Behavioral Interviewing

behavioral-interviewing-1Often, finding the right candidate for a position feels like shooting in the dark. During interviews, applicants are eager to impress.  They display their best behaviors, having prepared to give the right answers to interview questions. While a firm handshake, a nice suit and a well written resume all project a good image, having objective information about the way the applicant prefers to work is more important.

For example:

  • Does the applicant prefer to take charge or be a team player?
  • Is the applicant relationship oriented or one who prefers to work alone?
  • When organizing work, does the applicant focus on the big picture or pay more attention to details?

behavioral-interviewing-2The answer to these questions has a profound impact on how well an individual fits into a position. For example, successful sales people typically spend much of their time building relationships and feel comfortable and energized by spending time with others. Accountants, on the other hand, must keep track of many details and organize their work methodically in order to report accurate information. A sales person who is uncomfortable around others would have a hard time achieving success, as would a disorganized accountant.

RightPath’s behavioral assessments, Path4 and Path6, objectively measure a person’s hard-wired behavior in areas that directly impact workplace effectiveness. According to research by Dr. John Hunter of Michigan State University, hiring success is approximately 14% when the only factor considered in the hiring decision is the interview. However, by combining the interview, background and reference checks and a behavioral assessment, the accuracy of the selection process increases to 75%.

RightPath partners with a wide variety of clients to develop an interview and selection process designed to get the right people in the right jobs. To accomplish this, we use two tools: behavioral interviewing and benchmarks

Please contact us to learn more.