The Science Behind Behavioral Event Interviews

Organizations are constantly seeking effective methods to assess and predict a candidate's future job performance. One approach that has gained significant traction is the Behavioral Event Interview (BEI). BEIs are renowned for their high predictability, and their effectiveness can be attributed to the science behind these structured interviews. This predictability is attributed to the science behind BEIs and their focus on gathering specific, past behavioral examples from candidates.

Here are a few reasons why BEIs tend to be highly predictive –

Past Behavior as an Indicator of Future Behavior

The cornerstone of BEIs lies in the belief that past behavior is a strong predictor of future behavior. This assumption is supported by numerous studies in the field of industrial-organizational psychology. Researchers have consistently found a positive relationship between past behaviors and future job performance. This suggests that by examining how candidates have handled specific situations in the past, we can gain insights into their problem-solving abilities, decision-making processes, and interpersonal skills.

Situational Specificity

BEIs focus on gathering detailed accounts of candidates' actions and experiences in specific situations. This situational specificity is a key factor in their predictability. By asking candidates to provide concrete examples of their behavior, interviewers can assess their competencies in contextually relevant scenarios. This approach allows for a deeper understanding of how candidates are likely to perform in similar circumstances in the future.

Behavioral Consistency

While individuals may adapt their behaviors to some extent, research indicates that there is a certain level of consistency in behaviors across different situations. BEIs leverage this principle by seeking evidence of consistent patterns in candidates' behavior. Interviewers analyze the responses to identify recurring themes and evaluate whether those patterns align with the desired competencies for the job. This consistency in behavior provides valuable insights into a candidate's potential for future success.

Validity and Reliability

BEIs are not haphazard conversations; they are designed with precision and rigor. The questions used in BEIs are developed through a thorough job analysis and competency modeling process. This ensures that the interview focuses on specific behaviors and competencies relevant to the job. The structured nature of BEIs helps minimize bias and increases the reliability of evaluations. When all candidates are assessed using consistent criteria, it becomes easier to make objective judgments about their fit for the role.

Behavioral Event Interviews have earned their reputation for high predictability due to the scientific foundations upon which they are built. The emphasis on past behavior as a predictor of future performance, situational specificity, behavioral consistency, and the validity and reliability of the interview process all contribute to their effectiveness.

While no selection method is infallible, BEIs offer a valuable tool for organizations seeking to make informed hiring decisions. By understanding the science behind BEIs, employers can implement this interviewing technique to enhance the accuracy of their candidate evaluations and increase the likelihood of identifying top performers for their teams.