We need to build in some discussion of the Behavioral Event Interview or what is sometimes called the Behavioral Interview. These interview questions ask people what they really did in their previous job and not hypothetical questions about what the candidate might do in a given situation. This is a good way to drill into actual behaviors such as communications, decision making, conflict resolution, etc. Staffing experts recommend the use of structured interviews in the selection process.
Question: Why are Structured Interviews considered to be more effective than Behavioural Interviews? Discuss the pros and cons of each method.
The behavioral interview technique has been around for over ten years and is considered by many experts to be the number one method of predicting the future behavior of an employee to a degree of confidence in helping to make a hiring decision. Unlike traditional techniques of general question and answers, behavior interviews drive to solutions that reveal more about the candidate than they often intended to allow the employer to see (Jones, 2011).
Structured interviews are often recommended in the interview in the selection process as opposed to behavioral interviews as they are a ...
This solution is comprised of an analysis of structured Interviews versus behavioral interviews in the hiring process and their effectiveness. This response is about 350 words and a reference is also included.