Behavioral based interviewing has become the norm as companies strive to determine the candidate’s level of mastery of required position competencies.
It’s a useful tool and methodology, but some inherent shortcomings exist. Many candidates are skilled and knowledgeable of the technique and can simply exaggerate or fabricate responses. What’s needed is further evidence based interviewing, where targeted questioning drills deeper for the specific details on approach, accountabilities, barriers overcome, outcomes, etc. Often an unrealistic expectation of establishing and measuring too many competencies dilutes the concentration on the ones that will define success.
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Many can and do work quite well. But validation and consistent application are critical to insure the organizational and position fit are not compromised, nor discriminatory.