Guide for using the Structured Behavioral Interview

What is Structured Behavioral Interviewing?

Structured behavioral interviewing (SBI) is a type of job interview that asks candidates to tell stories about things they have done in the past. For example, instead of asking “Are you a hard worker?” you might ask “Tell me about a time you had a tough project and how you finished it.” Ask questions that can’t be answered with just “yes” or “no.” 

During these interviews:

  • The people who interview candidates should use the same rating system to decide if the person is a good fit for the job.
  • It is best if two people can interview the candidates at once. 

Tips and Tricks During Interviewing:

  • It’s important to complete the selection process as quickly as possible while also being fair and consistent. 
  • Consider also using a Realistic Job Preview as a part of this process so that the candidate understands what the job is. 
  • Continue to train interviewers to make sure interviewers are consistent and fair.

Why use Structured Behavioral Interviewing?

Employers use this type of interviewing because the way someone answers a question like this is the best predictor for how they will act in the future. It helps the interviewer figure out if the candidate is the right fit for the job.

When employers rush to fill DSP roles, they often pick the wrong person for the job. This might mean that the new DSP quits quickly or is unhappy in their role. Using behavior interviews helps find candidates with the right skills and attitudes, which keeps workers happier and helps them stay at the job. 

Steps for Implementation of SBI:

  1. Identify the skills that the applicant will need to do the job. Start by reading the RI DSP Competency set (English PDF) (Spanish PDF) and choosing the important skills for the position. 
  2. Choose 4 to 8 behavioral questions from Page 4 of the Direct Support Workforce Solutions Structured behavioral interview tool. 
  3. Use the score guide on Page 7 of the Direct Support Workforce Solutions Structured behavioral interview tool to create a rating rubric so that you can rate how candidates answer questions. 
  4. Train and support interviewers. Before the interview, interviewers should: 
    1. Read the interview questions and score guide
    2. Work with human resources professionals or visit the U.S. Equal Employment Opportunity Commission to understand what questions are illegal to ask 
    3. Complete anti-bias training 
  5. Conduct interview 
    1. Make sure you know who will ask what question. 
    2. In the interview make sure to focus on what is most important to the role.
    3. Only ask questions that are legal to ask. 
    4. While the candidate is answering questions:
      1. Listen to what they are saying. 
      2. Take notes to remember what you thought about the candidate’s responses. You can fill out the rest of the score guide after they leave.
      3. Don’t be afraid to ask follow-up questions to understand the person you’re interviewing, for example “Tell us more about…” or “What do you mean by…”
  6. After the candidate leaves, review the scores immediately and agree upon a final score. 
  7. Review how the interview went. Think about questions like: 
    1. What worked well?
    2. What didn’t work well? 
    3. What do you want to do differently next time?