The job interview is the tool that is relied on most in making employment decisions. However, intuitive decision making sometimes leads to biases that may cause significant errors in the course of making a decision. So how do you scratch beneath the surface to determine whether a candidate really has what it takes to be a top performer? How to suppress the margin of error when accessing candidates in recruitment and selection processes? This study focuses on examining the relevance of Behavioral Event Interview (BEI) in selection processes by evaluating if BEI is a valid tool to access candidates’ abilities in selection processes. A sample of 60 professionals were selected to integrate an experimental research focused on shedding some light on this research problem. The study seems to support the effectiveness of BEI in predicting the future potential of employees and thereby its relevance as an effective tool of selection.

Finding and keeping valuable employees is a challenging issue for modern organizations. It globally deals with the way organizations value the role of human resources for developing business and tries to develop a set of practices aimed at attracting and retaining the best employees. This challenge is more likely to be enhanced when organizations find themselves in strong and competitive markets. This is globally why practitioners in these kinds of environments usually say that attracting and retaining employees is business (Gomes et al., 2013).

The concern for employee recruitment and retention is rapidly gaining increased interest around the world, making visible the so-called ‘war for talent issue’ on a global scale (Michaels et al., 2001). Though far from being new, the war for talent issue is likely to persist in nowadays’ open economies and also in future times. The issue becomes quite visible in growing economies, where it is common for organizations to struggle for the best available employees in the employment market (Hatch and Dyer, 2004; Gomes and Neves, 2011; and Gomes et al., 2013). Corporate sector in India, for instance, normally hires many staff members for medium size operations. As a consequence, organizations in this sector are usually pressured to come out with innovative thinking and develop innovative products. In order to fulfill this purpose, it is quite relevant for competitive and innovative organizations to find valid ways of hiring and retaining the best employees. In specific, the attraction and retention of valuable employees is fairly visible in IT Jobs, in which the software companies face strong difficulties in finding effective ways to manage their employees in a way that lowers the turnover indices.

Organizational Behavior Journal, The Relevance of Behavioral, Event Interview (BEI) in Selection Processes, A Corporate Sector Study