Effective interviewing requires more than a casual conversation to judge personality fit. Whether an interview is done virtually or in-person, the ultimate purpose is to make the good candidates stand apart. Behavioral interview questions let hiring managers ask targeted questions to see if a candidate has specific skills to thrive. Tara Cassady, Cielo’s Executive Vice President of Americas Client Services, recently shared her insights on the importance of behavioral interviewing and how to use it in an article for The Ladders.
From the article:
“I have a reputation of being a tough interviewer, but I don’t actually think that’s it,” said Tara Cassady, the executive vice president of Americas Client Services at Cielo, a global recruitment process outsourcing partner. “I have structured behavioral questions that ask for specifics. I’m not having a conversation with the person, I’m interviewing the person. Overall the interview process has gotten a little lax as the market got so tight and people were generally wondering, ‘What’s their likability factor?’ Versus actually interviewing for the skills and specifics to achieve within the job.”
Visit The Ladders to read the full article, “25 Examples of Behavioral Interview Questions and How to Answer Them”