Stop using behavior-based interviewing - It doesn't work! Let me rephrase that...IT DOESN'T WORK WELL ENOUGH FOR HIRING HIGH PERFORMERS! It produces inconsistent and mixed hiring results.
To explain, first let me give you a crash course on the evolution of interviewing and hiring. In the beginning, we started out asking Yes/No questions, then moved to open-ended ones to get more applicant information. From there, we evolved to asking hypothetical questions and soon discovered we got "hypothetical" answers. Next came hiring based on our gut feeling, as if our intuition ONLY connects with high performers. We soon discovered that's not the case. Then came behavior-based interviewing. It was introduced by an Industrial Psychologist about 20 years ago who told us past behaviors are the best predictor of future behaviors. It greatly improved the employee selection process...considering what we had been doing. But now that we have been using it for a while, we have come to see the holes in it that allow marginal job performers to be mistaken as good hires -- when they really aren't. To learn more, watch the video (5:44).
