Behavior Hiring Insightshttps://behaviorhiring.com/insights/Evidence-based articles on behavioral hiring.What is behavioral hiring, and why does it predict performance better?https://behaviorhiring.com/insights/what-is-behavioral-hiring/https://behaviorhiring.com/insights/what-is-behavioral-hiring/Tue, 06 Oct 2026 09:00:00 -0700Behavioral hiring is a structured way to select people based on the work behaviors a role needs: how someone approaches problems, collaborates, organizes work and stays motivated. You define those behaviors first, measure candidates against them, then verify through structured interviews. It works because it compares people to the job, not to each other.Behavioral assessments vs. personality tests: what's the difference for hiring?https://behaviorhiring.com/insights/behavioral-assessment-vs-personality-test/https://behaviorhiring.com/insights/behavioral-assessment-vs-personality-test/Tue, 06 Oct 2026 09:00:00 -0700Personality tests such as MBTI, DISC and Kolbe describe general traits and are useful for self-awareness, but they were not built to predict success in a specific job. A behavioral assessment measures how someone prefers to work and compares that to the behaviors a defined role needs, then gets verified in a structured interview.How do you define the behaviors a role actually needs?https://behaviorhiring.com/insights/how-to-define-role-behaviors/https://behaviorhiring.com/insights/how-to-define-role-behaviors/Tue, 06 Oct 2026 09:00:00 -0700Start with your best current performers, not the job description. Ask what they do differently in the hardest parts of the job, then turn that into a short list of observable behaviors: how the role solves problems, collaborates, organizes work and stays motivated. That profile becomes the yardstick for every candidate.How do you write behavioral interview questions that actually predict performance?https://behaviorhiring.com/insights/behavioral-interview-questions-guide/https://behaviorhiring.com/insights/behavioral-interview-questions-guide/Tue, 06 Oct 2026 09:00:00 -0700Write questions from the role's behavioral profile, ask every candidate the same ones, and rate each answer against a defined scale before you discuss the candidate. Structure, not clever questions, is what makes interviews predictive: structured interviews average a validity of .42 compared with .19 for unstructured ones.