Employee Recruitment and Selection in Basic Terms,

Employee Recruitment and Selection

In basic terms, the behavioral interview model seeks to determine how interviewees respond to various challenges and situations. In that regard, questions likely to be asked in a behavioral interview have got to do with how the said interviewees have responded to specific situations in the past. In this text, I use the behavioral interviewing model to formulate a number of interview questions. The appropriateness and legality of the questions will also be taken into consideration.

The Behavioral Interviewing Model: Examples of Interview Questions

All the questions highlighted below seek to find out how interviewees handled specific situations in the past.

Question 1

Give us an example of an instance where you disagreed with a colleague at work and how you handled the disagreement.

Question 2

Tell us of a scenario where you were called upon to be an agent of change and how you went about it.

Question 3

Give us an example of an instance where you failed to accomplish a goal or objective (organizational or personal) and how you handled the said failure.

Question 4

Tell us of an instance where you had to deal with an irate customer or client and how you brought the situation under control.

Question 5

Give us an example of an instance where you went beyond the call of duty to get a task accomplished.

A Brief Discussion of the Appropriateness and Legality of the Questions

Behavioral interviews as I have already pointed out elsewhere in this text are of great significance when it comes to the determination of how interviewees respond to a variety of situations and/or challenges in the workplace. Behavioral interviews in the words of Laton (2006) are "based on the idea that the best predictor of future behavior is how one behaved in the past." The questions I formulate above are largely appropriate as they would be of great help in the determination of not only the abilities but also the thinking process and creativity of a prospective employee. For instance, the question seeking to establish whether an interviewee has ever been entrusted with overseeing change and how he or she handled the same helps establish if the said interviewee can be entrusted to initiate and drive change in the organization.