Hire With Your Head, 4th Edition

Chapter 11Comparing Performance-based Hiring and Behavioral Event Interviewing

• Lack of Job Analysis Is the Big Gap in BEI
• Behavioral Fact-Finding Is the Key to an Accurate Assessment
  • Seeking the Advice and Counsel of Sherlock Holmes Himself
  • Assess Team Skills by Finding Deductive Evidence
  • A Simple Hack to Ensure an Accurate and Unbiased Assessment
• Summary: Performance-based Interviewing Is BEI on Steroids

We're often asked if Performance-based Hiring is different than behavioral event interviewing (BEI).

The short answer is that Performance-based Hiring is BEI on steroids.

Here's why.

As I was preparing this chapter, I spoke with one of our clients – a director of talent at a midsize international financial services company – who had just become Performance-based Hiring certified. She was a perfect choice to get some insight from since she was also a certified BEI trainer and before she took our course, she told me she was skeptical that Performance-based Hiring was even worth taking. Despite her reluctance to proceed, she had no choice since her company began rolling out Performance-based Hiring before she was hired. Upon completing the course and after interviewing a number of candidates, she wholeheartedly and quickly agreed with the “BEI on steroids” conclusion. If you're familiar with BEI and have read the book up to this point, you know why she agreed. In case you jumped to this chapter to see if the whole book was worth reading, following are the big differences. ...