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Global Work Glossary

Table of Contents

What is behavioral event competency screening (BECS)?

Behavioral Event Competency Screening (BECS), also known as Behavioral Event Interviews (BEI), is an assessment method used in human resources management to evaluate candidates' competencies by analyzing their past behaviors and actions in specific situations. This approach is grounded in the belief that past behavior is the best predictor of future performance.

Key Points:

Usage in Hiring Process: BECS is employed during the interview process where candidates are asked to describe how they have handled situations in the past. It helps identify behavioral patterns indicative of specific competencies or skills relevant to the job role, such as problem-solving, leadership, teamwork, and adaptability. Differences from Traditional Interviews: Unlike traditional interviews that may focus on hypothetical scenarios or self-assessment, BECS requires candidates to provide evidence-based examples of their experiences. This method reduces rehearsed responses and provides more authentic insights into candidates' actual behavior. Key Competencies Assessed: BECS assesses competencies such as teamwork, leadership, communication, adaptability, problem-solving, and conflict resolution, chosen based on job requirements and organizational values. Improvement of Team Dynamics: By selecting individuals with demonstrated competencies aligned with team needs, BECS can enhance team dynamics and performance. Candidates with strong competencies are likely to integrate smoothly into teams and contribute positively to collective success. Measuring Effectiveness: HR specialists can measure BECS effectiveness by tracking post-hire metrics like employee performance ratings, retention rates, and progression within the company. Comparing these metrics with assessed competencies reveals how well BECS predicted job performance and organizational fit. Improvement and Refinement: BECS can be refined by updating competency frameworks, training interviewers in behavioral interviewing techniques, and incorporating feedback from candidates and new hires to enhance the structured interview experience. Global Hiring and Managing Global Workforce: BECS aids global hiring by creating a standardized assessment process across regions, ensuring consistency in evaluating candidates' competencies. It helps identify individuals whose behaviors and skills align with global values, fostering a competent global workforce. Adaptation for Remote Work: For remote work, BECS may emphasize competencies like self-motivation and digital communication. Virtual interviews and scenarios adapted to remote work challenges ensure that selected candidates are suitable for remote environments. Legal and Compliance Considerations: Organizations must ensure that BECS does not discriminate against protected groups and that interviewers avoid questions leading to legal issues, such as those related to age, race, religion, or marital status. Integration with HR Technologies: BECS can be integrated with HR technologies like applicant tracking systems (ATS) and human resource information systems (HRIS) for data-driven decision-making and refining the BECS process. Internal Promotions and Succession Planning: BECS can be used for internal promotions and succession planning by evaluating employees' past behavior and accomplishments within the company, and for identifying individuals with necessary competencies for leadership roles. Contribution to Diversity and Inclusion: BECS promotes diversity and inclusion by focusing on job-related behaviors and competencies, minimizing unconscious biases, and ensuring equitable evaluation of all candidates. Training Requirements: HR professionals need training in behavioral interviewing techniques, probing for detailed responses, assessing behaviors against competency frameworks, and awareness of biases and legal considerations to effectively implement BECS.

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