WHY YOU SHOULD USE BEHAVIORAL INTERVIEW QUESTIONS

It’s a proven reality that in your recruiting process you can use behavioral interview questions, but you know why? Have you ever stopped identifying an interview’s purpose? You naturally want to explain the job, its duties, and the culture of the company in clear terms from your desk-side to attract the best talent. But what do you plan to learn from your talent apart from selling the opportunity to your candidates? You already have their Resumes listing their talents, their preparation, their dates, and their places of work. What additional thing do you need?

3 reasons why in your next interview you should use behavioral questions.

You can not answer the question

Interviewees tell the candidate the reply that they want to hear all too often without expecting to. Let’s assume that you look for a Web developer and interview a Martin-named candidate. Do you know SQL, if you ask? Guess what Martin certainly is going to say. But if you ask, tell me the programming tools you used in your last work, it gives you so much more to learn than if Martin knows SQL. It led you to think about the kind of project Martin worked on, the length of the project, the role he played in the team, what problems he encountered, how he approached challenges, what he liked about and didn’t like the whole experience. You will see if he has a feeling of humour, is a team player and sees the big picture, or all the little details.

You avoid making a bad hire

We have addressed the option of candidates for your feelings. The selection of a candidate you feel most about is so easy, but ill advised. But if you dig your expertise into it, you can find that they have endless tension with previous colleagues and almost no problem solving skills. There’s a lot of work that can be done with other applicants. Conducting interviews can help you discover past habits that can discourage you from doing a bad job.

You discover what the candidate really wants

What you really want to learn about Martin is not in his curriculum vitae, for example if he can take on the daily tasks, evolve and learn from mistakes. What you really want Martin to ask is, so how did you decide what to do next about the detour to this project that you described above? What help did your manager require and receive? How have you dealt with your frustration? Through your discouragement, what has kept you going? If you have been taught in two respects, what would it be? What would it be? You ‘re going to get the idea. Since you choose behavioural questions for interviews, you know more about Martin’s thinking, style, movements, patterns and desires now than if you read 10 times his curriculum vitae.

Conclusion

Words on a curriculum vitae provide a special experience. If the applicants you interview are to improve your comprehension, use conduct questions for interviews to deepen understandings. It is your best chance to get the answers you need to recruit as best you can.

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