose of the behavioral interview is to identify how an applicant behaved and handled a real-life situation from their past experience. The applicant should be able to identify and explain the actions they took to find a resolution to the situation.

Here are examples of common behavioral questions:

  • Describe a major issue you have faced and how you solved it.
  • What class did you like the most? What did you like about it?
  • Give an example of when you had to deal with a team member that wasn’t carrying his or her weight.
    • How did you feel?
    • What did you do?
    • What were you thinking?
    • What was the result?

Four Ways to Tell if an Applicant is a Good Candidate

During the interview process, it’s also important to know what type of answers you’re looking for, so you can identify good candidates. Here are four ways to tell if a candidate is prepared:

  1. Each situation has a beginning, middle, and end. Does it make sense and come to a satisfying conclusion? If a candidate isn’t prepared, it won’t make sense or will skip around.
  2. The result is a positive one. It’s easy to think of difficult situations where it was hard to accomplish work, but it can be tough for candidates to recall a time when the ending was positive. A prepared interviewee will share a situation where the end result was positive for them, and won’t focus too much on the hardships.
  3. They are honest. When a candidate is not prepared for these kinds of questions, they may make up a story on the spot. While it can be hard to tell if a candidate is telling the truth, you can ask more questions and dig deeper to get the full story. If they’ve been honest with you, it should be easy for the candidate to elaborate.
  4. They are specific. This goes hand-in-hand with being honest. A well-prepared candidate will be able to go into great detail about the situation, showing that they have a good grasp on the story and thought through their answer before responding.

When you implement behavioral interviewing, you’re examining the candidate’s past behaviors to show how they would react in the future at your organization. This kind of interview can help you pick the right candidates that fit into your culture.

How does your organization interview potential employees? 

 

 

Katie Roth

Katie Roth has been in a leadership role in the employment industry for the majority of her career. Currently, she is Manager, Talent Acquisition for Oasis, a Paychex® Company. Katie is a graduate of the University of Iowa and is certified by both the Society for Human Resource Management (SHRM), as a Senior Professional in Human Resources, and the National Association of Personnel Services, as a Certified Personnel Consultant (CPC).

Published

April 5, 2017

Posted by

Katie Roth