Reading Between the Lines of the Resume
Hiring managers have reported that it has become increasingly difficult to determine the quality of a potential candidate by simply reading a resume. In the past, employers would look for consistency and stability on a resume. However, job longevity trends have experienced significant shifts influenced by various factors such as technological advancements, changing workforce demographics, and evolving workplace expectations. Gaps and short placements are highly prevalent today, no matter the quality and experience level of the applicant. It can be easy to overlook a highly qualified candidate if looking for longevity on paper.
One way to address this challenge is to rethink the screening and interview process. Successful recruiters frequently use behavioral-based interview questions because these questions help predict future job performance based on past behavior.
Eight Reasons Why Behavioral-Based Questions are Effective
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Relevance: They focus on real-life examples of how a candidate has handled situations in the past, which is often a strong indicator of how they will handle similar situations in the future.
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Specificity: These questions require candidates to provide specific instances from their past experience, making it easier to assess their skills, competencies, and suitability for the role.
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Consistency: Behavioral questions provide a standardized way to evaluate candidates, leading to a more objective and fair assessment process.
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Depth: They encourage candidates to explain their thought processes, decision-making skills, and the outcomes of their actions, providing deeper insights into their abilities.
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Predictive Validity: Research has shown that behavioral-based interviews have higher predictive validity compared to traditional interviews, meaning they are better at predicting a candidate’s future job performance.
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Reduce Bias: Behavioral questions can help reduce biases in the interview process by focusing on specific past behaviors rather than hypothetical situations or personal impressions.
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Problem-Solving Skills: They reveal a candidate’s problem-solving abilities and how they deal with challenges, which are crucial for many roles.
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Cultural Fit: Understanding how candidates have handled situations in past roles can provide insights into how well they might fit into the company culture and work environment.
Examples of behavioral-based questions include:
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“Can you give me an example of a time when you had to manage a difficult project? What steps did you take, and what was the outcome?”
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“Tell me about a situation where you had to work with a team member that has work habits different from yours. How did you handle it?”
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“Describe a time when you had to meet a tight deadline. How did you ensure you met it, and what was the result?”
By incorporating behavioral-based questions into the interview process, recruiters can gain a more comprehensive understanding of a candidate’s capabilities and how they are likely to perform in the role.
Learn more about Catapult’s recruiting services. If you have any questions or want to continue the conversation around your organization’s recruiting strategies, email Shannon Leonida at shannon.leonida@letscatapult.org.
