Yes, behavioral questions aren't perfect, but I do believe they still serve a purpose. Sure, candidates will embellish and make up stories. Still you are able to weed out candidates who are an obvious bad match, or identify potential gaps that might need to be addressed after a hire.
My point isn't that behavior isn't an important factor - I think it's more important in predicting success than technical skills. The problem is this:
How many of your existing employees don't have these behavioral deficiencies that you're trying to root out? If you suddenly gave existing employees a behavioral interview, how will they fare?
Comments
Yes, behavioral questions aren't perfect, but I do believe they still serve a purpose. Sure, candidates will embellish and make up stories. Still you are able to weed out candidates who are an obvious bad match, or identify potential gaps that might need to be addressed after a hire.
My point isn't that behavior isn't an important factor - I think it's more important in predicting success than technical skills. The problem is this:
How many of your existing employees don't have these behavioral deficiencies that you're trying to root out? If you suddenly gave existing employees a behavioral interview, how will they fare?