How to Ensure Your Techniques are Effective and Compliant

Since its introduction in the 1970s, behavioral interviewing has grown to be widely practiced in the selection process. Based on the assumption that the most accurate predictor of the future is the past, this technique relies on a reflection of specific situations to indicate an applicant’s future performance on the job.

Behavioral interviewing helps discover the how, why and what of a candidate’s performance. Understanding how to excel at this game of cross-examination is becoming a crucial part of successful talent selection. In fact, you could visit the closest bookstore or surf the web to not only learn more about this popular technique, but also find many pages of questions. Yet there is more to behavioral interviewing than choosing a few questions from a list because they sound appropriate. Yes, the technique is highly effective - but only when it is done right.

To get the most from behavioral interviewing, be sure you consider the following points to keep it effective and compliant with EEOC standards:

• Make it Job Related
  If the questions asked are not derived from the job’s superior performance requirements, you are not revealing the right information.
• Go Beyond Behaviors
  Include questions that directly relate to personal values and skills in addition to behavioral traits.
• Be Consistent
  Ask all of the candidates the same questions in the same order to get a comparable representation.
• Validate Other Areas of Assessment
  Use the questions to validate the candidate’s character description and assessment results.
• Use Questions in Screening
  Include the questions in an email interview to gain insight on written communication skills and comprehension, in addition to the question’s area of focus