What is the effectiveness of behavioral interviewing vs. more traditional interview methods?

What is the effectiveness of behavioral interviewing vs. more traditional interview methods?
Summary of top 4 papers

Behavioral interviewing has emerged as a more effective method compared to traditional interviewing for employee selection. It offers improved accuracy, cost-effectiveness, and flexibility in recruiting talent (Chen Lin, 2010). Studies have shown that behavioral interviews demonstrate higher predictive utility for job performance, particularly in assessing non-cognitive abilities (E. Altmaier et al., 1992). While conventional interviews primarily evaluate general mental ability, job experience, personality, and social skills, behavioral interviews focus on job knowledge, experience, situational judgment, and social skills (J. Salgado & Moscoso, 2002). Organizations report positive outcomes from using behavioral interviews, including better quality information gathering, improved selection decisions, and enhanced interviewer consistency. However, concerns exist regarding the training and time required for implementation (J. Barclay, 2001). Overall, behavioral interviewing appears to be a valuable tool for improving selection processes and can be applied to various interviewing situations beyond initial hiring.
Prepared with the assistance of Elicit.com

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