I recently had a discussion with a respected HR leader that interested me. She stated, “Many great candidates are overlooked because they haven’t had the deeper experiences that hiring managers are looking for when interviewing.”
Are behavioral interview questions eliminating quality candidates simply because they have had different types of experiences within different company cultures?
Behavioral interview questions are widely used because they focus on past experiences, which can be strong indicators of future performance. Research suggests that these questions have a 55% predictive accuracy rate for a candidate’s success on the job. They help assess problem-solving, teamwork, adaptability, and leadership by requiring candidates to provide real-life examples rather than hypothetical responses.
However, while behavioral questions are effective, they are not foolproof. Many candidates rehearse answers, and past behavior does not always account for growth or adaptability in new environments. Many companies complement behavioral interviews with situational questions, skills assessments, and structured interviews to get a more well-rounded view of a candidate’s potential.
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