Mastering Behavioural Interviews: A Manager's Approach to Assessing Candidates

In today's competitive job market, hiring managers are always seeking innovative ways to identify the right talent for their organisations. One method that has gained traction in recent years is something known as behavioural interviews. These interviews focus on assessing a candidate's past behaviour and experiences to predict future performance, which can provide valuable insight into their potential fit within the company and its culture. The 

What is a Behavioural Interview?

Behavioural interviews are based on the idea that past behaviour is the most accurate insight into what a candidate’s future performance will be like. Instead of asking hypothetical questions such as "what would you do in this situation?", managers will instead inquire about specific instances where candidates have faced challenges and how they responded. This approach not only helps assess a candidate's abilities but also provides a glimpse into their problem-solving skills, teamwork, and overall character.

An Example of a Scenario in a Behavioural Interview

A real-life example would be a hiring manager that has been tasked with appointing a project manager for a Strategy Consulting project. During the interview, the manager could ask the candidate about a time when they faced a major setback on a previous project and how they handled it. In response, the candidate would describe an instance where they faced a delay from an external factor, putting the project's timeline at risk. From there, the candidate can explain how they immediately assessed the situation, communicated with the team and stakeholders, and developed a contingency plan. In a behavioural interview, this answer would demonstrate the candidate's ability to handle setbacks and make the necessary strategic decisions under pressure.

Statistics on Behavioural Interviews

So how many hiring managers actually use this strategy in interviews? According to LinkedIn’s annual Global Talent Trends 2019 report, 75% of talent acquisition professionals reported that they utilise behavioural questions in interviews to grasp a better understanding of a candidate’s behaviour thought patterns. On the effectiveness of the method, 86% of respondents to a LinkedIn survey in 2018 rated the method as “somewhat or very effective.” These statistics show us that this method can be extremely effective in grasping a deeper understanding of a candidate’s ability to handle situations and difficulties well in their new role. 

How to Master Behavioural Interviews as a Manager

• Prepare Thoroughly: Identify the key competencies and skills required for the role and develop a list of Behavioural questions that target those attributes. For example:Give an example of a time you had a conflict with a team member. How did you handle it?Describe a time you made a mistake at work. How did you resolve the problem, and what did you learn from your mistake?Describe a time when you were responsible for a task you didn't receive training on and were unsure how to complete. How did you handle it?
• Listen Actively: Pay attention to how candidates respond, looking for specific examples and the context of their experiences. Develop questions that require candidates to provide real-life examples, “tell me about a time when...” prompts candidates to dig into their experiences.
• Challenge the Norm: Don’t settle for a candidate’s first answer. It is important to probe deep with follow up questions to uncover layers of the candidate's approach and thought process. Drill in on their answers, if you would like to find out how much they are saying is the truth or the real level of contribution to their previous projects. For example, a candidate may say they worked on a project that increased their department revenue by 10% in their last position. A follow-up could be to ask them to give specific details on their contribution to the team and how much of the success was a direct result of them being part of the project.
• Avoid Bias: Be aware of unconscious biases that might influence your judgement. Focus on the behaviours and outcomes, not on personality traits. 
• Continuous Improvement: Reflect on the process. What worked well?What could be improved upon for next time?

In conclusion, Behavioural interviews offer managers a powerful tool to assess candidates' qualifications and predict their future performance. The technique has gained popularity in recent years, supported by statistics that demonstrate its effectiveness. By mastering behavioural interviews, managers can increase the likelihood of hiring the right candidate.