Positive And Negative Aspects Of Behavioral Interviews

A behavioral interview differs from a traditional interview by asking questions concerning past behaviors in solving problems rather than an opinion of what the applicant would do to solve a problem in the future (Doyle, 2017, March). Therefore, behavioral interviews are specific, and they probe into situations the candidate has been faced with in the past, therefore, rendering predictions of future actions. Behavioral interviews are based on actual experiences, rather than hypothetical situations (Bethel University, 2013). Therefore, additional questions will often be asked in order to understand how specific, job-related challenges and situations were handled by the potential candidate. Questions could be asked concerning group related
Therefore, the HRM team or interviewing personnel can quickly identify false information and end the interview without consuming too much valuable time. If my current employer had administered a behavioral interview while searching for a new Controller, time and money could have been saved. However, a candidate was hired on traditional interview questions and great reliability was given to the resume. Within only a couple of days, it was apparent that the new Controller did not understand anything about the position. Delegation was given to all possible tasks, and the books were falsified to reflect a large profit within the first month. Being in the department, I was very embarrassed by the situation, and within three months, our company was again seeking the position of Controller. Undoing the past three months was a large responsibility, and the new Controller was hired from within the organization, therefore, a record of his behavior and abilities already existed with the