3 Things Not To Do in Behavioral Interviews

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Behavioral interviewing can be a powerful tool in the hiring process when used properly. Unfortunately behavioral interviewing is being used incorrectly every day. Whether it's not having identified skills-needed, not evaluating properly, or not asking the right questions, the misuse of behavioral interviewing can effect your ability to place the right candidate in the right position. 
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An Introduction to Behavior Based Interviewing

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Companies today are looking for a candidate who not only fits the description of a position based on their experience but will also make an impact with their personality and responsive skills.

Behavioral interviews use questions based on discovering how the interviewee acted in specific employment-related situations. This gives the employer a better look into how the interviewee has behaved in the past so they can better predict how they would behave in the future.
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Behavioral Interviewing: 7 Tips for Hiring Superstars

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Behavioral Interviewing: 7 Tips for Hiring Superstars

Does your organization want to hire superstars and top performers? Behavioral-based interviewing is one of the most effective interviewing techniques and is the chosen form of interviewing by most employers to hire and select top performers. Time and time again, employers tell us that behavioral interviewing practices help them select top people for the job.

Behavioral interviewing involves evaluating how a candidate acted in specific situations in the past. The underlying assumption of behavioral interviewing is that past performance and behavior predicts future performance and behavior. Unlike other types of interviews, behavioral interviewing is generally more successful in evaluating a candidate and predicting how they might perform in the role for which they are applying.
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