We need to build in some discussion of the Behavioral Event Interview or what is sometimes called the Behavioral Interview. These interview questions ask people what they really did in their previous job and not hypothetical questions about what the candidate might do in a given situation. This is a good way to drill into actual behaviors such as communications, decision making, conflict resolution, etc. Staffing experts recommend the use of structured interviews in the selection process.
Problem: Why are Structured Interviews considered to be more effective than Behavioural Interviews? Discuss the pros and cons of each method.