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Announcing New Lessons on Behavior-Based Interviewing

Written by Rae Feshbach

If you were interviewing for a job or screening candidates about 10 years ago, you might remember Google’s famous brain-teaser interview questions. They used to pose questions that were nearly impossible to answer: How many piano tuners are there in Chicago? How many ping pong balls can you fit in a car?

The tactic seemed revolutionary at the time, yet Google doesn’t do this anymore. Why? Turns out it didn’t help them learn the right information about their candidates. It’s actually more important for a web designer to know about designing web pages than about the capacity of a car.

While you may not be asking your job applicants spacial-reasoning questions, you’re likely asking some questions that aren’t related to their ability to do the job, and basing your assessment of them on their responses (Think: Why do you want to work here? What was your favorite thing about your last job? Or the classic, Tell me about yourself…)

Intuitively these type of questions seem like they allow us to get to know the applicant and help determine their fit for the job. In fact, one study showed that 75% of HR professionals believe you can learn more from an informal chat—an unstructured interview—than a structured one where you always ask the same questions in the same order. But they’re wrong: structured interviews with questions that focus on relevant behaviors are twice as predictive of job success as unstructured ones. The best way to interview job applicants is to ask each of them the same questions, in the same order, about job-related topics.

Using a structured, behavior-based interview process can help you fairly assess candidates and avoid basing hiring decisions on biases like similarities or gut instincts.

Through Grovo’s latest Microlearning® content from content producer Joe Stanton, you will learn how to:

  • Determine the behaviors you should be assessing through your interview process
  • Create a structured interview guide of behavior-based questions
  • Create a rating scale for each question that enables all interviewers to rate the candidate based on the same criteria
  • Get stakeholder buy-in for the structured interview process

There’s a lot at stake when you interview job candidates, and using structured, behavior-based interviews is a way to help you get it right. You can start improving your interview process today by watching one of our new lessons, What Happens in a Behavior-Based Interview.