Job interviews have been part of businesses for hundreds of years and behavioral interview certainly has a huge part of it. HR professionals and employers have been using this technique to single out the best applicants from the rest. Behavioral interviews basically help HR professionals and employers to determine the type of skills and competencies that each applicant has. Source: cedrsolutions.com “Behavioral Interviewing is Dead” From this, they must analyze if the applicant’s list of skills and competencies matched to their offered positions in the company. This will also help them get a glimpse of how the applicant has performed in the past, and how he/she might perform in their new workplace. However, HR Capitalist shared that one of the speakers in a conference stated that “Behavioral interviewing is dead.” Do you agree with this statement? But to make it more confusing, the speaker has added that if you just look up the term in Google, thousands of page results will reveal things about how behavioral interviewing can be beaten by applicants. But with the help of some logic and reasoning, HR Capitalist has arrived at rationalization. It Still Works! For Coefficients Co. Ltd., experts and so-called “experts” help applicants to get around behavioral interviewing does not have anything to do with inefficiency. As a matter of fact, behavioral interviewing still works great until now. But if it didn’t, perhaps it is just your managers who lack the necessary training. Even interviewing needs certain skills in order for applicants to talk and spill the beans. The HR team needs training first and that is what you should provide them to get the right candidate. By means of training, HR professionals must be given a real training to hone their skills. If they failed, they should be able to learn from it and train harder to fit their skills in the real world. HR Capitalist even said that “If you don't force people to fail in your training, they'll never be effective in their real lives as managers.” To answer this question if behavioral interviewing isn’t dead yet, the answer is yes. This approach is indeed an efficient way to examine applicants better if the interviewer got all the training they need. On the other hand, behavioral interviewing is not the only way how HR professionals, managers, and employers can select the best candidates. Think of more innovative ways on how to select the best candidates with some help of a little research of course. Want to learn more? Drop by at Coefficientsco.com and see why they keep the best clients because of their employees.
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