Behavioral Interviewing

[bɪˈheɪvjərəl ˈɪntəvjuːɪŋ]

Interviews based on an individual's previous experiences that demonstrate certain behaviours, knowledge, skills and abilities which align with the job they are being interviewed for. 


Why employers must use behavioral Interviewing?

Behavioral interviewing focuses on a candidate’s past experiences by asking candidates to provide specific examples of how they have demonstrated certain behaviors, knowledge, skills and abilities. the behavioral interviewing method falls under the category of structured interviews.

The main purpose of structured interviewing is to objectively match candidates to and compare candidates for positions by asking a specific set of job-relevant questions and using the same set of pre-determined rating scales to evaluate all candidates. This straightforward approach limits the amount of discretion for each individual interviewer, making it easier for the employer to evaluate and compare applicants fairly because all applicants are asked the same questions and evaluated using the same criteria. Therefore, structured interviewing is not only effective for making a hiring decision, it can be crucial in defending against allegations of discrimination in hiring and selection.



Part of speech:
Use in a sentence:
Employers tend to make the right decisions through behavioural interviews.
Behavioral Interviewing