A POWERFUL INTERVIEW APPROACH- BEHAVIORAL EVENT INTERVIEW

 

Interviewing is an extremely important part of Recruitment process, as it helps in employee selection and plays an important role in succession planning processes for most of the organizations. Interviews help in identifying and selecting candidates whose skill set and behaviours match the requirements for the job role and whose personality, interest and values matches the mission and vision of the organization.

It is important to choose the right kind of interviewing technique that matches the performance and retention needs of the organization and position as well as the culture of the organization/team. One such technique is Behavioural event interviewing technique (BEI). BEI Falls under the category of structured interview and its major focus is on the job candidate’s past experiences by asking candidates to provide specific examples of how they have demonstrated certain behaviours, knowledge, skills and abilities. The answers shared by the candidates often reveals their actual level of experience and their potential to handle similar situations in the future organization.

These questions designed for the candidates should be clear and concise and should encourage candidates to share openly about their typical behaviours that demonstrate the job-related competencies in question. One such useful and popular approach in developing behavioural interview questions is the STAR Format i.e. Situation, Task, Action, Results model. The STAR model helps candidates frame their responses to behavioural questions by encouraging them to respond with a story about a past behaviour.

After developing the behavioural interview questions, the nest step is to create a rating scale on which the candidates will be evaluated. One such rating scale used in behavioural interview is Behaviourally Anchored Rating Scale (BARS) It rates employees according to their performance and specific behavioural patterns. BARS is designed to bring the benefits of both quantitative and qualitative data to employee appraisal process as its mechanism combines the benefits of narratives, critical incidents and quantified ratings. The critical incident technique involves asking current job incumbents to provide examples of effective and ineffective behaviours that lead to positive and negative outcomes related to situations (i.e., incidents) one might encounter on the job. Interview developers then review this information to determine whether it should be used as the “anchors” in the scale.

Below are the benefits of BEI Technique-

·         Easy Implementation

·         Accuracy

·         Well Structured

·         Factual Basis

·         Relevance

·         Better Candidate Fit

·         Fairness

·         Cost Savings

BEI is a fair and reliable tool for evaluating and comparing candidates and employees. It helps you to set clear criteria for employee selection or assessment and eliminate bias in assessment.