Behavior-Based Interview – For Managers

Managers have a tough job of ensuring that they hire the right people for the right job! As managers assess candidates integrity, trustworthiness, skills and abilities are at the top of the list.

In my opinion well framed behavior-based questions will give managers a strong foundation for determining if they are hiring the best candidate. One of the keys to success for managers is identifying core competencies, characteristics, and values they are looking for from each employee they are hiring. In many large organizations these things are well documented. But there is a huge difference between documentation, understanding and hiring the right person.

If a manager is looking for a person with integrity, for example. How do you interview someone to determine their integrity? Can you interview someone and measure their integrity? YES! I believe you can. The key to interviewing a candidate(s) about their integrity is framing multiple questions around situations and problems that people may face in your organization. If you ask one question in and around integrity, the person may be able to answer your one question. But when you ask multiple questions, looking for multiple examples of how they handle themselves, you will begin to get a clearer picture of who you have sitting in front of you. Asking good follow-up questions to help you explore what they are really saying will also help you assess ethical issues that may arise in their answer. If you ask well framed questions with good follow-up you will be able to accurately assess and evaluate the person and their integrity.

Behavior-based questions are an excellent tool for managers to help them pinpoint specific behaviors, skills and abilities they are looking for from potential employees.It will help you identify the candidates who have the behavioral traits and characteristics you believe are necessary for the success of the candidate and your organization.

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