What is the first step in creating a behavioral interview question?

The first step in creating a behavioral interview question is to review the most current job description. This step is essential because the job description outlines the key responsibilities and skills required for the role. By understanding the specific competencies associated with the position, the interviewer can develop questions that are directly relevant to the job's demands.

Behavioral interview questions are designed to assess how candidates have handled situations in the past to predict future performance. Thus, the foundation of these questions must be aligned with the expectations set in the job description. For instance, if the job requires strong teamwork skills, the interviewer might create a question focused on a candidate's previous experiences working collaboratively in a team setting.

Other options, while useful in the overall interview process, do not directly inform the creation of behavioral interview questions in the same foundational way. Consulting with hiring managers provides insights into team dynamics and specific needs but comes after understanding the role itself. Reviewing past interview feedback can help refine the interview process but is less relevant to forming new questions. Analyzing candidates' previous performance is a critical aspect of evaluation but takes place once candidates have been identified, not at the initial question development stage.