Your candidates have gone through a battery of preliminary tests, from hard to soft competencies. From typing tests to IQ and personality tests, or even tests that tells you whether or not someone suffers from any acute mental disorders. What do you know? They made it to the short list. The final decision now depends on an interview session with you and your team. How do you make the most of that interview session? How can you tell whether or not candidates’ answers are truthful? Better yet, how do you know which candidate scores highest on the interview rating system?

Or maybe your office doesn’t do tests and interview is all there is to your recruitment process. How can you get answers that describe a candidate’s compatibility with the job? By percentage!

The answer is performance based interview, or also commonly known as Behavioural event Interview.

What is it and what does it do?

Behavioural Event Interview (BEI) is exactly what it says. It is an interview technique that explores someone’s past performance at a certain event as means to predict future performances (e.g how they will do in the job you are offering). The beauty of BEI is that it greatly reduces personal bias during an interview session as each response is numerically rated, based on pre-determined indicators.

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