Using a “Blended” Approach to Interviewing to Maximize Results

In the seminal book on Behavior Description Interviewing, our Chairman Dr. Lowell Hellervik and his co-authors laid out a taxonomy of interview questions. In this taxonomy, each question type is useful for collecting different kinds of information. This taxonomy with associated question examples is presented below:

Biographical Facts, Credentials, and Achievements
“What was your grade point average?”
“What awards or commendations did you receive?”

Technical Knowledge
“How proficient are you in using .net framework?”
“How familiar are you with the Uniform Guidelines on Employee Selection?”

Experience/Activity Descriptions
“What has been your experience in creating branding and identity campaigns?”
“Tell me about your responsibilities in your last position”

Self-Evaluative Information
Likes and Dislikes
“What did you like best about the job?”

Strengths and Weaknesses
“What do you consider to be your strengths?”

Statements of Goals/Attitudes/Philosophy
“Where do you want to be 5 years from now?”

Hypothetical/Speculative Statements
“What would you do if an employee called in sick three Mondays in a row?”

Behavior Descriptions
“Describe your most challenging assignment to successfully execute. Why were you successful or unsuccessful?”

The authors note that all other question types are inferior to behavior description questions when it comes to predicting job success. However, while these other question types may provide inferior information for predicting success, they can have high value for other purposes.

These question types can be used to establish rapport and put the candidate at ease by posing questions that are easier to answer at the beginning of an interview. For example, you may want to start an interview with some general biographical facts and activity/experience questions followed by some self-evaluation questions to set the candidate at ease and make them feel comfortable with the interview process.

Behavior Description Interview Questions

These types of questions can also be used to provide a context for behavior description questions related to target competencies. When introducing questions related to a specific competency, you may want to again ask activity/experience questions or self-evaluation questions related to the competency before introducing behavior description questions. The conversation flows more naturally if you ask about general experience in a competency area before asking for specific examples of specific past situations they have faced. The candidate understands the logic and flow behind the behavior description question and is less likely to be taken off guard. They are more likely to provide you with the information you need to make an accurate prediction of job success. The process is like digging a well. You start off shallow and then dig deeper and deeper to get to the information you want.

Effectively using a mix of the various question types also results in a better understanding of the person as a whole. Information gathered can provide insights into interests and enthusiasm for the position. They also provide additional information relevant for evaluating depth of relevant job experience, general communication skills, and poise/interpersonal skills. The intent is to capture the most well rounded view of a candidate as possible.

For all these reasons, the best strategy for maximizing the results from a pre-employment interview is to utilize a “blended approach”.