Hiring for Success: Behavioral Interviewing Techniques

Evaluating Candidates Before the Interview One of the biggest challenges in selection is moving quickly enough to secure top talent while also making the right decision. **Performance-based assessments** help you solve both problems at once. A performance-based assessment is essentially a written (or physical) interview that evaluates a shortlisted candidate's skills, abilities, and suitability for the job before the formal interview takes place. It is built directly from the actual duties of the role. Types of Assessment Exercises **Technical exercises** ask candidates to perform tasks representative of the job: A computer analyst debugs software. A marketing coordinator lays out promotional materials. A manager reviews an employee's work and provides feedback. **Performance-based exercises** present work-related problems that assess how well a candidate would function within the specific department or company culture. These can simulate teamwork, management challenges, customer interactions, and more. Physical roles call for physical assessments: chefs prepare a dish, trainers deliver a short session, and announcers do a voice demonstration. Designing Effective Assessments To build strong assessments, you should: 1. Review the job's key duties and identify situations where the employee gathers information, makes decisions, or takes action. 2. Gather realistic background information (files, instructions, scenarios) that mirrors what the employee would actually encounter. 3. Pair each scenario with 2–4 structured response prompts, such as: - *Describe what actions