Teknik Interview HRD (Metode Behavioral Event Interview) Sylvina Savitri

Summary

The video discusses the effectiveness of behavioral interviews in predicting a candidate's future success based on past experiences. It highlights the structured approach of this interview technique, which delves into specific competencies, situations, actions, and results. By using behavioral questions, interviewers can assess not just theoretical knowledge, but real-life application and cultural fit within the company. The speaker emphasizes the importance of patience and attentiveness in conducting these interviews, noting that the ability to detect non-verbal cues and dig deeper for comprehensive responses is crucial for accurate evaluation.

Takeaways

• 😀 Behavioral interviews are structured to predict a candidate's future success based on past behavior.
• 😀 The STAR method (Situation, Task, Action, Result) is used to gather detailed examples from candidates during interviews.
• 😀 This interview technique helps to assess whether a candidate fits the job role, their competence, and the company culture.
• 😀 Behavioral interviews focus on specific competencies, which leads to better accuracy in predicting a candidate’s future performance.
• 😀 The interviewer’s goal is to ask for concrete, real-world examples rather than theoretical or generalized answers.
• 😀 Patience is required from the interviewer to thoroughly explore the candidate’s answers and non-verbal cues.
• 😀 Non-verbal communication, such as body language, is important in detecting exaggerated or insincere responses from candidates.
• 😀 Behavioral interviews are more accurate in evaluating candidates compared to traditional interview questions that are based on theory.
• 😀 The data gathered during the interview should be processed carefully to ensure a thorough and accurate evaluation of the candidate.
• 😀 The technique can be challenging, but it is essential for identifying candidates who are well-suited for the role and the company.

Q & A

What is the core principle of behavioral interviewing?

The core principle of behavioral interviewing is to predict a candidate's future success by evaluating their past behavior. This is done by asking for specific examples from past situations, tasks, actions, and results.

What does the STAR technique stand for in behavioral interviews?

The STAR technique stands for Situation, Task, Action, and Result. It is a structured approach for candidates to describe past experiences in a way that clearly outlines the context, their role, what actions they took, and the outcomes achieved.

How does behavioral interviewing differ from traditional interviewing techniques?

Behavioral interviewing focuses on concrete examples from the candidate's past, whereas traditional interviewing might involve more theoretical or hypothetical questions. Behavioral interviews dig deeper into real-life situations to evaluate the candidate's ability to perform in similar future situations.

What are the main challenges for interviewers using the behavioral interview technique?

The main challenges include needing patience and careful attention to both verbal and non-verbal cues. Interviewers must also be able to detect when candidates may be exaggerating or trying to present themselves too positively.

Why is it important for interviewers to observe non-verbal cues during a behavioral interview?

Non-verbal cues, such as body language, can provide additional context or reveal discrepancies between what the candidate is saying and how they are presenting themselves. This helps interviewers detect if candidates are overstating or fabricating their experiences.

How does the behavioral interview technique help in evaluating a candidate's fit within a company?

By exploring past experiences, the behavioral interview helps assess whether a candidate has the right competencies, is capable of handling the job responsibilities, and fits the company culture. It gives a more accurate picture of how the candidate will perform in the role.

What are the benefits of using a behavioral interview for predicting a candidate’s success?

Behavioral interviews offer a higher likelihood of predicting future performance because they focus on actual behaviors and outcomes from past experiences, rather than abstract or theoretical answers.

Can you give an example of a traditional interview question versus a behavioral interview question?

A traditional interview question might be 'How would you motivate your team?' whereas a behavioral interview question would ask 'Tell me about a time when you had to motivate a team member who was not performing well.'

What data should be collected during a behavioral interview?

During a behavioral interview, interviewers should gather data related to the Situation, Task, Action, and Result (STAR) of the candidate's past experiences. This helps form a complete picture of the candidate’s abilities and suitability for the role.

How can the data collected in a behavioral interview be used after the interview?

After the interview, the data collected (via the STAR method) can be analyzed to assess the candidate's competencies, evaluate their potential success in the role, and determine if they align with the company’s values and needs.