Weaknesses of Behavioral Interviewing

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Sullivan explains that behavioral interviewing relies totally on the candidate’s version of how they performed, and that the environment in which they performed is likely much different than your current work environment. He says that much like differing eye witness accounts of the same crime, candidate answers during behavioral interviewing vary greatly due to many factors, including their own perceptions about the work, the extent of their contributions and accomplishments, and how much or little they can relate their performance to the current requirements of the new position. He believes another key weakness of behavioral interviewing is that it’s usually focused on how the candidate performed in the past, disconnecting it from real life relevance to the open position in the hiring company.



Sullivan’s Style of Behavioral Interviewing

Dr. John Sullivan suggests using high-impact questions for behavioral interviewing instead russia phone number library of the usual “tell me about a time when…” questions anchored to the current and future requirements of position and work environment. He says candidates get bored with common behavioral interviewing and lose excitement for the position because they don’t allow candidates to demonstrate their real skills, creativity, and ability to innovate. He says that interviewers need to see candidates show how they will solve problems in the job in their companies to reveal the best applicant to hire.



Questions About Problem-Solving

Questions about problem-solving real challenges in the position allow candidates to demonstrate their true abilities. Sullivan suggests pre-testing behavioral interviewing questions on top performers to be sure they are absolutely relevant to the current job and work environment. Ask candidates to explain how they’d identify problems on the job as it’s been explained to them, along with possible solutions. Ask candidates to explain a specific process that the job deals with and how to identify top areas vulnerable to problems. Give candidates a current real problem that the position has come up against and ask them to explain how they’d address it.