Structured behavioral interviewing: what it is and how it works
Among the various competency analysis methodologies, the most interesting one is definitely the BEI procedure or behavior-based interview(Behavioral Event Interview). Specifically, it is a tool that directs the survey to seek competencies through knowledgeable information, provided directly by the interviewee, about the behaviors he or she has enacted in his or her past experience. To standardize the BEI, the Targeted Interview was used, which is based on the STAR(Situation, Task, Action, Result) method. This method helps to structure and standardize the way questions are asked and interview results are collected (G. C. Cocco., A. Gallo, Assessment in Action. Corporate experiences of human resource assessment, 2008).
Let's look in more detail at how this information collection and processing procedure works and what is the reliability of this methodology compared to others existing on the market.
How Targeted Interview works
The Targeted Interview includes a series of behavioral and situational or hypothetical and open-ended questions. The topics covered in this type of interview can be varied. For example, general questions may be asked about how the candidate approaches a problem and solves it, thus bringing out the reasoning and motivations that lead to a particular outcome. Another frequently used type of question is about how the candidate has used his or her communication skills to mobilize others. However, the Targeted Interview also includes questions with the intent to delve into technical skills and how these might impact the candidate's contribution to the job in the company. Finally, questions that bring out the uniqueness of the candidate and his or her compatibility with the company's values and mission can also be included.
Also very interesting is thecombination of the theoretical principles of the BEI and Targeted Interview with AI algorithms based on language analysis, a practice that makes it possible to use this methodology even at a pre-selective stage of the hiring funnel and to automate the selection process.
Skills analysis: comparing methodologies
Among the various methodologies for skills analysis,Assessment Center is the methodology that statistically provides the highest results in terms of predictive potential of skills. This is evident from the research of Smith and Boyle (1988), who present a list of assessment methods sorted according to a descending scale that establishes the correlation of validity between the method and the performance actually found in the job position:
- Assessment Center 0.65
- Practical evidence 0.54
- BEI 0,48
- Personality questionnaires 0.39
- References 0.23
- Interviews (not BEI) 0.05 / 0.19
Thus, the structured behavioral interview (BEI) does not rank first in the rankings compiled by the two scholars, but it ranks ahead of methodologies such as personality questionnaires, reference or interviews based on different approaches.
>> ALSO READ: THE CV CHALLENGE: ASSESSING CANDIDATES' SKILLS AT THE PRE-SELECTION STAGE
Which solution to choose for company selection processes
TheAssessment Center and practice tests turn out to be the methodologies with the highest predictivity, but they are difficult to use in a hiring phase because of thehigh effort and cost involved. Thus, EIB turns out to be the best compromise between effort, cost, and predictivity. This is a key point to consider when looking at the actual impact of implementing such a practice in companies' existing selection processes. Especially for small and medium-sized companies, which often do not have large resources to devote to HR activities or cannot structure an organized HR department, finding a solution that is both effective and easy to implement is crucial.
>> ALSO READ: AI AND INNOVATION OF CANDIDATE SELECTION PROCESSES: WHERE ARE WE?
