According to Louise Kursmark, author of "How to Choose the Right Person for the Right Job", conventional interviews help organizations choose that right candidate only 19 percent of the time, while behavior-based interviews yielded success an overwhelming 75 percent of the time. Behavior-based interviews are not new - in fact, they have been in existence since the 1970s and have served both big and small companies well for decades. Uncovering Past Successes, Predicting Future Achievements Behavior-based interviewing is based on the belief that past performance is the most accurate indicator of future success. Oftentimes, hiring managers rely on their instincts when selecting a candidate. But behavior-based interviewing helps ensure that hiring decisions are based on facts, not "gut feelings." It also has other benefits: it eliminates bias and complies with legal hiring guidelines, says Kursmark. Behavior-based interview questions are designed to reveal actual examples of a candidate's past successes (and failures) and not yield the generic responses given to traditional interview questions. "Behavior-based questions are easy to spot," says Kursmark. "They require a specific example. They don't let you get away with generalities." According to Kursmark, a good behavior-based interviewer will first select competencies important to a particular position and create questions based on competencies, such as strategic thinking/planning, resourcefulness and adaptability.