The structured behavioral interview is a technique widely used in personnel selection processes that is based on the belief that the best way to predict an individual's future behavior is through their past behavior. This approach focuses on obtaining detailed information about specific situations in which the candidate has demonstrated certain skills or competencies relevant to the job.
Origin and Foundation of the Structured Behavioral Interview
The structured behavioral interview has its roots in behavioral psychology and in particular in social learning theory. This technique is inspired by the idea that human behavior is influenced by the consequences that arise from it, and that people tend to repeat those actions that have brought them positive results in the past. In the context of personnel selection, this means that an individual's previous experiences can be a reliable indicator of his or her future performance in a job.
The structured behavioral interview is based on a series of fundamental principles that differentiate it from other types of interviews used in selection processes. First, it focuses on observable, measurable behaviors rather than personal characteristics or abstract skills. This means that interviewers seek to collect concrete examples of situations in which the candidate has demonstrated specific behaviors relevant to the position.
Another key principle of the structured behavioral interview is the standardization of questions and form. to evaluate the answers. This translates into developing a set of predefined questions and using clear and objective criteria to evaluate candidates' responses. This standardization contributes to reducing bias and subjectivity in the selection process, increasing the reliability and validity of the evaluation.
Benefits of the Structured Behavioral Interview in Selection Processes
The interview Structured behavioral training offers a number of benefits for both employers and candidates. First, this technique allows employers to objectively evaluate candidates' specific skills and competencies, based on concrete examples of their past performance. This makes it easier to make informed decisions about a candidate's suitability for a given job.
Another important benefit of the structured behavioral interview is its ability to predict future employee performance. By focusing on past behaviors that are relevant to the position, this technique helps identify those candidates who have the skills necessary to be successful on the job. This reduces the risk of hiring people who, although they may have a good resume, are not really qualified to do the required work.
In addition, the standardization of questions and evaluation criteria in the interview structured behavioral approach helps reduce the possibility of bias and discrimination in the selection process. By evaluating all candidates with the same standards, equitable treatment is guaranteed and the risk of bias that may influence the final decision is minimized.
Practical Application of the Structured Behavioral Interview
The implementation of the structured behavioral interview in a selection process requires careful planning and preparation on the part of the interviewers. First, it is essential to clearly define the competencies and skills required for the job, as well as identify the specific behaviors that demonstrate possession of these competencies. This information will serve as the basis for developing the interview questions.
Once the framework of competencies and behaviors to be evaluated has been established, interviewers must design a set of questions that allow candidates to describe past situations. in which they have demonstrated those skills. These questions should be open and aimed at obtaining detailed information about the context, the actions taken by the candidate and the results obtained.
It is important that the interview questions are coherent and structured in a logical manner, so that a common thread can be followed during the interview. In addition, it is advisable to establish clear and objective evaluation criteria to evaluate the candidates' answers, so that a fair comparison can be made between them.
During the interview, interviewers should focus on listening carefully to the candidates' candidates' responses and in asking follow-up questions to obtain more details if necessary. It is important to maintain a neutral attitude and not influence the candidates' responses, allowing them to express themselves freely and provide relevant information about their experience and skills.
Limitations and Ethical Considerations of the Structured Behavioral InterviewLimitations and Ethical Considerations of the Structured Behavioral Interview
Although the structured behavioral interview has numerous advantages in terms of reliability and validity in the evaluation of candidates, it also has certain limitations that are important to take into account. One of the possible drawbacks of this technique is that not all competencies or skills relevant to a job can be evaluated effectively through examples of past behavior. Some skills, such as creativity or adaptability, may be more difficult to measure using this approach and may require complementary assessment methods.
Another limitation of the structured behavioral interview is that, by focusing on the past behavior of candidates may not take into account their potential for future development and growth. A candidate with little prior experience in a specific field could be unfairly discarded if more weight is given to their past achievements than their ability to learn and adapt.
From an ethical point of view, it is important that candidates Interviewers apply the structured behavioral interview in a fair and equitable manner, avoiding any form of discrimination or bias. Furthermore, it is essential to inform candidates about the approach of the interview and ensure that they clearly understand the evaluation criteria used, so that they can adequately prepare for the interview.
Conclusions
In summary, the structured behavioral interview is an effective and objective technique to evaluate the skills and competencies of candidates in personnel selection processes. By focusing on past behaviors relevant to the job, this technique allows employers to make informed decisions and reduce the risk of hiring people who are not suitable for the job.
While the structured behavioral interview has certain limitations and ethical considerations that must be taken into account, their adequate and fair application can contribute to improving the quality and equity of the selection processes. With careful planning and objective evaluation of candidate responses, this technique can be a valuable tool for identifying top talent and building successful work teams.