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Abstract
Recruitment is considered an extremely importance activity as it builds on foundation for the entire intellectual capital of the company and ensures quality culture in the organization. In the early years it was the employers who had dominated the market and employees were abundant in supply with no stake holder’s activism. Then in the 1990’s financial power become more abundant. However in the present scenario, Human Capital and has became the dominant force in the business today. The growing competitive environment results in paradigm shift in the recruitment strategy. Research indicates that there is a strong case of behavioural recruitment mode. The best organization succeed; not because of their people, but because, they have the right people. Skill, Knowledge and Attitude of the workforce are a critical input for the success of the organization. In the same way, source of recruitment for the jobs have to be made selectively. Hence there is a strong need for competency based recruitment and behavioural interview which can provide a desirable option. The traditional methods which focus more on resume references and past experience fail to capture the complexity of identifying the right candidate. Competency – based recruitment through behavioural interviews focuses more on the right fit between the organization and the individual. Behavioural interviewing provides the structure for describing jobs in terms of the values and behaviour of the organization. It also helps in interpreting the candidate’s behavior and not just their experience.