Behavioral Interviewing: Tips for Success (Part 2)

By Team Hireology,
August 12, 2011

Behavioral interview mistakes… Continued from Part 1 of Behavioral intervew tips for success:

4. Using Behavioral Interview Guides Without Scoring- as we’ve mentioned before in, an interview is only as good as it’s scoring tool. Without a valid scoring system, there is simply no way to compare candidates on an even playing field. Still, many of interviewers out there follow their behavior-based interview guides to a T, take great notes and do everything right… EXCEPT for the scoring.

Because of this, Hireology has made interview scoring even easier. We’ve actually embedded scoring guides into our interview forms so users can score-as-they-go, rather than having to go back and enter scores into a different form.

Hireology will also offer a multi-rater interviews feature set to be released on 9-15. With this new functionality, two or more individuals will be able to conduct the same interview and score it separately.

5. Not Taking Notes- Or, taking notes that are illegible. We’ve all committed this crime. Frankly, the ability to take great notes DURING an interview is a rare talent. For most, we scribble what we can while not looking or focusing on what’s being scratched on the page.

Not only is not having notes a legal bender, it’s also a problem when going back to score a candidate, or when trying to recall what a candidate told you in a conversation that could have occurred months ago.

To avoid making this mistake, Hireology recommends typing your notes during your interviews (or right after, if that’s more comfortable for you). It’s faster, its legible and its saved in your computer forever. In Hireology’s interview guides, we have an area for notes after each interview question. You can even type right in the form!

6. Employing the Intimidation Technique- Unless “the ability to perform under intense pressure” is the ONLY competency related to success in your role, you best put your candidates at ease. Interviewing is stressful as is for most candidates, and you’re only hurting yourself when you use intimidation in any way during an interview. Hiring managers relentlessly use this tactic no matter how much training they’ve been through. But, what they might not realize is that the  accuracy of the information given by the candidate is what’s really at stake.

Interviewing 101: If you want your candidates to give you the answers they think you want to hear, make them nervous. However, if you want your candidates to reveal information they normally wouldn’t, make them feel you’re on their side.

7. Not Using Follow-up Questions- While it may seem like you have an 18 question interview in front of you, if you want good information, plan time for a 40 question conversation. Seems long, right? Not if you’re asking the right follow-ups.

After asking any interview question, Hireology strongly encourages your use of the follow-up questions we provide you on our interview guides.  If you want interview responses that go deeper than the surface level, it’s crucial to ask ask your candidates “When?” “How?” “Why?” ‘Tell me more…” each time they give you a response. 

Looking to hire salespeople? Read our guide below for even more tips for success. 

About the Author

Subscribe to our weekly newsletter and learn how to build your best team.