Behavioral Event Behavioral Event Interview (BEI)Interview (BEI)Overview and Overview and

Technique Technique

Behavioral Event Behavioral Event Interview (BEI)Interview (BEI)Overview and Overview and

Technique Technique By By

DhanashreeDhanashreeRakhiRakhi

Pranav BangadPranav BangadMegha JankarMegha Jankar

What is a Behavioral Event Interview (BEI)?

• It is a structured interview that is used to collect information about past behavior.

• The Behavioral Event Interview is the heart of the Job Competency Assessment process

continue• BEI when conducted with an objective to

identify the competencies required for a position, it is much like Critical Incidents Technique which is used to systematically identifying very detailed behavioral descriptions that contribute to success or failure of individuals in specific situations encountered in performing the job.

Behavioral vs. Traditional Interviews

• Behavioral interview is quite different in several ways from traditional interviewing techniques and are one of the most effective way to Job competency Assessment:

continue• Traditional Interviews is the most

common type of interview • The interview consists of a series

of questions that may or may not be standardized

• The behavioral interviewer is fact-finding and will focus on your actual past actions, not what you "should" or "would" have done

• Instead of asking how you would behave in a particular situation, the interviewer will ask you to describe and interpret

Why BEI the most preferred method?

• BEI has been the most effective assessment method in identifying skill level

• It can be considered a content valid assessment method as it obtains a sample of the person’s actual behavior in the job.

Preparing for a Behavioral Interview -

Interviewee:

• Provide a short, concise overview of the situation.

• Be specific about your role in each situation

• Ask the interviewer if he/she would like more detail

Preparing for a Behavioral Interview -

Interviewer:• Develop key interviewing skills and

strategies to conduct competency-based interviewing

• Use effective note-taking to document interview proceedings for future analysis

Interviewer needs a solid understanding

of• How to develop questions that

reflect the principles of behavioral interviewing to accurately assess the Job Competency .

• What job competencies are and how they relate to behavioral interviewing.

“STAR” Technique • What was the Situation in which you

were involved?• What was the Task you needed to

accomplish?• What Action's) did you take?• What Results did you achieve?

Standard Steps involved in a BEI:

1. Introduction and Explanation

2. JOB Description (Roles & Responsibilities

3. Behavioral Events

1. Introduction and Explanation :• The real purpose of this step in the BEI

is to establish a sense of mutual trust and good will between interviewer and the interviewee

• Keep this part of the interview brief of about 5-10 minutes

2. Job Description :• What are your major tasks or

responsibilities • most important job tasks,

responsibilities and desired output.• Not more than 10 to 15 minutes

should be spent on this part of the interview

3. Behavioral Events • The purpose of this step in the BEI is

to get the interviewee to describe complete stories of critical incidents. This section should take up the bulk of the interview time and should provide specific details

• “STAR technique” should use in any critical incident

SITUATION• What was the situation? What events led up to it? Who

was involved

TASK• What did you (the interviewee) want to do in the

situation?

ACTION• What did you actually do or say?

Key points – Do’s:• Narration of Incident in a time

Sequence • Discuss Actual Situation • Use Probes for specifics • Use Probes to uncover Coverts

behind Actions • Manage Interviewee’s emotions

Key points – Don’ts:• Don’t use Questions that lead to

Abstractions -Hypothetical responses

• For example:

- Present tense: Why do you do that? Change it to: “What was going through

your mind when you did that?”

Limitations of BEI • Limitation arises from the fact that the

interviewer asks for decisions, actions, thoughts, and feelings, but not for knowledge or specific information that was the basis for decisions, thoughts, or actions.

• The interpretation and pattern finding from the answers solely reside on the interviewer who may or may not be an expert in Behavioral interview. This may lead to guess work and personal judgment of the interview