Why Bother with Behavioural Interviews?
This is probably the least enjoyed part of an interview process. For both sides of the equation. So why the hell do we even bother doing them? You heard the saying, "The best predictor of future behaviour is past behaviour"? It's a common phrase for a reason.
This is probably the least enjoyed part of an interview process.
For both sides of the equation.
So why the hell do we even bother doing them?
You heard the saying, "The best predictor of future behaviour is past behaviour"?
It's a common phrase for a reason.
When it comes to hiring, understanding how a candidate has acted in the past can give you a read on their future performance.
That’s not to say the person can’t change, grow or adapt. But it does recognise that people are creatures of habit. If a person has consistently done something in the past, chances are they’ll keep doing it in the future.
This is where behavioural interviews come into play.
Check this out if you want to massively improve another hated part of the process
Or you can future proof your processes with these gems ;)
What’s the big deal with behavioural interviews?
Well, they’re based on a simple yet powerful idea:
people will do what they’ve always done.
It’s a bit like seeing if someone’s a skilled driver by checking how they’ve navigated tricky intersections before.
If they managed it well several times, they’ll likely be able to do it again.
Avoid these common mistakes !
During a behavioural interview, avoid the rookie mistake of generic questions like, “Tell me about yourself?”
Honestly, where do you even begin to answer a question like this!
Instead, use your time wisely.
Remember, the candidate isn’t a professional interviewee. So don’t expect them to be.
Probe into specific situations, asking candidates to describe their actions, decisions and the results they achieved.
You’re focused on asking candidates to describe how they’ve tackled real-life situations relevant to the role.
Not hypotheticals where you try to trip them up.
This helps you (and them) shine a light on their thought processes, decision-making skills and problem-solving abilities.
It might show how they relate to others, levels of empathy, work ethic or what they’re passionate about.
The goal?
Unearth concrete examples of their behaviour that reveal their true capabilities.
Think of it as the difference between someone telling you they’re a great cook and cooking your favourite meal.
In the recruitment world, we're hungry. Give us the food!
Create a space for them to share what they’ve done in the past, to give you some clues on how they’ll react in the future.
The Value of Behavioural Interviews
“It’s a conversation, not a competition”
- Steve Hansen
If you take the adversarial element out of the interview, you’ll get more honesty from your candidate.
If you use the interview as a chance to flex your dominance, ‘win’ the moment or get the last word - then frankly, I think you should step aside and hand the reigns over to a professional.
Here’s a golden opportunity to let the candidate share personal experiences. Help them to be more honest, genuine and transparent, so you can catch a glimpse of who they really are.
After all, when the dust has settled and they are in the job, this is the person you will be left with.
Closing the Deal
So next time you’re in the interview room, remember that it’s not about hypothetical heroics.
It’s about real-life and past performances.
Because that’s where understanding your candidate starts.
If you want to hire the best people, start asking the right questions.
If you want to excel in recruitment, create scenarios where the candidate shows you - not just tells you - what they are made of.
In our upcoming articles on this series, we'll share cues and a step-by-step guide to maximising this opportunity.
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