HR professionals are constantly seeking effective ways to assess job applicants. Among the myriad techniques available, Behavioural-Based Interview Questions (BBIQ) stand out for their reliability and depth of insight. This article explores why these types of questions are crucial for recruiters aiming to make informed hiring decisions.
What are Behavioural-Based Interview Questions?
Behavioural-Based Interview Questions are designed to uncover real-world examples from an applicant’s past experiences. Unlike traditional interview questions, which are often hypothetical, BBIQs require the candidate to delve into their history to provide concrete instances that demonstrate their skills, qualities, and capabilities.
Common Examples:
- “Tell me about a time when you had to meet a tight deadline.”
- “Describe a situation where you had to resolve a conflict in a team.”
- “Share an example of how you overcame a challenging problem at work.”
Why Are BBIQs Important?
Authenticity
These questions cut through the surface, requiring candidates to share real experiences rather than rehearsed responses. This provides a more authentic snapshot of the individual’s abilities and characteristics.
Predictive Value
Past behaviour is often a reliable indicator of future performance. By focusing on what a candidate has actually done, BBIQs offer predictive value for how they will likely behave in similar situations moving forward.
Skill Assessment
BBIQs are excellent tools for evaluating both hard and soft skills, ranging from technical proficiencies to emotional intelligence.
Cultural Fit
Through the stories and examples provided, recruiters can assess whether a candidate’s values and style align with the organisation’s culture.
Best Practices for Using BBIQs
Preparation
Thoroughly research the role to understand what skills and qualities are essential. Tailor your questions to probe these areas.
Consistency
Ask all candidates the same set of questions to ensure a level playing field and make comparisons easier.
Deep Dive
Don’t settle for vague or incomplete answers. Encourage candidates to provide specific details by asking follow-up questions.
Scoring
Consider implementing a scoring system to evaluate responses objectively, based on predetermined criteria.
Conclusion
Behavioural-Based Interview Questions are an invaluable tool in a recruiter’s arsenal. Their focus on real-life experiences offers a nuanced and predictive understanding of a candidate’s potential fit for a role. As we navigate an increasingly complex employment landscape, leveraging the power of BBIQs can be a game-changer for making informed, effective hiring decisions.
About Us
Liquid HR is a leading HR consulting firm helping businesses of all sizes to navigate the complexities of human resource management, while providing tailored HR services based on their unique requirements, including HR Outsourcing, Recruitment and HR Advisory Services.
With offices in Melbourne, Sydney and Brisbane, we work with businesses across Australia.
For more information, please contact us on 1300 887 458 and speak with one of our HR Consultants.
