Behavioral Interviewing – Past Success can Determine Future Success
Behavioral interviewing allows an interviewer to determine the suitability of a prospective employee by assessing their past performance. The assumption is that previous behaviour is the best predictor of future behaviour. Rather than asking general questions about strengths and weaknesses, etc., behaviour based interview questions are typically specific to the skill sets that are required of the position. A good starting point is to look at the job description and imagine questions that could come up to ask about the required experience.
Examples of Behavioral Interview Questions
Some examples of behavioral interview questions include:
- Tell me about a time when you had to come to a quick decision.
- How do you determine what gets priority in your work schedule?
- Provide an example of when you went above and beyond the call of duty.
How to Answer Behaviour Based Interview Questions
Your most effective tactic in answering Behaviour Based Interview questions is to follow a "STAR" format:
- Specify the Situation / Task
- Actions that you took
- Results achieved
That is, describe what the situation was, what you did about it, and how it turned out. Use specific examples from your past experience rather than hypothetical situations. Focus on your individual contribution, even if you were part of a team.
An Article on Behavior Based Interviews
Read more about Behaviour Based Interviews from Joe Stimac, a speaker and trainer on recruiting and selection issues.
Harcourt Recruiting Specialists
Helping Prepare Candidates for Successful Interviews
Whether or not an employer chooses to use behavioral interviewing techniques, preparing for these types of questions will serve candidates well in an interview. Research the company and the position well and think about how past experiences and skills would apply to future challenges.