Why does an organization use behavioral interviewing techniques?

Why behavioral interview important in organization?

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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Importance of personality assessment in organization

Importance of personality assessment in organization

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Personality tests or assessments have been shown to be a powerful predictor of job performance, and they can even play a part in job interviews in some situations. Furthermore, as compared to cognitive ability tests, they have a lower risk of negative consequences. As a result, it’s worth noting that the use of personality tests by businesses for personnel selection has grown in popularity. Validated personality tests remain appealing selection tools because they aid in the identification of high-potential individuals who are capable of adjusting to a specific work environment using a data-based and non-subjective manner. Despite the fact that the word “personality test” is used broadly, some personality tests are not appropriate for personnel selection; the best personality tests for selection are those that assess attributes, whereas psychological type measures should be avoided. As a result, the purpose of this essay is to critically examine the value of personality tests in the workplace.

Importance of Personality assessment at the Workplace

Workplace personality evaluations are intended to offer employers with information about an employee’s behavioural style and how it may affect their work performance. The results generated by workplace personality evaluations can help organisations in a variety of ways, including:

  • Recruiting top-notch experts
  • Identifying the most qualified candidates for a position
  • Future leader identification
  • Creating and nurturing effective teams

Aptitude and practical skills testing are commonly used to assess a candidate’s fitness for a specific profession, and personality tests are becoming more prevalent as well. These tests examine employee qualities and dispositions, giving employers a sense of the kinds of attitudes and behaviours they would encounter if they hire that person. Personality tests will differ depending on the industry you work in and the attributes that are valued in that field. Employers in the retail business, for example, will be seeking for extrovert applicants who have integrity and can stay calm under pressure.

The assessments can also be utilised with current employees and are a good way to improve the working environment. Once a corporation has identified the various features and characteristics among its personnel, it can devise a strategy to develop the areas that the results have highlighted. This can be accomplished through targeted training and development, or by purposefully pairing persons with diverse personalities in order for them to learn from one another. Employers can use personality testing to understand what function each employee plays in a team and to learn how their employees reason, reach decisions, and interact. Personality testing can also be used to identify workplace leaders. After gathering all of this information, the employer will be able to assemble the most knowledgable and multi-skilled teams possible. When forming these diverse teams, keep in mind the various personalities and allocate jobs and responsibilities to the best individual for the job.

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