The goal of the behavioral based interview is to identify qualities that work well in your organization. But you also need to look at the flip side of this as to what are the characteristics of your problem people?

Look at the qualities of the people who didn't work out so well AND BE HONEST. In some cases, the responsibility could fall to you in how you interviewed, hired or trained them. In other cases, it will be some part of their personality that you didn't account for in all of your pre-planning, but turned out to be a crucial skillset in the job.

If you can remember, think about the interview questions you asked them, or at least the types of questions. I recommend making a standard set of questions that you have at your fingertips to consistently ask all candidates. You can feel free to improvise and dig further into a candidate's experience in a different area, but the list should be a baseline to ensure you're asking consistent questions for all candidates and give you confidence that you're conducting fair and accurate interviews.

Let's take an example. Let's say that you hired a person with a newly-minted MBA. You assumed