Scientific Selection: Interview Accuracy

Behavioral-based interview questions collect information by asking questions about an applicant's past performance. Past performance is a reasonable predictor of future performance providing the interviewer knows what to look for, asks the right questions, the applicant has relevant experience, and answers can be evaluated against job requirements. For example:

Use one or more of the following questions to gather information about the candidate’s past ability to get along with others. The closer the example is to your target job, the better.

Tell me about a time when you had to work closely with other team members. What was the reason? What did you do to work together more effectively? What was the result? Tell me about a time when you helped another team member. What was the situation? What did you do to help out? What was the outcome?
Everyone has personality conflicts at one time or another. Tell me about a time when you had problems with a co-worker. What was the problem? What did you do? How did it turn out?

Interviewer notes: A good example includes listening, empathizing with feelings, clarifying issues, joint problem solving, and agreement for action. A poor example includes ignoring emotions, autocratic behavior, not listening, no joint agreement, or poor follow up plans.