An interview is a conversation, a give and take of information…but from the Interviewer’s perspective it is a conversation with a purpose; to get all the information needed to make a good hiring decision. That critical choice relies on three critical decision-making factors: Can Do – Skill, Will Do – Motivation and Right Fit – is this candidate a good match for the Organizational Culture? Regardless of skill and motivation, hiring a person who is a bad cultural fit is a poor choice. The employee will never reach optimal performance, be fully engaged, and they are more likely to leave.
The fact is that traditional interviewing predicts future success by only 10%. Behavioral Interviews are 500% more effective than traditional models as a predictor of success. Successful behavioral interviews are the result of careful planning and preparation so the interviewer can use available time as efficiently and effectively as possible.