Behavioural questioning is a line of investigation that delves into your candidate’s past experiences in their previous roles.
Behavioural Questions sound like this:
There is absolutely no doubt that Behavioural Interviewing techniques revolutionised hiring and are still effective today. But over the decades, researchers and hiring experts have discovered new techniques that dig deeper and result in better hires.
Today, we will look at Performance-based Interviewing.
Performance-based interviewing helps employers investigate how their potential hire is likely to perform in a real-life or hypothetical situation than is likely to emerge in their unique workplace.
For example: Let’s say you are a digital marketing agency. You boast a range of loyal clients. You are looking to hire an Account Manager to join your growing team, to deliver greater support to your clients. Before you start your interviews, take a moment to think about future situations your new hire needs to know how to handle. Real or hypothetical, ask yourself what situations might be on the horizon in the next 12 to 24 months that your new team member needs to sail through.
These scenarios might include:
Once you’ve pinned down your future/hypothetical situations, craft an interview question around those scenarios.
This way you can dive right in and understand your potential hire’s approach.
Simple right?
If you listen closely to your Candidate, these questions will reveal much more information about how they are likely to handle future situations that might emerge for your business. And based on that data, you have more information from which you can decide if they are a good fit for you.
Predicting performance, instead of just uncovering past behaviours, ensures you’ll find the perfect candidate for the job. This is an easy and cost-free technique that you can apply today.