Using behavioural interview questions & AI to select the best fit for your company

Hiring the right talent is crucial to an organization's success, but how do you ensure you're selecting the best fit? One effective strategy is using behavioral interview questions, designed to elicit specific examples of a candidate's past behaviour relevant to the job.

These questions offer deeper insights into a candidate’s skills, attitudes, and how well they align with your company’s values and objectives.

What are Behavioral Interview Questions?

Behavioral interview questions focus on how a candidate has handled past work situations. Candidates are asked to describe a scenario, the actions they took, and the results they achieved—commonly referred to as the STAR method (Situation, Task, Action, Result). These questions help assess competencies like problem-solving, communication, teamwork, and leadership.

Example questions:

• Tell me about a time when you worked under pressure. How did you handle it, and what was the outcome?
• Describe a challenging project you led. What was your role and what did you achieve?

How to Develop and Use Behavioral Questions

To effectively use behavioral interview questions, it’s important to structure your approach:

1. Identify Key Competencies
   Start by pinpointing the skills, knowledge, and personality traits vital to the role. You can draw from job descriptions, performance metrics, or feedback surveys.

2. Ask Open-Ended Questions
   Use phrases like "Tell me" or "Give me an example" to encourage detailed responses. Examples include:

   • Describe a time when you had to meet a tight deadline.
   • Explain how you dealt with a difficult client or colleague.

3. Use Follow-Up Questions
   Dig deeper into candidates’ answers to clarify their decision-making and problem-solving processes. Follow-up questions include:

   • What challenges did you face during that situation?
   • How did you measure your success?

Enhancing Interview Accuracy

While behavioral interviews are insightful, maintaining objectivity is key. Here are some tips to improve accuracy:

• Prepare and Structure Interviews
  Ensure consistency by preparing questions and criteria ahead of time and reviewing candidates’ profiles beforehand.

• Conduct Standardized Interviews
  Ask the same set of questions to all candidates to maintain fairness and reduce bias.

• Avoid Common Biases
  Be mindful of cognitive biases that could influence your judgment, and strive for impartiality when evaluating candidates.

• Rate Candidate Responses
  Use a structured rating system to objectively assess candidate performance against job requirements.

Leveraging AI in Recruitment

AI can streamline the hiring process by assisting with tasks like screening resumes and generating interview questions. For instance, an AI-powered tool could help craft personalized behavioral questions by analyzing job requirements and the skills needed.

If you're looking to save time, consider using AI tools to help automate parts of the recruitment process, ensuring a smoother, more efficient hiring experience.