Are Companies Evaluating the RIGHT Behaviors?

Behavioral interviews have become a staple in hiring, with over 85% of companies using them to assess candidates. The idea is simple: past behavior is a predictor of future performance. But while these interviews are widely accepted, are companies actually evaluating the behaviors that matter most?

The Reality of Behavioral Interviews

The premise of behavioral interviews is sound. Candidates are asked to share past experiences demonstrating key competencies like leadership, problem-solving, and teamwork. Their answers demonstrate how a candidate handles real-world situations.

But here’s the challenge—many companies take a one-size-fits-all approach, evaluating candidates on generic competencies rather than the specific behaviors that drive success in a given role. As a result, organizations may overlook top talent or hire candidates who seem great in an interview but struggle once on the job.

Are We Measuring the Right Behaviors?

Too often, companies focus on broadly accepted traits without considering whether they align with actual job performance. For instance, while adaptability might be critical in a fast-moving startup, a highly regulated corporate role might require precision and adherence to process. A talented, adaptable candidate might not thrive in a role where consistency is more valuable.

Without a data-driven approach to defining the right behaviors for each position, companies risk making hiring decisions based on assumptions rather than evidence.

The Shift to Role-Specific Behaviors

Traditional behavioral interviews emphasize universally valued skills—communication, leadership, and collaboration. While important, research suggests that job performance is more closely tied to role-specific traits. For example:

• Sales roles demand resilience, persuasion, and a competitive drive.
• Engineering roles require analytical thinking, precision, and patience.
• Customer service roles benefit from empathy, active listening, and problem resolution.

Pinpointing these nuances help ensure candidates are assessed on what truly matters for their success in the job.

Why This Matters More Than Ever

In today’s competitive job market, getting hiring right the first time is crucial. Companies that rely on overly broad behavioral interview criteria risk increased turnover, mismatched hires, and wasted resources.

Organizations that effectively align their behavioral interview questions with the unique demands of the job report:

• Higher retention rates due to better job fit.
• Improved performance as employees align more closely with job demands.
• Shorter hiring cycles by eliminating unnecessary guesswork.

Beyond the Interview: The Future of Behavioral Hiring

Behavioral interviews aren’t going away, but they need to evolve. The most effective hiring strategies will blend structured interviews with scientifically validated assessments, ensuring hiring managers make informed, data-driven decisions rather than relying on well-crafted interview answers alone.

How Companies Can Take Action

1. Redefine key behaviors: Move beyond generic traits and identify the behaviors that truly drive success for each role.
2. Use behavioral science: Implement tools that align behavioral questions with the job to objectively assess candidates.
3. Train hiring managers: Ensure interviewers know how to integrate behavioral data into their decisions.
4. Refine over time: Continuously analyze hiring outcomes to improve behavioral benchmarks.

The Bottom Line

Behavioral interviews are a valuable tool, but only when they focus on the right behaviors. By integrating behavioral science into hiring practices, companies can move beyond surface-level assessments and make smarter, more strategic hiring decisions.?

So, the next time you conduct a behavioral interview, ask yourself: Are we evaluating the right behaviors? If not, it’s time to rethink your approach.

Leveraging Behavioral Science: The Affintus Approach

Affintus, a leader in predictive hiring and talent optimization, provides a science-backed alternative. Rather than relying on subjective interpretations of candidate responses, Affintus uses validated behavioral assessments to match candidates with roles based on traits that genuinely predict success.

By applying behavioral science, companies can:

• Identify role-specific behaviors: Move beyond generic skills and focus on what drives success in each position.
• Reduce unconscious bias: Structured behavioral assessments provide an objective way to evaluate candidates.
• Make smarter hiring decisions, faster: With data-backed insights, hiring managers can confidently select candidates who are the best fit.