HOW COMPANIES UNCOVER CORE COMPETENCIES THROUGH BEHAVIORAL INTERVIEWS

Part II: THE CASE FOR BEHAVIORAL INTERVIEWS

Introduction A special category of structured interviews is the behavioral interview. While “traditional” interviews focus on knowledge, skills, and abilities (commonly referred to as KSA), the goal of the behavioral interview is to uncover your motivation and past work experiences. Companies choose to utilize a structured interview format in an effort to uncover your job-related behaviors – such as situational judgments, integrity under pressure, or your adaptability. The hiring manager wants to understand how you behave in a work environment. They want to be able to see who you are, day-to-day.

Current Trends Over the last 10 to 15 years, more companies are have moved toward structured interviews. A study of 202 Canadian organizations found 83% of the firms use structured interviews and 46% specifically incorporate behavioral interviews in their selection process. Back in the 1990s, only five percent of Fortune 500 companies used some type of assessment tool, such as behavioral interviewing or pre-employment assessment tests. Today, approximately 65% of the Fortune 500 companies are using behavioral assessments.

The increased usage of behavioral interviews is supported by a wealth of books espousing the virtues of the formal interview process. Additionally, training offered by pre-employment assessment companies and workshops offered through industry conferences are permeating the Human Resource profession. Behavioral interviewing is, more and more, becoming the norm.

Follow-up Probes If you participate in a behavioral interview, you can expect the interviewer to ask follow-up “probes” to gain additional insight into your experience. Probing follow-up questions will help the company understand the “why” behind your answers. From the interviewer’s perspective, understanding the “why” is often just as important, if not more so, than understanding the action itself. Probing questions should be expected, especially in higher-level positions requiring critical decisions or positions with significant client interface. Explaining the “why” requires critical thinking, analysis of various factors, and the ability to successfully articulate the thought process – all vital to positions of significant responsibility.

Core CompetenciesIn a formal behavioral interview, questions are tied directly to job competencies. There are 24 individual job competencies which cover a majority of professional positions. Each competency has unique characteristics and is complimentary to one or more of the other competencies.

Part III will continue the discussion of Behavioral Interviews and common Core Competencies.