What is a Behavioral Event Competency Screening (BECS)?

BECS is a structured interview technique used to evaluate a candidate’s competencies, skills, and behaviors based on their past experiences. The technique operates on a simple yet powerful premise: past behavior is the best predictor of future performance. By asking candidates to recount specific examples of how they handled situations in previous roles, interviewers gain insight into their problem-solving abilities, leadership style, communication skills, and more.

Resumes and cover letters only reveal so much, and even the most polished candidates can falter when faced with real-world challenges. That’s where Behavioral Event Competency Screening (BECS) comes in—a game-changing approach that helps recruiters and talent acquisition professionals predict future performance by analyzing past behavior.

This method provides organizations with a well-rounded understanding of not just what candidates accomplished, but how they achieved those results.

How Does BECS Work?

BECS uses a systematic approach to gather detailed insights from candidates. The method revolves around the STAR framework:

• Situation: What was the context or scenario?
• Task: What was the candidate's objective or responsibility?
• Action: What steps did they take to handle the situation?
• Result: What was the outcome, and what did they learn?

For example, instead of asking vague questions like "How would you handle a tight deadline?" interviewers using BECS might say, "Tell me about a time you successfully met a challenging deadline. What was the situation, and how did you approach it?"

This real-world focus makes BECS a highly effective tool for evaluating potential hires.

Key Components of BECS

To conduct a robust BECS, several core elements must come into play:

1. Competency Identification

Before the interview, organizations must identify the critical competencies required for the role. These might include:

• Leadership
• Problem-solving
• Communication
• Teamwork
• Adaptability

For each competency, clear and measurable criteria should be defined.

2. Behavioral-Based Questions

Interviewers craft questions aimed at uncovering examples of these competencies in action. For instance:

• Leadership: “Can you describe a time when you led your team through a major challenge?”
• Problem-Solving: “Tell me about a situation where you had to resolve an unexpected issue.”
• Teamwork: “Can you share an experience of collaborating with diverse team members to achieve a goal?”

3. Structured Evaluation

Candidate responses are evaluated using a predefined scoring rubric. This ensures consistency and reduces bias, leading to a fair and objective assessment process.

Benefits of BECS

BECS offers several significant advantages over traditional interviewing methods:

1. Predictive Accuracy

Because BECS draws from real-life examples, it provides a more accurate assessment of how candidates are likely to perform under similar circumstances in the future. It minimizes speculation and gets straight to the facts.

2. Consistency and Fairness

By using structured questions and rating systems, BECS reduces the influence of unconscious bias. Every candidate is evaluated on the same set of criteria.

3. Deeper Insights

Unlike hypothetical questions, BECS reveals how candidates approach challenges, make decisions, and interact with others in real scenarios. This depth of understanding is invaluable.

4. Alignment with Role Requirements

By focusing on competencies directly tied to the job, BECS ensures a clearer match between candidates’ skills and the demands of the role.

Challenges of BECS

Despite its many benefits, BECS is not without its challenges:

Time-Intensive

The detailed nature of BECS makes it a time-consuming process. Preparing questions, conducting interviews, and analyzing responses require significant effort.

Candidate Preparedness

Some candidates may struggle to recall relevant examples on the spot, even if they excel at the competencies being assessed.

Interviewer Skill

BECS requires training and expertise to execute effectively. Interviewers must know how to ask probing follow-up questions and evaluate responses objectively.

Potential for Fabrication

Candidates might exaggerate or fabricate their stories under pressure. Interviewers must be skilled at identifying inconsistencies.

Examples of BECS Questions by Competency

Here are sample BECS questions designed to evaluate specific competencies:

• Leadership: “Can you share an example of a time you had to inspire a team to reach a difficult goal?”
• Problem-Solving: “Describe a situation where you encountered a roadblock and how you overcame it.”
• Communication: “Tell me about a time you had to deliver complex information to a colleague or client. How did you approach it?”
• Teamwork: “Can you discuss an experience where you had to collaborate on a challenging project with a diverse team?”

Best Practices for Conducting BECS

To ensure the success of BECS, follow these best practices:

1. Prepare in Advance

Define the role's key competencies and design targeted questions ahead of time.

2. Train Interviewers

Equip your team with adequate training on BECS techniques, including the STAR method and scoring systems.

3. Encourage Detailed Responses

Prompt candidates to elaborate by asking follow-up questions, such as “What did you learn from this experience?” or “What would you have done differently?”

4. Use a Scoring System

Create a robust scoring framework to rate responses objectively. This ensures fair comparisons across candidates.

5. Document Key Findings

Take detailed notes during the interview to inform post-interview discussions and decision-making.

When to Use BECS

BECS is particularly effective for:

• Leadership Roles: Evaluate decision-making, strategic thinking, and team management.
• Customer-Facing Positions: Assess problem-solving and communication skills.
• Team-Based Roles: Identify collaboration and conflict-resolution abilities.
• High-Stakes Positions: Ensure alignment with organizational values and goals.

Implementing BECS for Recruitment Success

By focusing on past behaviors, Behavioral Event Competency Screening (BECS) provides unparalleled insights into candidates’ abilities and alignment with role requirements. While it may require more preparation and effort than traditional interviews, the results speak for themselves: better-quality hires, reduced turnover, and a more objective recruitment process.

For HR professionals and recruiters looking to elevate their hiring strategies, mastering BECS is a crucial step forward.

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