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5 Reasons Behavior-based Interviewing DOESN'T Work! (Video)

Guest post by: Carol Quinn

Article Overview: Using behavior-based interviewing produces inconsistent and mixed hiring results. It doesn't work well for consistently hiring top performing employees. Interviewers, often unknowingly, think they are gathering quality applicant information that is useful for predicting future performance when in fact, they're aren't when using behavior-based information. This false confidence is doing the greatest damage when it comes improving our hiring results.

5 Reasons Behavior-based Interviewing DOESN'T Work! (Video)

"Stop" using behavior-based interviewing - It doesn't work! Let me rephrase that...IT DOESN'T WORK WELL ENOUGH FOR HIRING HIGH PERFORMERS! It produces inconsistent and mixed hiring results. To explain, first let me give you a crash course on the evolution of interviewing and hiring. In the beginning, we started out asking Yes/No questions, then moved to open-ended ones to get more applicant information. From there we evolved to asking hypothetical questions and soon discovered we got "hypothetical" answers. Next came hiring based on our gut feeling, as if our intuition ONLY connects with high performers. We soon discovered it didn't. Then came behavior-based interviewing. It was introduced by an Industrial Psychologist about 20 years ago who told us past behaviors are the best predictor of future behaviors. It greatly improved the employee selection process...considering what we had been doing but after using it for a while we came to see the holes in it that allow marginal performers to be mistaken as good hires. To watch the video, go to YouTube and search for "CAROL QUINN'S Interviewer Training: 5 Reasons Behavior-Based Interviewing DOESN'T Work".

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Article Tags: behaviorbased interviewing, Carol Quinn, high performers, Hire Authority, hiring, HR, human resources, interviewing, leadership, management, motivationbased interviewing, training



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