Behavior-Based Interviewing

Behavioral-based interviewing has been gaining momentum along with the ever-increasing demand for skilled and competent employees.

Behavior-Based Interviewing
Behavioral-based interviewing has been around for 25 years, but just recently the practice has been gaining momentum along with the ever-increasing demand for skilled and competent employees. Recruiting Trends introduced its readers to the idea of behavior-based interviewing and promised to take a second, more in-depth look at the success of the technique.
In this follow-up article, we look at two companies that measured a decrease in turnover rates after they changed their interviewing process. Two experts in behavior-based interviewing also share some tips on how to get the most out of the behavior-based interview.
Behavior-based interviewing was developed by Behavioral Technology 25 years ago. The company trademarked the name Behavioral Interviewing and defined it as an analysis of a candidate's potential abilities by examining skills that have been used in past job performance. The main difference between this type of interviewing and a regular interview is that the candidate is asked to give specific examples of how he or she has acted in the past, instead of being asked to share their opinion or ideals.

Case studies

Data Merchant Services Corp., based in Coral Springs, FL, studied its attrition rates for customer service representatives who worked at its authorization center in Omaha, Nebraska and didn't like the results. It uncovered an attrition rate of between 120% and 180%, at a cost of $5,500 for each employee who left.


Read article at Vault.com



Local Articles
Career
Home