This is a preview. View original post on this site
Behavioral event interviewing (BEI) has long been a staple in hiring practices, with its proponents arguing that past behavior is the best predictor of future performance using the STAR interviewing techniques (Situation, Task, Action, Result). The premise is simple: by asking candidates to recount specific instances where they demonstrated key competencies, interviewers can gain insights into how they will handle similar situations in the future.
However, a critical flaw in this method often goes unnoticed. Many interviewers lack the expertise to distinguish between a superficially good answer and a truly indicative one. This can lead to poor hiring decisions, as