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One of the toughest things about interviewing is making the most of your limited time with a candidate—especially if you’re assessing skills that you have little or no experience with yourself. Incorporating behavioral interview questions into your process is one effective way to help get the information you need to make a more confident hiring decision.
In fact, behavioral interview questions are 55% predictive of future on-the-job behavior (while traditional questions are only 10% predictive). Paired with a standardized process that uses interview scorecards, behavioral questions are key to identifying the best candidate for a role. Here’s how to craft