While traditional behavioral interviewing has merit, it’s too narrowly focused to accurately predict on-the-job performance.
Worse, it’s mechanical nature can turn off prospects who have multiple opportunities or who are passive….
What I can suggest you is to try to follow the reported below suggestions:
1. Accurately assess competency and motivation to do the real job under
the actual circumstances. This seems obvious, but it means you need to
define the real job and real circumstances before interviewing someone.
2. Eliminate bias in all forms. The Performance-based Interview has a built in
“bias eliminator” that virtually eliminates this major cause of hiring
3. Demonstrate to the prospect that the hiring manager is someone who
can move his/her career along faster than everyone else. The best
candidates use the professionalism of the interview to assess the hiring
manager’s leadership skills.
4. Convince the prospect your job represents the best career move among
competing alternatives. By conducting career gap analysis during the
course of the interview, it’s easy to demonstrate your job offers a 30% non-
5. Close more offers by giving prospects the information needed to compare
offers on career growth career not compensation, location, title or