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