Have you hired someone with a lot of talent and skills only to realize later that they are not a good fit for the role? What could have gone wrong in the interview process then? How did they get through? The answer is rather simple. You probably followed the same old methods of shortlisting and interviewing candidates that have a fixed set of questions.
As a recruiter or an interviewer, you need to consider the fact that a lot of training institutes have mushroomed all across the country that train candidates to crack interviews. These candidates already know the kind of questions that are asked in the so called aptitude tests and interviews. If you use the same old methods, you will eventually end up hiring people who are only good for interviews.
You just waste time when you ask a candidate to take you through their resume, which you have probably already gone through. When you ask someone if they are a good team player or if they can work under pressure or meet deadlines; they are bound to say yes. Why ask for strengths or weaknesses either?
Ask them to tell you if they had to finish a project well within a deadline and how they did it despite having less support from the peers and higher authorities. Simply probe further when they are answering. It will give you an opportunity to know the following things about the candidates which will help you make better hiring decisions.
Are they a good team player?
Can they plan and utilize resources well?
Can they work under pressure and meet deadlines?
Can they support and collaborate with others, if at all?
How are their presentation skills?
Were they actually involved in the project they claim to have executed? (ask them to furnish basic data or facts)
How they overcome challenges?
These and much more aspects of their personality and working styles can be uncovered with the help of behavioral questions.
Here are three reasons why you should ask more behavioral questions in interviews:
You can avoid making bias induced decisions: Sometimes you are impressed by smart looks or style or simply because they share similar interests. Behavioral questions reveal the true nature of a candidate which should be the ultimate goal of an interview.
You can check behavior through quick simulations or case studies: If you ask, “Are you good at convincing people?” they will say yes, because now they know you are looking for someone who is good at it. Instead, make them convince you for something by coming up with a situation.
You can control attrition: It helps control situations leading to attrition or layoffs resulting from ineffective hiring methods.
Thus asking more behavioral questions will help you hire the right candidates who contribute to the success of your organization.