Making the right hire: behavioral interviewing.

• Author: Zack, Jay

The Problem

A major problem for accounting firms is turnover. It seems that just when many tax professionals become really valuable to the practice, they leave (usually within the first five years of employment). What can be done to mitigate undesirable turnover? One place to look is in the hiring process. Behavior-based interviewing (BBI) helps to identify the right kind of tax professional for an organization.

Purpose of Interviewing

The purpose of an interview is to identify and hire candidates who will perform well and want to remain with the firm. This is achieved by assessing a candidate's technical abilities, personal preferences and behavior patterns. Tests, academic achievements and related work experiences can measure technical abilities, using some kind of tax competency form for experienced professionals win also help. (See the sample form in Exhibit I on page 571). Past behavior in specific situations will indicate more accurately a candidate's personal preferences, attitudes and behaviors. A person can have the skills and knowledge to do the job, but may not have the inclination to do it.

Different interview styles yield different results. Some of the more common styles include the following: * The traditional interview is somewhat unstructured and conversational. Focusing on education, qualifications and experience, it is made up of questions such as: "What are your goals?" "What are your strengths and weaknesses?" "Why did you major in accounting?" "Tell me about yourself." * The team or panel interview involves at least two interviewers at the same time, using questions similar to those listed above. However, this type of interview has somewhat more structure, the team plans questions jointly, and must coordinate who is going to ask which questions. Also, there are two evaluations of the candidate's responses. * The behavior-based interview incorporates structured questions on the applicant's past behavior in situations similar to those that will be encountered in the new position. It goes beyond determining whether a person can do the job. It better indicates if a person will do a good job, how it will be done and to what extent.

How Successful Are These

Interview Styles?

In hiring the right person, research shows that traditional interviewing has a success accuracy of up to 14%, and the team interview has a success accuracy of up to 35%. However, behavior-based interviewing has a success accuracy of around 55%.

Cost...