There are many recruitment methods out there, including behaviour based interviewing.
Whilst we have touched on some of the more unusual recruitment methods used by companies before, (and there are plenty more to be found on Google) as we have established, they aren’t always effective.
By far and away the most powerful is behaviour based interviewing.
So what is it?
This is when you invite the candidate to describe a situation in their past when they have tackled a particular job, or handled a specific situation.
Typically, it is harder to distort the truth when recounting events of the past. You can help this by asking supplementary questions, such as:
- How were you feeling at that moment in time?
- Walk me through your decision-making process
- Tell me more about your meeting with…
- What would you do differently now?
It is reasonable to expect candidates to recount incidents that didn’t always go to plan.
I always find that far more refreshing, to be honest. It shows authenticity, and an ability to reflect. Who of us doesn’t wish we had handled some things differently in our past, particularly with the benefit of hindsight?
The trick with these questions is to ensure you are asking them appropriately. You are looking to draw the candidates out, and see if they have the specific skills you are looking for in your ideal employee.
Don’t launch straight into this type of question. Put the candidate at ease first, by asking some simple questions while they get settled and shake off their initial nerves.
Remember, interviewing is defined as a conversation between two people. It shouldn’t feel like an interrogation, leaving your candidate reeling.
Ultimately, you are looking to ensure the experience shows your company and you in the best light, as well as giving the candidate the chance to shine.