An overwhelming majority of managers have never had an ounce of training on how to conduct an interview. As a result, they wing it. They ask typical interview questions like, “Where do you see yourself in five years?”, “Why should we hire you?” and “What are your greatest strengths?” There are many websites listing common interview questions and how to respond to them. Unfortunately, your candidates are well-versed on how to answer these questions in exactly the way that interviewers want to hear.
How do hiring managers get around this very real problem? By conducting behavioral-based interviews. Behavioral-based interviewing is founded on the premise that the best predictor of future performance is past behavior in a similar circumstance. If a candidate is asked to recall a specific situation that mirrors one that could arise in the position in question, the interviewer will get a good idea of how the candidate will perform on the job. The more a hiring manager can learn about a candidate’s specific behaviors , the more confident the hiring decision will be.