The behaviorally anchored interview is a technique that is used to assess whether the candidate based on the prospective position actually have demonstrated the behavior that is expected for the job in question. Based on this, the candidate who has qualified for an interview is asked to show the way he or she performed some roles or worked through a certain situation through a demonstration. The answer to this comes along with a further probing will outlay insights into the behaviors and the level of competencies displayed by the candidates. This is then used to display a good knowledge, skills and also attitude of the candidate.
The article by Spectra (2013) states that the behavioral anchored interviews are an alternative to the known standardized tests; where the potential employees are asked to respond to the provided examples based on the events that did happen in the past in order to prove their abilities. For example, an employer may use interview questions such as ‘’Provide an example of how you have handled some difficult customers.’’ The employers who apply the Behavioral anchored interview technique are trying to ensure that the potential employees are correct fir for the job position they apply for in an organization. Therefore, as the popularity of the video related job interviews goes up, so does the desire to have automated tools and techniques for the evaluation of interview performance. It is imperative that the world hiring decisions are based on assessments of skills and knowledge together with a holistic judgment of an individual’s job fit. Based on the article, an automated scoring of interview actions shows a bit of promise, but it lacks the coverage of the monologue style responses to framework interview questions and content-based interview rating. The development of a standardized interview protocol as well as human ratings based on verbal content, personality and also holistic evaluation is evident in the article. It also provides effective representations for the automated scoring of the interview based video.
Bernardin & Wiatrowski (2013) provides the advantages of the behavioral anchored interview in an organization despite the overall description of the topic. The technique and tools based on the interviews reduce bias since the questions that are asked are job-based. Therefore, proceeding along with that, there are no irrelevant interview questions that are often asked when conducting behavioral anchored interviews. The technique also makes sure that all the candidates are asked to answer similar questions resulting in the employers’ capability to find out who is the best fit for the job. Additionally, another merit for the behavioral anchored interviews is that the structured interview the managers’ tries to be more a part of the hiring process as an interviewing technique.
Snell & Bohlander (2014) outlines the four kinds of questions which could be asked when performing behavioral anchored interviews. The question categories are based on; Job knowledge, job background, hypothetical situations and also the actual past behavior description. However, more to this Aggarwal & Thakur (2013) states that the basic notion in the behavioral anchored interview is based on figuring out whether the candidate enjoys the way manner of behaving which is expected of the said role in the organization. This is an important aspect since the manager is able to build a match between the individual’s interest and also the role which he or she plays within the organizations.
Aggarwal, A., & Thakur, G. S. M. (2013). Techniques of performance appraisal-a review. International Journal of Engineering and Advanced Technology (IJEAT), 2(3), 617-621.
Bernardin, H. J., & Wiatrowski, M. (2013). Performance appraisal. Psychology and Policing, 257.
Snell, S., & Bohlander, G. (2010). Managing human resources (15th ed.). Mason, Ohio: South-Western Cengage Learning.
Spector, B. (2013). Implementing organizational change: Theory into practice. (3rd ed.). Upper Saddle River, NJ: Prentice Hall.