This straight forward 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. Thus, 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.
Beyond their structured approach, there are additional benefits to using behavioral interviews. Because behavioral interviews are based on an analysis of job duties and requirements of the job, bias and ambiguity are reduced because candidates are evaluated on job-related questions. In addition, job relatedness and consistency of the interview process may increase the perception of fairness among candidates. The job-related questions may also help candidates obtain a realistic perspective of the job.
Behavioral interview questions can provide the interviewer with insight into employee's personality, skills, and abilities, because each behavioral interview question requires employee to share a specific story that highlights strengths and skills.
The premise guiding the Behavioural Event Interviews (BEI) is that the most accurate predictor of future performance is past performance in similar situations. Behavioral Event Interviews are a combination which can yield efficient team members by accessing best fit for the job.
A two-module workshop to help you and your team learn how to hire and allocate the best and the right talent and remove unconscious bias using proven job candidate interviewing techniques and support tools.
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