Definition
Behavioral interviewing is a candidate evaluation method in selection processes that replaces hypothetical questions ("What would you do if...?") with questions that request real, specific examples from the candidate's past ("Tell me about a situation where...").
Its theoretical foundation is the principle of behavioral consistency: the best predictor of future behavior in a situation is past behavior in a similar situation. Developed by Tom Janz in the 1980s, behavioral interviewing has nearly double the predictive validity of unstructured conversational interviews (Schmidt & Hunter, 1998).
When it is used
- In personnel selection processes at any level of responsibility, though it is especially valuable for roles where interpersonal competencies or decision-making are critical.
- In interview panels where multiple evaluators need a common comparison criterion.
- As a complement to technical or psychometric assessments, not as a replacement.
When it is not sufficient alone
Behavioral interviewing measures past behavior. For roles where the candidate has no equivalent prior experience (first jobs, industry changes), behavioral questions must be complemented with skills assessments, work sample tests, or practical cases.
The STAR evaluation structure
Responses to behavioral questions are evaluated using the STAR method:
- S (Situation): Context and circumstances
- T (Task): The candidate's specific responsibility
- A (Action): What the candidate did exactly
- R (Result): What happened as a consequence
A complete and well-articulated response includes all four elements with specificity.
Example: behavioral vs. hypothetical question
Hypothetical (lower predictive validity): "How would you handle a conflict with a coworker?"
Behavioral (higher predictive validity): "Tell me about a specific situation where you had a conflict with a coworker. What happened, what did you do, and what was the result?"
Related terms
- STAR method: behavioral response structure method
- Structured interview
- Performance review
References
- Janz, T. (1982). Initial comparisons of patterned behavior description interviews versus unstructured interviews. Journal of Applied Psychology, 67(5), 577-580.
- Schmidt, F. L., & Hunter, J. E. (1998). The validity and utility of selection methods in personnel psychology. Psychological Bulletin, 124(2), 262-274.