Behavioural Interviews - What are they and why do they matter?

We understand that finding the right candidate for a role is more crucial than ever. Traditional interviews often focus on a candidate's resume, technical skills, and qualifications, but these elements alone don't always predict future success. This is where behavioural interviews come in—a method that digs deeper into a candidate's past experiences to forecast how they might perform in a new role. It's important to examine your interview process and questions to ensure they align with your current business needs. Without this alignment, you risk comparing candidates against one another rather than against the specific requirements of the role, which can undermine the entire process.

Behavioural interviews operate on the principle that past behavior is the best predictor of future behavior. By asking candidates to share specific examples of how they handled situations in the past, employers can gauge how they might react in similar scenarios at your company. This approach is particularly valuable for roles that require problem-solving, decision-making, and interpersonal skills.

Technical skills are important, but soft skills—like communication, adaptability, and teamwork—are often what set top performers apart. Behavioural interviews are designed to reveal these soft skills. For example, asking a candidate to describe a time they dealt with a difficult coworker can provide insight into their conflict resolution abilities and emotional intelligence.

Behavioural interviews provide a structured way to assess all candidates equally. By asking each candidate the same set of questions, interviewers can compare answers more effectively, reducing unconscious bias and increasing the likelihood of a fair hiring process. This consistency ensures that decisions are based on actual evidence of a candidate's ability to perform in the role.

Lastly, cultural fit is crucial to long-term employee satisfaction and retention. Behavioural interviews can help you assess whether a candidate aligns with your company's values and work environment. By exploring how they've navigated past work cultures, you can better understand if they’ll thrive in yours.

Example: Behavioural Interview for an Executive Assistant Position

Hiring an executive assistant requires finding someone who can handle high-pressure situations, prioritize tasks effectively, and communicate clearly. Here’s an example of how you might structure a behavioural interview for this role:

Question: "Tell me about a time when you had to manage multiple high-priority tasks for different stakeholders. How did you prioritize, and what was the outcome?"

What You’re Looking For: This question aims to assess the candidate’s ability to juggle competing demands, which is a critical skill for an executive assistant. You want to hear specific examples that demonstrate their ability to prioritize effectively, manage time well, and satisfy the needs of multiple stakeholders.

Strong Response Example: "In my previous role, I supported two executives who often had conflicting schedules and priorities. One particular week, I was tasked with organizing a last-minute board meeting while simultaneously preparing travel arrangements for another executive's overseas trip. I created a detailed to-do list, breaking down each task by deadline and importance. I communicated with both executives to set clear expectations and delegated less critical tasks to other team members. The board meeting went off without a hitch, and the travel arrangements were finalized ahead of schedule. Both executives were pleased with the outcome, and it reinforced my ability to manage multiple priorities under pressure."

A response like this shows that the candidate can think critically about task management, communicate effectively, and handle pressure—all key qualities for an executive assistant. It also provides a real-world example of their problem-solving abilities, giving you confidence in their potential performance in your organization.

We believe behavioural interviews are a powerful tool for uncovering a candidate's true potential. By focusing on past experiences and specific examples, you can gain deeper insights into a candidate's abilities and how they align with the needs of your organization. For roles like executive assistant, where soft skills and cultural fit are crucial, behavioural interviews offer a more reliable way to identify the best candidate for the job. If you'd like to learn more, schedule a free consultation with us by clicking here: https://calendly.com/iris-hr/20-minute-free-consultation.

We'd be happy to help you out with a behavioural interview process!