Behavioral interviews are based on the idea that past performance is the best indicator of future success. These types of questions ask about real life experiences and allow candidates to explain how they dealt with them. They can be can be five times more effective than traditional interviewing and it’s easy to incorporate into your hiring process.
Knowing how candidates performed in past scenarios by asking “What did you do” instead of “What would you do” can better predict how they might contribute to your business.
As the applicant answers each question, listen for the skills they used during their decision-making process. Draw a little more out of candidates by asking follow-up questions such as “Can you go into more detail about that?” or ‘Walk me through that experience.”
After the interview, you should have a better idea of how the candidate will perform for you.