Advantages of Behavioural Interview
1. Objective Assessment: Behavioural interviews promote a more objective and standardised evaluation process. By asking candidates to provide specific examples of their past behaviour, interviewers can assess their qualifications in a consistent manner. This reduces the influence of biases and subjective judgments that can sometimes affect hiring decisions in more traditional interviews.
2. Skill and Competency Alignment: Behavioural interviews are tailored to assess specific skills and competencies relevant to the job role. This alignment ensures that the interview focuses on the key attributes required for success in the position, leading to a better match between the candidate’s capabilities and the job’s demands.
3. Candidate Self-Reflection: Behavioural questions often require candidates to reflect on their own experiences and actions. This self-analysis can be a valuable exercise for candidates as it prompts them to think critically about their past achievements and challenges, fostering a deeper understanding of their own strengths and areas for improvement.
4. Legal Compliance: Behavioural interviews are designed to comply with legal and ethical hiring standards. By focusing on job-related behaviours and competencies, these interviews reduce the risk of asking inappropriate or discriminatory questions, helping organisations maintain compliance with employment laws and regulations.