What do you do if a candidate's behavioral interview answers lack depth?

If a candidate's behavioral interview answers lack depth, prompt them with follow-up questions to encourage elaboration and provide specific examples. Ask for additional details about the situation, actions taken, and outcomes achieved to gain a better understanding of their experiences and capabilities. Create a supportive and open environment where candidates feel comfortable sharing insights, allowing for a more comprehensive evaluation of their fit for the role.

If a candidate's behavioral interview answers lack depth, I would probe further with follow-up questions to encourage elaboration, seek specific examples to better understand their experiences, provide scenarios to gauge their problem-solving abilities, and assess their ability to reflect on past challenges and learn from them.

When you encounter shallow answers, your first step should be to probe further. Ask follow-up questions that require the candidate to provide more specific examples or to explain their thought process in greater detail. This can help you understand whether the initial lack of depth was due to nerves or a lack of experience. Encourage candidates to reflect on their experiences and provide more substance in their answers, which can often lead to a more meaningful discussion about their capabilities and fit for the role.

1 Probe Further. When you encounter shallow answers, your first step should be to probe further. 2 Clarify Expectations. Sometimes candidates might not understand the level of detail you're seeking. 3 Offer Comfort. 4 Change Tactics. 5 Evaluate Potential.

Here are some hacks- Play Interview CSI: Put on your detective hat and ask follow-up questions. What were the specific challenges? How did they approach the situation? Think "What? Why? How?" to peel back the layers and get those details flowing. The STAR is Born (Again): Sometimes candidates forget the STAR method (Situation, Task, Action, Result). Remind them gently by prompting them to tell you more about the specific situation, the exact Task they had, the Actions they took (think hero moment!), and the Results they achieved.

Clarify Expectations: Clearly communicate your expectations for behavioral interview responses to the candidate. Explain the importance of providing detailed and relevant examples that demonstrate their skills, competencies, and experiences. Encourage them to focus on specific situations, actions taken, and results achieved in their responses.

Here is what I found helpful: a) Clarify Expectations: Articulate the purpose and desired level of detail. Provide guidelines like STAR method (Situation, Task, Action, Result). b) Frame Questions Concisely: Avoid lengthy questions to prevent confusion. Keep the message clear and straightforward. c) Offer Context and Guidance: Provide background info to aid understanding. Share specific values or goals for alignment clarification. For instance, when inquiring about alignment with the company's mission & vision, share specific values or goals and encourage candidates to reflect on their own values and experiences in relation to these and then frame their answer. If you find something interesting, ask leading questions to get more insights.

Creating a comfortable environment for the candidate is paramount. It is important to not let the candidate feel that they are being tested. While every job requires certain behavioral competencies, each person comes with his/her own set of natural strengths too. During the interview, keep the tone conversational, try to understand the candidate’s experience and how it will support the role you are hiring for. Ask for examples to demonstrate learning and knowledge in a conversational manner. Check for a match between candidate skills, CTC and the job role. If it does not work out, let the candidate know that. Keep the door open for future possibilities.

Offer Comfort: Create a supportive and non-threatening environment to help the candidate feel comfortable sharing their experiences. Assure them that there are no right or wrong answers and that you are genuinely interested in learning more about their background and qualifications.

Change Tactics: If the candidate continues to struggle with providing in-depth answers, consider changing your interview approach or tactics. Switch to different types of questions or interview techniques that may better elicit the information you are seeking. For example, use hypothetical scenarios or role-playing exercises to assess the candidate's problem-solving skills and decision-making abilities.

Switch between different question styles to achieve your goal. Use situational questions to present hypothetical scenarios and ask candidates how they would respond ("Imagine you're working on a project .... How would you handle the situation?"). Behavioral questions ask candidates to provide specific examples of experiences or behaviors. You can also use competency-based or role-specific questions to assess specific competencies or skills required for the job. If the candidate tends to give you too much of information, switch to closed-ended questions, instead of open questions and vice versa.

Evaluate Potential: Look beyond the surface-level responses and consider the candidate's overall potential and fit for the role. Assess their communication skills, interpersonal abilities, and cultural fit with the organization. Evaluate whether their lack of depth in behavioral interview answers is indicative of a broader pattern or simply a one-time occurrence.

Look Beyond Interviews: During hiring, it's vital to recognize that interview performance doesn't always reveal a candidate's full potential. While verbal communication skills matter, they're just part of the equation. Candidates may struggle in interviews but excel in real-world tasks. It is important to dig deeper to uncover true potential, especially in roles where interpersonal skills aren't paramount. Alternative assessment methods like skills tests and simulations provide a more holistic view, helping us make better-informed hiring decisions.

Seek Context: Gain a better understanding of the candidate's background, experiences, and motivations to provide context for their responses. Ask questions about their previous roles, projects, challenges, and successes to uncover additional insights into their capabilities and potential contributions.

Provide Feedback: Offer constructive feedback to the candidate on their interview performance, including areas where they can improve their depth of response. Encourage them to reflect on their experiences and think critically about how they can better articulate their skills and achievements in future interviews. Assess Coachability: Consider the candidate's receptiveness to feedback and their willingness to learn and grow. Evaluate whether they demonstrate coachability and a proactive attitude towards self-improvement, which are valuable traits in any role.

???Having good soft skills is a competitive advantage for sure, if other skills are equal. However, there are some specialists, especially technical ones, that can be great engineers, but have some difficulties with presenting themselves. Our task as HR specialists to navigate them, see their potential and identify tasks that would be the ‘win-win’ for both - candidate & company?????

Don't interrupt or jump to conclusions. Listen attentively to the candidate's initial response, no matter how brief Instead of a barrage of "why" or "how" questions, use open-ended prompts to nudge the candidate deeper Behavioral questions often focus on actions. Go a layer deeper and explore the emotions behind those actions Not all situations have picture-perfect endings. If a candidate describes a less-than-ideal outcome, use it as an opportunity to explore their learning and growth mindset Sometimes the most valuable lessons come from near misses. If a candidate mentions a situation where they almost made a mistake, use it as a springboard

We could utilize methods beyond traditional interviews for a comprehensive evaluation. Options such as skills tests, job simulations, and work samples offer practical insights into candidates' capabilities. For example, assessment centers could offer a more thorough evaluation for roles such as sales representatives, relationship managers, etc.

If a candidate's behavioral interview answers lack depth, probe further to encourage elaboration. Ask open-ended questions like, "Can you provide a specific example?" or "How did that situation unfold?" Encourage them to delve into the context, actions taken, and outcomes. Look for patterns or themes in their responses. Additionally, provide prompts to stimulate more detailed answers, such as asking about challenges faced or lessons learned. Assess their communication skills, problem-solving abilities, and self-awareness. Remember to evaluate their overall fit for the role and organization, considering both technical skills and cultural alignment.