A week or two back I penned a post wondering out loud if the Behavioral Interview was dead. Of course, I don't think it is, and a big part of my thought process is that it remains a tool that we just haven't spent enough time training on.
So it's easy to say that it doesn't work. Of course, our managers for the most part aren't great at interviewing and we haven't really tried to train them on interviewing skills across corporate America.
Finally, there are people rationalizing that just because there are thousands of returns in Google providing advice to candidate to "beat the behavioral interview" - we should abandon it as a meaningful tool in the interview process.
Candidates are trying to cheat the behavioral interview? Sounds like the perfect candidate to me. My readers agree - from the comments section of the HRC:
From a reader named Kimberlee:
Yeah, it bothers me that so many people (still?) think that interviewing is a gotcha game or a power play or a thing a person can "pass" or "fail." It's a pernicious perception on the part of both employers and candidates. Interviews should serve purely as a way to talk out whether the candidate is right for the role and right for the company. If candidates are preparing better for those conversations than they were in the past, that's perfect. That's ideal. Anything that will help me take the scared spitter-of-canned-responses candidate in front of me and turn them into someone who can just tell me about themselves, what they've done, and what they hope to do is great in my book.
More from a psychologist named Gary:
Wow, thanks for pointing out this rather alarming trend with respect to how behavioral interviewing is being perceived. As a Business Psychologist, I can say that behavioral interviewing is still an effective tool that is a staple of my candidate assessment/selection process (along with other measures, like personality and cognitive assessments). It's almost as if people believe that the "list of behavioral interview answers" has been released on the internet, while professionals know that there are no "right" or "canned" responses that will "pass" the interview - it just doesn't work like that. And, in agreement with another comment on this article, I also believe that candidates preparing for behavioral interviews by thinking through their best work examples is a win-win for both the candidate and the interviewer. So, in my view, behavioral interviewing is "alive and well", and will be considered best practice for a long time to come.
And a guy named Matt from California (via Mississippi) broke it down in 15 seconds of typing:
So candidates know about behavioral interviewing so they spend some time thinking about various scenarios they have encountered so they are more prepared and can effectively relate them to the interviewer... Win/Win! Maybe I have oversimplified.
Yep - these are my readers! Way to smart to take the bait on bad advice.