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Behavioral Interviewing: The Worst Possible Way To Hire Someone

Source |Forbes .com  |  BY:Liz Ryan ,  CONTRIBUTOR

Dear Liz,

I’m an HR person. I started working for a university department about four months ago.

I like the job but my managers (both my managers in HR and the ones in my department) are pretty old school.

They asked me bring behavioral interviewing into our hiring process.

I’m not a fan of behavioral interviewing and I know you are not, either. I need arguments against installing behavioral interviewing in my department!

Thanks in advance for your help, Liz.




Dear Felicity,

The key to getting your managers off their infatuation with behavioral interviewing is to suggest a better approach.

Behavioral interviews are the ones where you ask job applicants “Tell me about a time when you solved a difficult problem” or “Tell me about a time when you dealt with an angry customer.”

Behavioral interviewing came on strong in the nineteen-eighties and has died out in many organizations, but some folks are just now hearing about it. They are behind the times, but it won’t help your case to tell them that!

Here are five reasons behavioral interviewing is one of the worst possible ways to interview someone:

1. Nearly every job-seeker has formulated canned answers to the most common behavioral interviewing questions by now. You won’t get much insight or personality from a candidate when you ask such formulaic questions.

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