The Critical Incident Interview (BEI) is an interview technique used in the workplace to evaluate the performance of candidates in specific situations. This methodology has become a popular tool within personnel selection processes, as it allows interviewers to obtain detailed information about how an individual has handled real situations in the past. In this article, we will explore what the Critical Incident Interview is, how to conduct it, and what its benefits are for both employers and candidates.
Origin and foundations of the Critical Incident Interview
The Critical Incident Interview technique was first developed by Flanagan in the 1950s to evaluate the performance of United States Air Force pilots. Joined. Flanagan noted that rather than asking candidates how they would handle a hypothetical situation, it was more effective to ask them to describe concrete situations in which they had faced real challenges.
The basic premise of the Critical Incident Interview is that the best way to predict an individual's future performance is to analyze how he or she has acted in similar past situations. Instead of relying on hypotheses or theories, this technique focuses on concrete facts and observable behaviors.
How does the Critical Incident Interview work?
In a Critical Incident Interview, The interviewer asks the candidate to share specific examples of situations where they have faced challenges in the past. These situations, known as "critical incidents", can include conflicts at work, difficult projects, crisis situations, among others.
The candidate must describe the incident in detail, including the context, actions what it took to confront it, the results obtained and the lessons learned. The goal of the interview is to evaluate not only the candidate's technical skills, but also their interpersonal skills, problem-solving abilities, leadership, and stress management.
Benefits of the Critical Incident Interview
There are several benefits associated with using the Critical Incident Interview technique for both employers and candidates. Some of the main benefits are:
- Evidence-based assessment: The Critical Incident Interview provides employers with concrete information about how a candidate has handled real situations in the workplace. past, rather than relying on generic or hypothetical answers.
- Performance prediction: By analyzing a candidate's past behavior, employers can make a better prediction about how they will perform in the future. the role for which you are being considered.
- Identification of strengths and areas of improvement: The Critical Incident Interview technique allows you to identify the strengths and areas of improvement of a candidate accurately, which can be useful both for the individual's professional development and for making hiring decisions.
- Improved candidate experience: Candidates often value positively the opportunity to talk about their past experiences in a selection process, as it allows them to highlight their achievements and skills in a concrete and relevant way.
Tips for conducting a Job Interview Effective Critical Incidents
For a Critical Incident Interview to be effective, it is important to follow some key tips that will help maximize the benefits of this technique for both employers and candidates:
1. Appropriate Preparation
Prior to the interview, the interviewer should identify the key competencies being assessed and select examples of critical incidents relevant to each of these competencies. Likewise, it is important to ensure that the candidate clearly understands what the Critical Incident Interview technique entails and how he or she should structure his or her responses.
2. Active listening
During the interview, it is essential that the interviewer practices active listening, paying attention not only to the candidate's responses, but also to their non-verbal language and the emotions they may be expressing. This will help get a more complete picture of the candidate's skills and personality.
3. Asking open questions
It is advisable to ask open questions that encourage the candidate to describe situations with concrete details. Avoid closed questions that only require yes or no answers, as they limit the depth of information that can be obtained.
4. Objective Evaluation
When evaluating the candidate's responses, it is important to be objective and focus on observable behaviors and concrete actions they have taken in past situations. Avoid making judgments based on assumptions or prejudices.
Conclusions
The Critical Incident Interview technique is a powerful tool that allows employers to objectively evaluate the skills and competencies of candidates through concrete examples of their past performance. By focusing on actual critical incidents, this technique helps more accurately predict individuals' future performance and objectively identify strengths and areas for improvement.
For candidates, the Critical Incident Interview offers the opportunity to highlight your achievements and skills in a relevant and concrete way, which can contribute to a more positive selection experience and a fairer assessment of your capabilities.
In summary, the Critical Incident Interview It is a valuable tool that, when applied effectively, can enrich personnel selection processes and facilitate the identification of the most suitable candidates for available roles.