Behavioural Event Vs. Traditional Interviewing

Nearly 85% of bad hires stem from poor interview techniques. The hiring process may make or break your workforce. Yet, many still wonder which interview style—behavioral or traditional—is the key to predicting candidate success.

At its core, hiring begins with interviews, and they typically fall into two categories: behavioral and traditional. Behavioral interviews look at past actions to predict future performance, using techniques like the STAR or CAR method to evaluate problem-solving, adaptability, and teamwork. Traditional interviews, on the other hand, focus on skills and qualifications through close-ended or resume-based questions. Both methods have their place, but their impact depends on how well they suit the role.

The gap between a recruiter’s expectations and a candidate’s presentation often leads to misaligned evaluations. While recruiters aim to uncover a mix of skills and cultural fit, candidates come prepared with varied approaches and expectations. Understanding the strengths of both interview types helps create better conversations, revealing not just what a candidate has done but what they’re capable of achieving in your organization.

What is a Behavioral Interview?

A behavioral interview is a structured approach to evaluating candidates by exploring their past experiences to predict how they will perform in the future. Behavioral interviews are particularly effective in assessing soft skills like adaptability, teamwork, leadership, and problem-solving—traits often critical for success in complex roles.

The premise is simple: how someone handled challenges, solved problems, or collaborated with others in the past offers valuable insights into their potential behavior in similar situations. 

Key Characteristics

Behavioral interviews stand apart due to their focus on open-ended questions that prompt candidates to share detailed accounts of their experiences. Techniques like the STAR method (Situation, Task, Action, Result) are used to describe specific situations they encountered, the actions they took, and the outcomes they achieved. 

This approach provides interviewers with a deeper understanding of the candidate’s thought process and ability to navigate real-world challenges.

Common Behavioral Interview Questions

Here are a few examples of questions that help uncover a candidate’s behavioral competencies:

• “Can you describe a time when you had to resolve a conflict with a colleague or team member? What was the outcome?”
• “Tell me about a situation where you were under significant pressure to meet a deadline. How did you handle it?”
• “Share an instance where you took the lead on a challenging project. What steps did you take, and what was the result?”

What is a Traditional Interview?

A traditional interview is one of the most common methods used in hiring, emphasizing a candidate’s skills, qualifications, and overall suitability for the role. This style of interviewing typically revolves around a candidate’s resume and involves general questions aimed at understanding their technical expertise, education, and job-specific capabilities. The goal is to assess how well the candidate’s background aligns with the position's requirements.

Key Characteristics

Traditional interviews are often characterized by close-ended questions that require straightforward answers. These interviews focus on factual information such as previous job roles, certifications, and accomplishments, making them highly structured but less exploratory. Conversations in traditional interviews often center on a candidate’s resume, with interviewers asking for clarification or expansion on listed experiences.

Common Traditional Interview Questions

Here are some typical questions used in traditional interviews:

• “What are your greatest strengths and weaknesses?”
• “Why do you want to work for our company?”
• “Can you walk me through your resume and explain your past roles?”
• “Where do you see yourself in five years?”

While traditional interviews are effective for evaluating technical skills and qualifications, they may lack the depth needed to assess behavioral traits or real-world problem-solving abilities. This makes them ideal for roles that prioritize hard skills over soft skills or for initial screening stages.

Behavioral vs. Traditional Interviews: Key Differences

Understanding the differences between behavioral and traditional interviews is crucial for HR professionals striving to match the right talent with the right roles. Each method offers unique insights into a candidate's potential, but their effectiveness varies depending on the role and organizational priorities. Let’s break it down:

Interview Focus

• Behavioral Interviews: These interviews focus on uncovering a candidate’s real-world experiences by analyzing how they’ve handled specific situations. For instance, asking, “Can you describe a time you resolved a conflict at work?” allows recruiters to predict future performance based on past actions. This makes them ideal for roles requiring critical thinking, adaptability, and collaboration.
• Traditional Interviews: These are centered around a candidate’s resume and qualifications, emphasizing technical knowledge and job-specific expertise. Questions like, “What software are you proficient in?” or “What certifications do you hold?” help HR professionals gauge whether the candidate meets the baseline requirements of the role.

Question Types

• Behavioral Interviews: Open-ended, scenario-driven questions dominate, encouraging candidates to provide detailed narratives. For example, questions using the STAR (Situation, Task, Action, Result) framework help recruiters understand not just what the candidate did but also the thought process behind their decisions.
• Traditional Interviews: Fact-based and straightforward, these interviews rely on close-ended questions. While they offer quick insights into a candidate’s technical proficiency, they may lack the depth needed to evaluate behavioral traits or real-world problem-solving capabilities.

Candidate Evaluation

• Behavioral Interviews: These are designed to assess soft skills like teamwork, leadership, and emotional intelligence. For HR professionals looking to hire for roles involving people management or cross-functional collaboration, behavioral interviews provide a well-rounded view of a candidate’s personality and adaptability.
• Traditional Interviews: Traditional methods are more suited for evaluating hard skills such as coding proficiency, technical certifications, or industry-specific expertise. They work well for entry-level roles or positions where qualifications matter more than interpersonal skills.

Pros and Cons of Each Interview Style

When it comes to hiring, there’s no one-size-fits-all interview method. Behavioral interviews are perfect for assessing soft skills and real-world problem-solving, making them great for leadership or teamwork-heavy roles. Traditional interviews, on the other hand, quickly gauge technical expertise and qualifications, ideal for entry-level or specialized positions.

Knowing the strengths and limits of each style helps tailor interviews to the role and company culture. A balanced approach can provide a fuller picture of candidates, reducing the risk of hiring mistakes. Here are the brief distinguishing characteristics of BEI and Traditional Interview: 

When to Use Behavioral or Traditional Interviews?

Choosing the right interview style plays a significant role in ensuring the effectiveness of the hiring process. While Behavioral Event Interviews (BEI) can be applied across all levels—entry, mid-level, and senior leadership—Traditional Interviews are most effective for entry-level roles or initial screening stages. Let’s explore this in more detail:

Scenarios for Behavioral Interviews

Behavioral interviews are invaluable for roles requiring soft skills, adaptability, and critical thinking, as they delve into how candidates have handled real-world challenges to predict future performance.

• Leadership Roles: Assess strategic thinking and conflict resolution abilities.
  Example: “Describe a time you motivated a team to achieve a challenging goal.”
• Collaboration-Heavy Roles: Evaluate interpersonal and teamwork skills.
  Example: “Tell me about a time you collaborated with a difficult stakeholder.”
• Problem-Solving Roles: Understand candidates’ approaches to tackling complex issues.
  Example: “Can you share a situation where you identified and solved a significant problem?”

Scenarios for Traditional Interviews

Traditional interviews work well for quickly verifying a candidate’s technical qualifications and are most effective for:

• Entry-Level Positions: Suitable for evaluating foundational skills and enthusiasm for the role.
  Example: “What tools or software are you proficient in?”
• Initial Rounds: Useful for narrowing down a large pool of candidates based on resumes and basic qualifications.
  Example: “What certifications do you hold that align with this role?”

Tips for Recruiter Preparing for BEI Interview 

Behavioral Event Interviews require a structured approach to ensure you uncover the most relevant insights about a candidate’s past performance and future potential. Here are some actionable tips for recruiters to prepare effectively:

1. Define the Competencies to Assess

Identify the key competencies or behaviors critical for success in the role, such as teamwork, adaptability, leadership, or problem-solving. Use the job description as a guide to prioritize these traits.

2. Craft Open-Ended Questions

Prepare scenario-based questions that prompt detailed responses. Use the format to structure both your questions and the expected answers.

• Example: “Describe a situation where you had to navigate a difficult team dynamic. What steps did you take, and what was the outcome?”

3. Familiarize Yourself with the Candidate’s Background

Review the candidate’s resume and identify areas that might require deeper exploration. Tailor your questions to probe specific experiences mentioned in their application.

4. Practice Active Listening

During the interview, listen closely to the candidate’s responses. Pay attention to the context of their stories, their decision-making processes, and the outcomes they achieved. Take detailed notes to ensure you capture key points for evaluation.

5. Avoid Leading Questions

Frame questions neutrally to ensure the candidate provides genuine responses rather than tailoring their answers to what they think you want to hear.

• Avoid: “Did you manage that situation by collaborating with the team?”
• Better: “How did you approach managing that situation?”

6. Use Follow-Up Questions to Dig Deeper

Encourage candidates to elaborate if their answers are vague or lack detail. For instance:

• “Can you clarify what actions you took specifically?”
• “What did you learn from that experience, and how have you applied it since?”

7. Prepare a Consistent Evaluation Framework

Develop a rubric or scoring system to assess candidates consistently. Evaluate responses against the required competencies and assign scores for clarity, relevance, and depth of examples provided.

8. Create a Comfortable Atmosphere

Candidates often perform better when they feel at ease. Start with a brief introduction, explain the structure of the interview, and maintain a conversational tone to build rapport.