Behavioural-Based Interview Questions: Essential for Selecting the Right Candidate - Essay Sample

Introduction

Job interviews are vital when it comes to employee selection. The interviewer can use behavioural-based questions to assist them in selecting excellent candidates. It is crucial to ask questions that help to identify whether the candidate has the skills, experience and behaviour based on the job applied (Smith & Sedighimornani, 2012). Upon asking the interview question, the interviewer needs to ascertain whether the candidate is an excellent job fit or cultural fit for the position applied. Such emphasis heightens the chances of success of the candidate in getting the job. Good interviewers should spend most of their time preparing and planning for the interview. The below are interview questions and the reason why interviewers ask.

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What is your greatest strength?

A good interviewer understands the importance of hiring the right person. One central character they look for is the job position and how strong the candidate can be. By combining the company's knowledge and job description, interviewers ask the question to evaluate the candidate's persona (Smith & Sedighimornani, 2012). Such kind of persona assists the interview to have the whole picture of the type of person besides their job specifications. After carefully going through the candidate's cover letters and resumes, several questions are asked. To hone the skills of the individual, then the issue on their strengths makes the candidate feel like they are having a conversation with the employer.

Describe A Problematic Situation And How You Overcome It

As an interviewer, the best thing to think about is the role they play. Most of the preparation is focused on the candidate and stories about their experience. Interviewers also consider the unique contributions made before asking the questions needed. As known, interviewers consider more on likability before deciding to offer the position to the candidate. That is why they test the candidate for their difficult situation (Smith & Sedighimornani, 2012). Sometimes, someone might have perfect qualifications but portrays weaknesses when it comes to challenges. In short, no matter how good someone responds, the best way for the interviewer is to resonate with candidates to see the type of strategy the candidate can apply under challenging situations.

Questions Not to Ask: ‘What Is Your National Origin?’

An interviewer is supposed to ask legal questions that align with the candidate's skills, experience, weaknesses and strengths. In most circumstances, the interview needs to avoid illegal interview questions that can make the company be the target of the court. It is vital to avoid asking questions that touch on the personal life of the candidate. The idea of asking the national origin of the candidate is wrong because of the protection of the federal class. Consequently, employers should not use the background of a person as a reason for hiring a particular candidate (Smith & Sedighimornani, 2012). The applicant will also feel that there is no equality in terms of hiring.

Conclusion

Hiring is a procedure that requires accuracy and honesty. Interviewers or employers need to be keen when taking this process to allow equality and fairness. As a requirement, certain questions should be asked to determine the applicant's strengths or weakness. However, issues that touch on the personal life of someone should be avoided because it is against the law and the rights of the applicants.

References

Smith, P. B., & Sedighimornani, N. (2012). How to get a good job: Culture, job search procedures and interview strategies. PsycEXTRA Dataset, 114-124. DOI: 10.1037/e508372013-001