BEI & BDI

BEHAVIORAL EVENT INTERVIEW Introduction A behavioral interview is a structured interview that is used to collect information about past behavior. Because past performance is a predictor of future behavior, a behavioral interview attempts to uncover your past performance by asking open-ended questions. Each question helps the interviewer learn about your past performance in a key skill area that is criti critical cal to succes successs in the positi position on for which which you are intervie interviewin wing. g.

The intervi interview ew will will be

conducted face-to-face whenever possible.

The purpose of BEI The purpose of BEI Is to best match the candidate’s skills, competencies and motives with the requirement and success factors of the position.

The goal of Behavioral Event Interviewing is to: 1. Evaluate the the candidate’s candidate’s knowledge of specific situations or procedures 2.

Gather data about interpersonal performance and on specific tasks

3.

Minimize personal impressions that might cloud hiring decisions

4. Predict future task performance 5.

Make appropriate hiring decisions for both fit and skill

Behavior Descriptive Interview The basis for Behavior Descriptive Interviewing is… 

The best predictor of future performance is past performance in similar

circumstances.

In other words, the way you have behaved in the past will predict how you will behave in the Future.

The basic theory behind BDI is that the more recent and more long-standing the past behaviour, the greater its predictive power. The behavior descriptive interview follows a structured set of questions designed to look into the applicants past behavior in specific situations.

The selected questions are asked for their 

relevance to critical job aspects. Because BDI questions focus on past performance, they require that the candidates isolate specific examples and then describe them in detail. Frequently, probing may be required to restrict applicants to one specific example and p revent generalized responses.

Competencies/skills being assessed in BEI & BDI Competencies/skills being assessed in such interviews are Stress management, Decision making, Leadership, Time management, Teamwork, Creativity, Initiative, Assertiveness, Decision making, Goal setting, Flexibility

Using the STAR Technique

In a behavioral interview, the interviewer will ask questions about your past experiences. A useful way to prepare for this style of questioning is to use the STAR technique. The STAR  technique is a way to frame the answers to each question in an organized manner that will give the interviewer the most information about your past experience. As you prepare to answer each question, consider organizing your response by answering each of the following components of  the STAR technique: 1.

What was the Situation in which you were involved?

2.

What was the Task you needed to accomplish?

3.

What Action(s) did you take?

4.

What R esults did you achieve?

Conclusion



BDI is the version of BEI.



Both are related to the critical Incident Technique (CIT), but differ.



The BDI and BEI techniques are considered to be more suitable for complex jobs (such as management roles) or those involving a high level of interpersonal skill (such as sales roles).



BDI is highly effective, even at the most senior levels, including that of a chief executive.



The BDI and BEI are also not restricted to ‘critical’ aspects of the job, but can be adapted to explore any key requirement.