Behavioral vs. Technical Interviews: When and How to Use Them

To select and interview the right candidate, you should first make sure to clarify the job description and let all the interviewers know the details and responsibilities they would need to handle. This will help you shortlist the people with the right skills for your company.Your interview tactics can be based on behavioral or technical skills. For example, you can ask the candidate how they have handled problems and similar situations in the past (behavioral interview) or about their technical skills and knowledge (technical interview).In a behavioral interview, you can ask the candidates to provide examples and previous work of how they have used their skills in the past and can help you to find the strongest candidate for your company.In a technical interview, you can ask the candidate technical questions about their skill and knowledge in specific fields and whether they match your job description to choose the best-fitting candidate.In the end, you need to make sure that the right person is given the job opportunity and won’t disappoint in the future. You can use any of these tactics whether it be behavioral or technical or both to help you ease the selection process.JobsYahan is an intuitive web and mobile-based platform designed to streamline the employment process for India's workforce. Tailored specifically for skilled, semi-skilled, and unskilled workers, it offers a vernacular and location-based approach to job searching and recruitment.