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This essay will discuss the development of interviews throughout the time, which types of models are currently applied, how they are applied by employers, which of them are more effective and useful. This essay will also reveal other arguments that affect the interview success, this is in order to clarify the importance of behavioural interviews.
At the beginning of time the only work that existed was hunting and collecting food. Between 1700 to 1800 every generation exercised the same trade. When merchants did not have children they passed on their knowledge to apprentices. The industrial revolution brought a number of low skill jobs. In 1970 personality testing emerged as a means of evaluating the soldiers in the World War I. The test was newly implemented in other sectors in order to check the capability of the candidates. In 1921 Thomas Edison developed a questionnaire to assess the applicant’s knowledge for a position. The questionnaire was published in the New York Times. Over time technology changed the traditional interview model. Currently job seekers have several resources such as online interviews, phone interviews and social networks that facilitate the possibility of being known by companies. For example Linked is a portal that helps companies to contact potential employees, also Facebook and Twitter are increasingly popular.
The traditional method to do interviews has become behavioural interviews. Traditional interviewing always has general questions. Interviewees can predict the answers that interviewers wants to hear such as tell me about yourself, why do you want to work for us?, what are your strengths and weaknesses? That makes it impossible to know what the real abilities of each candidate are. Whilst the behavioural interviewers are based on experiences. For example a good question would be, ¨tell me about when you were working in X and how you dealt with angry customers?¨ Usually the question is composed of two parts. The first one creates an effective behavioural question such as give an example, Could you please describe for me, tell me about a time? The second one is called “a problem” in this part the interviewer must complete the question relating it with a real fact such as an important goal that you have achieved? Something that you faced in the past etc (Boring, 2016) .
The behavioural interviewing is different because it allows you to know the personality of each candidate and what could be their reactions. If the answer was not what you were expected you could increase the degree of challenge. Some aspects that you could analyse from candidates are critical thinking, being a self-starter, willingness to learn, willingness to travel, self-confidence, teamwork, professionalism and so on. Experts have tested the behavioural interview and it´s known that this type of interview predicts 55 % the future of employees behaviours while traditional interviewing can predict just 10%, which explains why it has huge value.
Although methods of interviewing can be useful, there are external reasons affecting the decision to hire a potential candidate. One of them is the personality of employee. Undoubtedly skills workers that are unable to create human connections cannot share adequately with other workers what it makes unnecessary to continue with the interview either traditional or behavioural. Negativity and lack of confidence are part of this problem as well these includes gestures as nervous and weak handshake that happens for lack of preparation.
As a last reason there are other kind of questions which represent a challenge due to them neither are traditional question nor behavioural question they are part of personal issues which in many cases are answered wrong. For example why are you leaving your current job? How do you respond taking directions from managers? How do you tackle criticism ? What motivates you? How long you would it take before you make an impact if you started right now? Have you had other interviews recently? Where are concerned because you are overqualified…what you wouldn´t like of this job? (Michael Page, nd). In these question you need to emphasize in your abilities and achievements. Additionally usual recommendations are common precisely because they have a strong influence by presenting an interview such as leaving a good impression with our clothes, arriving 10 minutes early, not chewing bubble gum, using properly body language, speaking clearly and slow etc.
On the other hand someone prepared to deal with either traditional or behavioural interviews can make them look like a simple requirement however the preparation for behavioural interview can need more time as candidate must focus on experience about individual managerial and analytical competencies in real examples because the behavioural interview must match a candidate with an organisation.
To conclude humans being have designed a lot of channel of communication. Gadgets were changing the way to do an interview. The interview methods cannot applied for any interview models for example a phone interview cannot be answered like online interview simply because in a phone interview you can read your notes while you are answering the questions or if you are having a behavioural interview online it does not mean you can compare this one with a behavioural interview face to face because in the first one you can hide you wrong body language but in the second one you will affect the decision of the employer. Behavioural interview is the development of a traditional interview it has more structure, is more reasonable but it does not mean you always can choose the right candidate there are many skilled workers who need to improve their weaknesses to pass the interviews. Furthermore behavioural interviews are really valued for employers who need motivated workers interested in passing interviews regardless if they are behavioural or traditional.
Katharine Hansen. (nd). Live Career. Retrieved from Live Career: www.livecareer.com
Boring, J. (2016, March 3). Eremedia. Retrieved from Eremedia: https://www.eremedia.com
Michael Page. (nd). Michael Page. Retrieved from http://www.michaelpage.co.uk
Universia España. (2015, may 27). noticias.universia.es. Retrieved from noticias.universia.es: http://noticias.universia.es/
New Zealand Business. (nd, nd nd). New Zealand Business. Retrieved from New Zealand Business: http://www.business.govt.nz/
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