Behavioral Interviewing: More than a Gut Feeling


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Back in the 80’s and early 90’s, many hiring managers, recruiters/Human Resources staff, CEO’s and other management folks relied on their “gut feeling” when it came to interviewing prospective new hires. Some people even decided in the first 5 minutes of the interview, based on their gut feeling, if they would hire the candidate or not. Also, a lot of people involved in the hiring process would simply look for applicants who reminded them of themselves, or people who they’d like to be friends with. We can call it human nature, or that “spark of commonality”, but whatever you call it, in the long term these types of hiring decisions don’t usually result in the most well-qualified, high-performing employees that companies would like to have.