Behavioral questions are a type of question that assesses a candidate’s future performance based on his previous performance. The answer to such a question is determined by the employee’s prior experience or professional history. It is simple for any selection manager to formulate such questions, and these questions are valuable in evaluating the candidate based on his knowledge, skill, ability, and other relevant factors. “Tell me about a time when” or “what will you do if” are common introductions to these queries.
All of the interviews have the same goal: to find the best people for the organisation. The choosing process can be lengthy and exhausting, and it often necessitates a significant financial expenditure. As a result, any organisation would prefer to have a low employee turnover rate. Employee turnover is frequently caused by poor selection judgments; consequently, it is vital to select personnel carefully rather than relying on instinct. It is preferable to have experienced managers in the selection panel when conducting interviews. This is because experienced managers frequently apply a variety of interviewing techniques to find the best candidates. Behavioral interviewing questions are one such way. Such inquiries make it easier to choose person.
Such inquiries are crucial for reducing staff turnover and selecting the best candidate for the job.
To Save Money:
Choosing an employee necessitates a significant commitment. As a result, a bad hiring selection can cost a company a lot of money. A bad decision can have a long-term impact on the organisation, as under-performing staff can have a negative impact on the client base and result in low production.
Helps to understand the candidate and his calibers:
Choosing behavioural interviews allows you to learn more about the individual and his qualifications. As a result, it is simple to choose one for the job because, in addition to hard abilities and education, soft skills are also required. The procedure aids in determining the candidate’s thought style, tendencies, motivations, and preferences.
The process helps to predict the future behavior of the employees:
The behavioural interview aids the firm in determining how an employee will respond to a specific situation. Questions like “give me an example of” and “what will you do if” might help the interviewer figure out what actions the candidate will take to complete the task.
Helps in taking wise decisions:
Behavioral interview questions assist management in making the best decision possible. Rather than choosing an employee based on instincts, they will choose him based on his future performance and abilities. As a result, conducting a behavioural interview is a good business option.
It is vital to have a group of suitable personnel in order to improve the company and determine its destiny. It’s critical to choose the proper person for the job, and the process can be time-consuming. As a result, using a combination strategy for interviewing candidates is in the best interests of the organisation.
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