Closing the Behavioral Interviewing Gap: Part 3

Closing the Behavioral Interviewing Gap: Part 3

Part 1 of this series established the gap between the promise of behavioral interviewing effectiveness and the reduced effectiveness that occurs in the field.

Part 2 reviewed the components and processes of the online behavioral interview web application.

And Part 3 below will illustrate the Behavioral Interview Online process in action, showing both the candidate experience and the sample recorded answers.

The following screen shots show the steps candidates follow to document their past behavioral achievements.

This overview screen explains the BIO process:

 

 

 

 

 

 

 

 

Key Result of the Achievement,

This screen collects the key result of the achievement, when it occurred, how often an achievement like this happened, and how the candidate thinks a credible witness to the achievement will evaluate it:

 

 

 

 

 

 

 

 

 

 

Action Description

This screen collects what the candidate did to accomplish the Key Result, guided by probes created specifically for this question:

 

 

 

 

 

 

 

 

 

 

Software-Generated Coaching Feedback.

This screen helps candidates keep their answers focused on past behavior and not generalities that do not clarify the value they created in the targeted situation. It also draws attention to words that indicate the candidate has focused on a group vs. individual result. Candidates don’t have to edit their answer, but they have the option to do so:

 

 

 

 

 

 

 

 

 

 The BIO Assessment Report

The following excerpts contain three complete achievement descriptions obtained from three different candidates:

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Use of the BIO system tells us that the richness of the accounts provided by most candidates delivers important information value. This value goes beyond the statistics and numerically-driven paragraphs available from traditional psychometric tests of talent potential or multi-item tests of KSAs (Knowledge, Skills, and Abilities). It offers stories that bring the numbers to life in a context that limits the power of self-promotion.

The final set of images shown in this blog post relate to candidate reactions to the online interview process, as compared to more traditional screening methods of tests and phone interviews.

Candidate Reaction Data

Reaction data was collected as the last step of the online interview process. The candidates were informed that their evaluation of the process could in no way impact the employer’s decision.

  • The Mine Manager candidates had applied to mid-level operational and financial roles at a mine in South Africa, operated by a global mining corporation.
  • The Pharma Sales candidates had applied to pharmaceutical sales representative roles across a dozen national and regional firms in the US.
  • The Restaurant Manager candidates had applied to openings at a casual dining restaurant chain, mainly in the US and Canada.

The number of respondents for each job family providing data is identified in the last of the three charts (below):

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Summing up this section, the Candidate Reaction Data showed that all three evaluated BIO most favorably in the way it left them feeling about the hiring organization.

The data confirms the online interview was viewed as more likely to result in a favorable candidate disposition towards working for the employer, and seldom viewed as less fair or less attractive than alternative approaches.

These findings and observations lead to a valuable conclusion:

The BIO is a low risk option for expanding the power of behavioral interviewing and it reduces the worst practices that restrain the effectiveness of behavioral interviewing in the field.

Thank you for taking the time to read my 3-part series on Closing the Behavioral Interview Gap. If you missed Parts 1 and 2, click below:

Closing the Behavioral Interview Gap: Part 1

Closing the Behavioral Interview Gap: Part 2

 

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