Some time ago, we began to develop behavioral event interview guides for our clients to help them to assess the potentials and capabilities of candidates during the selection process. This approach can be used to assess candidates for any type of job, but when the questions are designed, you need to be sure they are relevant to the content of the particular role.
You can learn a lot about someone from using this approach to interviewing. The notion behind behavioral event interviewing is to ask about a specific situation in which the candidate demonstrated a particular capability in order to determine the individual’s effectiveness in that situation. Situation, Action and Result, often referred to by one particular vendor as the STAR model…the T is for Task. Read more…
