The utilization of behavioral and competency-based indicators is a mainstay strategy in evaluating candidates’ potential and fit for a role. Rooted in the belief that past performance is a reliable predictor of future success, these indicators delve deep into candidates’ knowledge, skills, abilities, and characteristics vital for job performance. Organizations can set clear expectations and foster equitable assessment processes by meticulously identifying and defining the specific competencies required for each position.
A fundamental belief lies at the core of the competency approach: ‘Actions speak louder than words.’ While individuals may articulate their motives and skills, the true measure of their capabilities lies in their actions, particularly in critical incidents they have faced. One such technique designed to extract insights into candidates’ past behaviors and experiences is the Behavioral Event Interview (BEI). By prompting candidates to recount specific incidents and describe their actions, BEI aims to unveil their genuine responses and problem-solving approaches.