Using Behavioral Questions for Predicting the Future
Asking questions about the candidate's behavior (but not directly) can help you to analyze their future behaviors at your company. For instance, you can ask questions about how they would react in certain situations or how they would handle a hardship related to their role at your business. After asking a series of questions, you will need to analyze the answers to determine:
- How the candidate would react to a real-world scenario
- What the candidate would consider to be a hard problem to resolve.
Before the Interview
It's important to be prepared for the interviews that you have, which is why it's a good idea to go over what you plan to ask. Here are a couple of ways that you can determine which questions to ask:
- What skills are needed in order for the position to be done adequately? Consider much-needed skills that are required, that you may not be able to teach them.
- Make a list of the most important components for the role. Try to keep it to a short bulleted list of three to five.
- What do you consider to be A-players for your organization? Write down what drives the success of your company and use that as a model.
- What are you willing to teach? This will give you an idea of what skills are optional, rather than mandatory.
- Write down which questions you want to ask each candidate so that you can accurately rate them against each other.
Once you have conducted the interview, make sure to look for patterns in the answers that were given to see what type of employee they would be.
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