These interviewing errors, like not taking notes or interviewing alone, may seem minor; however, when you're attempting to predict how successful a candidate would be in the role, these mistakes can have a huge impact. -- Margot Nash
Chicago, IL (PRWEB) January 08, 2013
Hireology recently announced the release of a white paper focused primarily on the mistakes interviewers make while conducting behavioral interviews.
A behavioral interview, defined by Hireology, is a style of interviewing where the interviewer asks pointed questions about the candidate's past behaviors and experiences in order to predict how they will likely behave in the future. This analysis of past behaviors, compared with those of the present can provide the interviewer with great insight as to the candidate's likelihood of achieving success within the role.
"Behavioral interviewing is a hot trend right now, but we continue to see interviewers making the same mistakes over and over again," explained Margot Nash, product development director. "These interviewing errors, like not taking notes or interviewing alone, may seem minor; however, when you're attempting to predict how successful a candidate would be in the role, these mistakes can have a huge impact."
In the white paper, Hireology identifies the eight most common behavioral interviewing mistakes and the impact these mistakes could have. They then explain how to avoid these errors in order to fully see the potential behavioral interviews hold.
Hireology’s award-winning Selection Management System helps companies organize their hiring process and leverage data to make better hiring decisions. Franchise systems, banks and financial institutions, healthcare systems, dealer networks, and other multi-site operators use Hireology’s web-based Selection Manager™ to deliver consistent and repeatable hiring decisions in the field - leading to better hiring decisions, lower turnover, and increased profitability per location. For more information, please visit http://www.Hireology.com.