The foundation of behavioral interviewing is that past performance of your candidate is the best predictor of future performance. If you’re asking behavioral questions, you are no longer asking questions that are hypothetical, but are asking the candidate to provide a response that must be based on fact and actual experience.
An example: “Tell me about a time when you had to rely on a team to get the work accomplished. Please be as specific as possible.”
The intent is to make sure you don’t hire someone who can talk a good gme but can’t deliver a great performance.
Gale Kreibich, Director of Service Excellence, Gundersen Lutheran, LaCrosse, Wisc.
