On these two dates, I held Behavioral Event Interview training.
Interviewing has been around since 1911, or even well before then. However, from this date, it was the start of more structured interviews and then arose psychological studies about people to help develop more systematic interviews. Before and during WWII, psychology began to be used in many different applications, from production line layouts and employee encouragement, to actual theories about people. In the 1960's Theory X and then Theory Y were developed, culminating in Theory X&Y...the beginning of structured motivation in the workplace. Career ladders were more refined and developed during this time.
In the 1980's with advent of matrixed organizations and the rise of many more diversified conglomerates, the rise of Human Resource Departments had a need for more sophisticated methods, tools and employee training programs for advancement. By the 1990's it started becoming evident that people/employees could drastically affect the success of a corporation, and it was the start of a recognition that employees were truly a company asset and that there was need to better manage this portion of the company. Global management began to significantly emerge as a necessary component, within many companies. In selected instances, HR personnel held a position on the Board or in the C-Suite, at least they participated in ManCom and Strategic Planning meetings.
Behavior was identified as being a key to success and there was a need to better determine behavior in the workplace to predict success and to build more cooperative and effective teams. Therefore, BEI emerged to become the best interview method for pre-hire. Past behavior is a good indicator to present and future behavior and performance.
More recently, "Critical Incident" Interviewing, a sub-set of BEI, has significantly come to help in providing a win-win view of the candidate and for the candidate. It helps the candidate "experience" in one form or another, what the challenges she/he will face in the position, and for the interviewer to gain a much better understanding about the candidate in how they may perform in the position, based on similar past experiences the candidate may have had, or how they handle the simulated situation. This also helps in validating assessment data and predicting success.
As a result of BEI, turnover decreases, which reduces the cost of attrition which ranges from a minimum of 3 months of a new hired's salary and benefits, to as much as 2.5 years of longer employed individuals. These are good rules of thumb for Return On Investment (ROI) calculations.
Of course BEI can also be used for promotion selection and advancement, in certain cases. If your recruiting department or people do not use BEI, they should seriously consider taking training or learning the techniques, as this is a much more effective interview technique, compared to the traditional interview.
Please feel free to contact me for more information if interested.
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