Behavior-Based Interview Guide: In-Depth Coaching for Hiring Managers

Behavior-Based Interviewing (BBI) is a structured approach focused on assessing how candidates have handled real-life situations in the past to predict future performance. Based on the premise that past behavior is the best indicator of future behavior, BBI helps hiring managers move beyond hypothetical answers by requiring candidates to provide specific examples of their actions and decisions in challenging situations. This method relies on competencies essential to the role, offering a consistent, fair way to evaluate candidates across skills like problem-solving, teamwork, adaptability, and communication.

Using the STAR method (Situation, Task, Action, Result), BBI guides interviewers to uncover not only what candidates did but also how they approached the situation and the impact of their actions. This evidence-based technique minimizes biases, strengthens hiring decisions, and enhances cultural alignment by focusing on real experiences rather than theoretical responses.

1. Understanding the STAR Method

• Situation: Assess if the candidate selected a relevant, clear example. Does the situation relate to the role’s competencies?

• Task: Look for clarity in what was required. Can the candidate define their responsibilities and goals?

• Action: Pay attention to specific actions the candidate took. Are their problem-solving and decision-making skills evident?

• Result: Evaluate the outcome’s relevance. Positive results matter, but insight into what was learned from failures is also valuable.

2. Sample Competency-Based Questions and Interpretation Tips

• Teamwork: “Tell me about a time when you worked closely with others on a challenging project. How did you handle it?”

  • Interpretation: Look for evidence of collaboration, flexibility, and communication. Strong answers highlight listening skills, balanced input, and respectful conflict resolution.

• Adaptability: “Describe a situation where you had to adjust to a significant change. What was your approach?”

  • Interpretation: Identify adaptability and resilience. Good responses include a positive attitude, quick adjustment to new roles, and proactive steps in handling the change.

3. Coaching Tips for Assessing Fit

• Evaluate Alignment with Role Competencies: Assess if the actions and results demonstrate competencies crucial for the role (e.g., innovation, client focus, or analytical thinking).

• Look Beyond Results: Sometimes candidates discuss situations that didn’t go as planned. Strong candidates will reflect on lessons learned, show accountability, and demonstrate growth.

• Probe for Depth: If responses are too vague, encourage candidates to elaborate. This can reveal whether they were truly responsible for the outcome or merely part of a larger team effort.

• Gauge Cultural Fit: Assess if their approach and values align with your organization’s culture. For instance, a collaborative approach suits team-oriented environments, while independent problem-solving may be essential for remote roles.

4. Deciding Fit Based on STAR Responses

• Create a Rating Scale: Use a simple 1-5 scale for each STAR element (e.g., 1 = lacks clarity or relevance; 5 = highly relevant, impactful example). This standardizes evaluations across candidates.

• Compare Responses Across Interviews: After interviewing multiple candidates, review your notes to identify patterns in competencies and cultural alignment.

• Trust Intuition, But Verify with Examples: A gut feeling can be useful, but it’s important to back it up with concrete examples from the STAR responses that illustrate fit.

Behavior-Based Interviewing (BBI) is an excellent tool for organizations transitioning to a more dynamic, people-focused structure. It’s especially valuable in environments where soft skills, adaptability, and emotional intelligence are essential. By focusing on specific behaviors and actions, BBI allows organizations to identify candidates who can thrive in lateral structures and collaborative roles. This approach prioritizes genuine interpersonal skills and cultural fit, making it ideal for companies that value transparency, inclusivity, and the unique strengths each individual brings to the team.

Disclaimer:

The information I provide here is based on reliable best practices and my professional experience, and I aim to give you guidance that can help improve your business operations. However, please remember this content is meant for informational purposes and iso not legal advice. If you have specific legal questions or concerns, I always recommend consulting with a qualified legal professional.

If you need personalized support or have questions about any of the information here, feel free to reach out to me directly!

p. 709.746.5376

e. nbconsultingnl@outlook.com