Have you ever made a hiring mistake? Someone you thought would be good for the job but it turned out to be a disaster, and generally a very expensive disaster.

It usually stems from the fact that most small business owners do not know how to select and hire correctly. If I ask a Human Resource professional in a larger company whether they use Behavioral Interview questions as a part of their hiring/selection process, they usually respond with, “Doesn’t everyone?”  If I ask a small business owner the same question, they will often say, “What’s that?”

Using Behavioral Questions is an integral part of how I coach my clients to hire correctly and greatly reduce expensive hiring issues.

The premise behind behavioral interviewing is that the most accurate predictor of future performance is past performance in similar situations. Behavioral interviewing, in fact, is said to be 55 percent predictive of future on-the-job behavior, while traditional interviewing is only 10 percent predictive.

Behavioral-based interviewing is touted as providing a more objective set of facts to make employment decisions than other interviewing methods. Traditional interview questions ask you general questions such as “Tell me about yourself.” The process of behavioral interviewing is much more probing and works very differently.

Now we use another Special Tool, identifying required job Competencies. I coach my clients to think through and identify exactly what competencies are required on the job. Then I coach them how to create the Behavioral Questions around those competencies.

We now have the foundation of an interview process that can effectively identify the right people who will help you gain a Competitive Edge.