Understanding behavior-based interviewing by Paul C. Green, PhD

17
1
The behavior-based interviewing strategy has become the
most widely accepted method for conducting selection
interviews. The basic premise is:
Pastactionsarethebestpredictorsof futureperformance.
It’s common sense. People don’t change much. Typi-
cally they will behave in the future as they behaved in the
past. When this logic is applied to interviewing, job can-
didates are asked to give descriptions of real times when
they used their work skills. The interviewer then uses their
responses to evaluate their skills and predict how they will
perform in a new job. This approach is not perfect, but it
is a reasonable way to interview.
The behavior-based strategy has emerged from the
science and practice of industrial organizational psychology.
The science of selection is reflected in research on effective
interviewing techniques. Practitioners apply this research
understAnd
BehAvior-BAsed
interviewing
c h A p t e r
Copyright © 2012 Media Learning International, LLC. All rights reserved.
by Paul C. Green Ph.D.

P r e P a r e t o M e a s u r e18
to improve the ways they conduct interviews. This combination of science
and practice has produced interviewing techniques that are research-based,
practical, and legally defensible.1
Thebehavior-basedstrategyhasbeenadaptedbymanagers,consultants,
and trainers to meet their special circumstances. But even though there
are variations in their approaches, they share the idea that past behavior
predicts future behavior. In addition, the most effective and defensible
approaches will emphasize using a
structured interview guide,treating all
candidates in an equivalent way, and
asking job-related questions.
Withthebehavior-basedstrategy,
the interviewer asks job-related, past-
event questions about things that the
candidate did in prior work situations.
She then helps the candidate give ex-
amples of past actions and uses them
to measure job skills and predict job
performance. When this approach is
used in a disciplined way, better candidates are hired, skills are matched
to job requirements, and legal liability is minimized. There is a real payoff
in using a systematic approach to measure job skills and select the right
person for the job.
Interviewers are encouraged to be objective in the ways they gather
and interpret information. This means avoiding first impressions, candi-
date stereotyping, and hiring someone “like me.” Rather, the interviewer is
expected to collect information about past actions, follow the structured
interview guide, and take notes that describe what was done in a particular
situation.Answers are evaluated by comparing examples of past work to the
WHERE DID BEHAVIOR-BASED INTERVIEWING COME FROM?
No single person invented the behavior-based interviewing strategy. It came from
the research and professional practice of industrial organizational psychologists
over several decades. Much of this work has been associated with job analysis,
development of structured interviews, applying a systematic interviewing system,
adapting to legal standards, and interview validation.
WHAT IS A BEHAVIOR?
A behavior can be observed, mea-
sured and verified. You can see or
hear a behavior when it occurs, just
as you can see or hear a skill that is
being used.This makes it more likely
that behavior-based interviewers can
build consensus on a candidate’s
qualifications.

19
skills and competencies needed to do the job well. With the behavior-based
strategy, evaluation is a process, not a general intuition or snap judgment.
A behavior-based interviewer will always ask questions from a written
list of questions that were designed for the specific job to be filled. Often
structured interviews have questions organized under competencies and
offer a way to rate or evaluate answers. Generally, the interviewer has some
flexibility about which questions to ask. But in some cases the interviewer
is required to read all questions to candidates, in order, and with no al-
lowance for probing.
use a Job-reLated, struCtured interview
A structured interview is a written list of questions to ask in your inter-
view. In part B of the Resources at the end of this book you will find an
example of a structured interview for a workforce recruiter, including four
questions for each of the competencies to be assessed, rating boxes to use
in evaluating the candidate’s answers, and space to write notes.
Defensible and effective interview questions come from a job analysis
and are specifically designed for the job you want to fill. It may be tempting
to pull a list of questions from your file, but the most effective questions are
a reflection of what needs to be done on a particular job. Often interview
questions are built from the job tasks in a job description or competencies.
This way each question on the structured interview can be traced back to
job requirements.
u n d e r s t A n d B e h A v i o r - B A s e d i n t e r v i e w i n g
ASK OPEN-ENDED, SINGULAR, PAST-EVENT QUESTIONS
It is not unusual for interviewers to ask the following question:
“Tell me, what are your strengths?”
It is also typical to hear an answer something like this:
“I am a ‘people person’ who enjoys working with others. I am a good problem-
solver, based on what others say. And I feel that I am very organized.”
But there is a problem here. A general question about “strengths” invites the
candidate to give a smooth sales pitch.The solution is to ask a past-event ques-
tion that will lead the candidate to give an example of a specific thing that was
done at work. Generalities are pleasant, but specifics predict.

Thereareafewcriticalstepstotakewhencreatingastructuredinterview:
1. Conduct a job-analysis for the target job and build a list of job
tasks.
2. Create a job description that lists 30 or more important job
tasks and other requirements for the position. (If you already
have an up-to-date job description and job analysis, much of
this work will already have been done for you.)
3. Meet with job experts to develop competencies2 and organize
the most important tasks under them.
4. Have the job experts select the most important job tasks and
convert them into meaningful questions for a structured
interview.
The job experts are a critical part of this process. They have strong
knowledge of what skills and competencies the job will require. Typically,
they have done the job themselves,
have conducted a job analysis,or have
managed people who perform the job.
This gives them a unique perspective
in identifying exactly what the person
will need to do in the job and in creat-
ing questions to measure their skills.
It may seem that creating struc-
tured interviews is too time consum-
ing—but the biggest time consumer
is working with someone who can’t or
won’t do the job. Once an interview
is created it can be used until the job changes significantly. Imagine that
your organization has prepared structured interviews for every job in your
organization. This means that
• the interviews are ready for use at a moment’s notice,
• all interviewers know exactly what to ask, and
• training can focus how to use specific interviews.
The short-term investment in time required to create a structured
interview yields long-term benefits.
WHAT IS A COMPETENCY?
Competencies are descriptions of
job skills or working habits that an
employee needs in order to be ef-
fective in a particular job or to fit
into an organization. They are used
to organize interview questions and
to help you evaluate a candidate’s
answers. Competencies are listed
in part D of the Resources section.

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ask Past-event Questions
The purpose of asking past-event questions (often called “behavioral” ques-
tions) is to help the candidate describe his past behavior in a work situation.
Research has shown that past-event questions are effective in getting informa-
tion that will predict job performance.For example,compare these questions:
Typical question: “Describe your leadership style for me.”
Past-event question: “Tell me about a leadership challenge you expe-
rienced at work. What was the situation and what did you do?”
It is very important to word
past-event (behavioral) questions to
reflect job requirements.Ideally,this is
accomplished by converting job tasks
or activities into questions.Also, past-
event questions are always worded in singular, as opposed to plural, terms.
Ask about “a time when,” not “times when.” This will help communicate
that you want to hear about a specific thing the candidate did.
seek behavioraL PrediCtors
A behavioral predictor is the candidate’s description of what was done in
an actual place, in real time, when performing a particular task. It is more
than just a routine action, like arriving at work or following directions. It is a
To predict what the person will
do, first measure what the person
has done.
STANDARD QUESTIONS VERSUS PAST-EVENT QUESTIONS
Standard Past Event
“What are your goals?”
“To what extent are you work
motivated?”
“Tell me about your skills in
creativity and innovation.”
“What is your philosophy on
work-life balance?”
“What is your primary strength
on the job?”
“What is your primary goal and what did
you do to achieve it last year?”
“Describe a project that reflects on your
work motivation.”
“Give me an example of a time when you
were creative.”
“Tell me about a specific time when you
followed your values on work-life balance.”
“Describe a time when your number-one
strength got results on the job.”

jewel of information that is a meaningful sample of past behavior.This is the
foundation of the behavior-based interviewing strategy: it provides informa-
tion on a past action that will help the interviewer predict job performance.
Behavioral predictors don’t always appear spontaneously in an inter-
view. Sometimes, even with well-written questions, you will have to help
the candidate (1) recall a time when she used her skills and (2) describe
specifically what she did. Not every candidate finds it easy to answer a series
of past-event questions. Here are two ways you can help:
• Keep silent while the candidate is thinking of an answer. Silence
is your friend. If you interrupt the candidate’s thinking, you may
be shutting down a revealing answer—so be quiet and wait for
the answer.
• Redirect an answer. When the candidate is giving you generalities
or self-promotion, it makes sense to redirect the conversation.
Politely interrupt and move to the next question. Then he will
stop talking, listen, and respond.
You also have to recognize when you are getting a generality instead
of a behavioral predictor. For example, look at this answer:
“Let’s see . . . okay . . . once I had a job where the manual filing system
was frequently out of control, because people would usually just get a file
without checking it out. If they did return it they would typically just toss
it in a stack. It started to drive me crazy. It wasn’t really part of my job,
but I took on the job of dealing with the problem.”
The words “frequently,”“usually,”“if,” and “typically” in her response
suggest that the candidate is giving a general answer that will not predict job
performance. So, instead of accepting a vague response, the interviewer has
the opportunity to probe and draw out a behavioral predictor. For example:
“What specific actions did you take? What did you do to reorganize the
system, to get things running smoothly?”
With this type of follow-up question, you are likely to get specifics on
the “who,” “when,” “what,” “where,” and “how” of the solution:
“Well, I worked to almost 10:00 that night. First, I isolated all the duplicate
files that could be consolidated. Second, I set up a checkout system, so
we knew specifically where all these valuable paper files were at all times.
Third, I made a full count on the core files. Fourth, I. . . .”

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It is possible to gain a behavioral predictor well over 90 percent of the
time that you ask a past-event question. An efficient interviewer can get at
least one behavioral predictor every 2½ minutes. This means that you can
gather 10 to 20 behavioral predictors every time you interview.
Just one more point here. When you ask a past-event question you
will typically see the candidate look
away briefly. The break in eye contact
is a practical signal that she is trying
to think of an answer. This is a cue
for you to wait. Be silent. Don’t jump
to the conclusion that the person has a weak character or is fabricating
an answer; just stay silent and listen for specifics that will reflect on the
candidate’s job skills.
Probe based on non-verbaL signaLs
Even though you ask effective job-related questions and probe into the an-
swer, you will sense that there are times when the answer is not complete.
When you do, you may choose to follow non-verbal signals, or “feeling
clues,” that reflect the emotions involved in a behavioral predictor.
None of us are mind readers when it comes to knowing how another
person really feels, but all of us can learn to recognize the non-verbal in-
dicators of feelings. Things like a facial expression, hand gesture, or body
shift can signal that there’s more to the answer than you are hearing. This
is especially important when a non-verbal signal doesn’t match the answer.
When this happens, ask a behavioral probe to get more information.
The most practical way for me to advise you on this is to say that you
can see when a person is giving an indication of comfort or discomfort
with an answer. There is no formula for what type of behavior to look for.
You have to look at the person while talking and make a judgment if there
is a positive or negative feeling associated with the answer.
Sometimes a body shift means eagerness, at other times disappoint-
ment. A hand gesture may reflect confidence, but in other cases it can
indicate nervousness. Much of what a non-verbal signal means is based
on the situation, the person’s typical way of self-expression, or the inten-
sity of the gesture. You have to look at the person and gauge whether the
non-verbal behavior matches the verbal behavior in the answer.
Present questions in a conversational
tone to communicate exactly what
you need to know.

Let’s assume you asked a candidate how he maintained his techni-
cal knowledge. But you hear a general answer, along with a change in his
voice, posture, and gestures that told you there were some negative feelings
embedded in the answer. So you ask a job-related, behavioral probe:
“Please tell me specifically what you did to stay up to date, particularly
with regard to taking classes.”
Notice that this is not a question about feelings. Don’t play psycholo-
gist, psychiatrist, or counselor. This question is about taking classes. It was
prompted by non-verbal signals that
the candidate felt discomfort involving
technical knowledge.
You can get valuable information
by responding to non-verbal signals by
asking job-related probes. Instead of
harboring a vague intuition that something is not right with the answer,
ask a probe to gain more information. It does not always yield valuable
information, but over time your efforts will help you get a representative
sample of the candidate’s skills, negative and positive.
ask reverse Questions
When you get an answer with strong positive or negative information, ask
a reverse question to test your understanding. There are several reasons
why this is important. You may have
• confirmed your first impression,
• overweighed negative information,
• been guilty of the “like me” syndrome, or
• stereotyped the candidate.
As a result, you may see a negative or a positive where it doesn’t exist.
You can also have a biased perspective for the highly qualified can-
didate. When the candidate has the exact work experience and education
you need, you might forget to look for negative information. For example,
a top new hire could have fantastic skills in manufacturing, cost account-
ing, and information technology—but you can be so impressed that you
forget to ask questions about leadership and teamwork. In other words,
your positive bias can cause you to not look for negatives.
Probe for more information when
a non-verbal signal indicates either
a strong positive or negative feeling.

25
Another reason why it is important to ask reverse questions is that
every positive can become a negative if taken to an extreme.
• Motivation . . . can turn you into a workaholic.
• Organization . . . can make you obsessive-compulsive.
• Teamwork . . . can make you too dependent.
• Creativity . . . can lead you to be impractical.
• Extraversion . . . can interfere with being a good listener.
Similarly, every weakness can be the foundation for building new,
positive habits.
• The workaholic . . . learns how to balance work and family.
• The obsessive-compulsive . . . learns how to tolerate ambiguity.
• The non-asserter . . . learns how to make a request.
• The impractical person . . . learns to test ideas.
• The poor listener . . . learns active listening skills.
The practical conclusion is that
not all positives are great and not all
negatives are horrible. Ask reverse
questionstogetarepresentativesample
of a broad spectrum of the candidate’s
experiences.
REVERSE QUESTIONS
You can reverse the direction of a question by changing a few words.
Positive Question Reverse Question
“When were you recognized as an
effective team member?”
“Describe an important goal you set in
your last job. What did you achieve?”
“When did your leadership skills enable
you to get strong results?”
“How did your flexibility help you work
effectively with an irrational customer?”
“When were you given negative feed-
back on your team skills?”
“What goal did you set in your last
job but did not achieve?”
“Tell me about a time when your
leadership skills failed you.”
“When were you too flexible with an
irrational customer? What happened?”
Snap judgments, stereotyping, and
bias can keep qualified candidates
out of jobs and put unqualified
ones in them.

interviewing For PersonaL QuaLities
Interviewers who embrace the behavioral strategy are often cautious about
using the interview to assess personality traits such as integrity, honesty,
and values. This is because the behavioral approach is less theoretical, more
trainable, easily adapted, and reasonably defensible. Also, few interviewers
have the professional training needed to reliably assess personality traits.
In most situations today, it is more practical for interviewers to assess
behaviors.
However, we tend to talk about people in terms of their traits, not
their behaviors. Consider a bank teller. It is legitimate for a manager and co-
workers to expect the teller to be honest (a trait), particularly with financial
transactions. What about an airline pilot? Don’t you want your pilot to be
conscientious (a trait) about reading the instruments in the cockpit, rather
than being distracted by the copilot’s comments about company policies?
There is the added question of how to assess whether the candidate
has personal qualities that fit the work culture. The concept of culture fit
is often expressed as shared values, opinions, and beliefs, not as behaviors.
For example, it is easy to recognize that things move more smoothly when
a co-worker shares an understanding of the job and organizational context.
• An EEOC litigator will probably perform better if she buys into
the values and mission of the agency.
• A software engineer will probably be more effective if his opin-
ions align with the policies and procedures of his employer.
• A police officer may be safer if she believes that in some circum-
stances the use of deadly force is justified.
But even if you build reasonable, job-related questions based on work
culture, there can be questions of legality when interviewing for values,
opinions, and beliefs.You certainly don’t want to move into prohibited top-
ics about religion, family, bankruptcy, lifestyle, and other personal choices.
Just think, how would you feel about being assessed by an interviewer on
your personal values about marriage, religion, or politics?
One solution is to take special care in applying the behavioral ap-
proach. For example, you could build your interviewing strategy on a job
analysis. Determine what people really need to do in order to be effective.
Then turn the job requirements into interview questions.

27
Another approach is to convert a personal quality into a behavioral
question. Here are some behavioral questions involving honesty:
“When you were honest even though it was embarrassing for you? What
did you say?”
“Describe a time when you accurately reported on your performance,
even when it made you look bad.”
“Tell me about a time when you were tough-minded about telling the truth.”
“Describe a situation when you saw a colleague fudge information in a
report. What did you do?”
The conclusion? You can measure personal qualities while avoiding
legal difficulties by skillfully converting important job behaviors into in-
terview questions.
suMMary
The behavior-based interviewing strategy is based on the idea that past
actions are the best predictors of job performance. This is the foundation
for behavior-based interviewing—discover what a person has done in order
to predict what he will do. However, there are challenges in applying this
concept. Interviewers are often guilty of using snap judgments, selecting
“like me”candidates, asking the wrong questions, or accepting a candidate’s
promotional answers.
GIVE RESPECT AND SHOW VALUES
Behavior-based interviewing is a powerful tool for predicting job performance,but
this approach will also reveal the person behind the skills. Sometimes candidates
will share personal concerns like fears, disappointments, dreams, and failures.
When this happens, you may be tempted to be an efficient interviewer—ignore
feelings, interrupt the candidate, ask another question, and wait for the answer.
But sometimes it is better to be an inefficient interviewer. Put down your
pen and listen. Show respect for the person behind the words. Take the time
needed to understand what is important to the candidate. See more than the
candidate’s job skills and recognize the candidate as a person, rather than just
a bundle of skills in a nice suit.

You can minimize interviewing errors through the use of a job-related
structured interview with questions organized under competencies. An ef-
fective interviewer will comfortably present structured interview questions,
gain behavioral predictors, and use past actions to predict job performance.
Research has shown that this approach is reliable, valid, and defensible.
And, if you take time to really listen, you will be able to combine effective
prediction with respect for the person.
Excerpted from Actions Speak! The Newest Ideas in Behavior Based Interviewing.

Understanding behavior-based interviewing by Paul C. Green, PhD

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