Behavioral Interviews

Behavioral-based interviewing is an assessment technique that focuses on what candidates have done in the past, not on what they say they might do in the future. This allows hiring managers to assess applicants/candidates more fairly and objectively than other methods. The premise is that past behavior is the best predictor of future behavior.

Before a behavioral interview, hiring managers and human resources professionals identify specific competencies needed to succeed in the position. Those include technical skills and performance skills. From these competencies, the interviewers develop a list of questions, which are designed to elicit descriptions of skills candidates have used in the past. Each candidate is asked the same questions, in order to ensure uniformity. This process allows candidates to be judged on what they've done, not on their personalities.

To succeed in a behavioral interview, you must be able to relate stories that link your experience and skills to the potential position and employer. Begin by learning as much as you can about the company. Pay close attention to the organization's core values, since some questions will likely relate to them.

Next, focus on the job and key competencies the employer wants. Also, ask the hiring manager which abilities will be assessed in the interview. The next step is to tap your memory for detailed stories involving work and other critical experiences that you can use when answering questions about the job competencies or the company's values.

The STAR approach is helpful in developing framework for this. First, think about a situation or task that you faced. Next, describe the action that you took. Consider your story by describing the result you achieved. If possible, make it quantifiable.

Behavior-Based Questions

• Behavior based questions require you to provide specific examples concerning what YOU have done in the past. Behavior based questions usually begin with:
• Give an example of a time in which you....
• Tell me about a time when circumstances required you to...
• Describe the most significant...
• Recall the most...

Samples of Behavior-Based Questions

• "Describe a situation where you wish you had acted differently with some one at work. What did you do? What happened as a result?"
• "What are some of the most difficult one-to-one meetings you have had with subordinates? Why were they difficult?"
• "Describe an experience you had in which you were too persistent. What happened?"
• "Tell me about a time when you consulted your superior before taking action?"
• "Give me an example of a time when your ideas were strongly opposed in a discussion with superiors. How did you react?" What were the results?"
• "Tell me about the largest sale you made and how you did it."
• "How did your approach to finding suppliers differ from the approach used by others in the same job?" (strengths and weaknesses)
• "Give me an example of a time when you had responsibility for the successful outcome of a very large project."
• "Tell me about a time you had a major conflict with a colleague. How did you approach problem resolution?" -
• "Why did you leave your job at the ABC Company?"
• "Describe a time when you were working under pressure and had to go the extra mile."
• "What would your last supervisor say are your three best qualities?" "Why?" "What would your direct reports say...?"
• "Given the list of job objectives, which are you happiest to see? In what order?"

• "Of all your projects, which were the most satisfying/least rewarding?"

When the focus shifts from experience to attitude

• Are you generally aware of your emotional state?
• Are you capable of using your feelings to make good decisions? If so, give me some examples.
• Can you manage your emotions when dealing with clients, co-workers, etc., and still keep a good working relationship? Give me a couple examples.
• How do you keep yourself going even when the circumstances seem to be against you? Be specific - tell me more.