Behavioral Interviews

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    Based on the premise that the best way to predict future behavior is to determine past behavior, this style of interviewing is becoming more and more popular with recruiters. By focusing on the applicant’s actions and behaviors, rather than subjective impressions that can sometimes be misleading, interviewers can make more accurate hiring decisions.

    Behavioral vs. Traditional Interviews

    Behavioral interviewing techniques vary from traditional methods in several ways:

    • Instead of asking how you would behave in a particular situation, the interviewer will ask you to describe how you did behave.
    • Expect the interviewer to question and probe (think of ‘peeling the layers from an onion’).
    • The interviewer will ask you to provide details, and will not allow you to theorize or generalize about several events.
    • The interview will be a more structured process that will concentrate on areas that are important to the interviewer, rather than allowing you to concentrate on areas that you may feel are important.
    • You may not get a chance to deliver any prepared stories.
    • Most interviewers will be taking notes throughout the interview.

    The behavioral interviewer has been trained to objectively collect and evaluate information, and works from a profile of desired behaviors that are needed for success on the job. Because the behaviors a candidate has demonstrated in previous similar positions are likely to be repeated, you will be asked to share situations in which you may or may not have exhibited these behaviors. Your answers will be tested for accuracy and consistency.

    Sample Questions

    The interviewer will look for behaviors in situations similar to those of the target position:

    • “Describe a major problem you have faced and how you dealt with it.”
    • “Give an example of when you had to work with your hands to accomplish a task or project.”
    • “What class did you like the most? What did you like about it?”

    Follow-up questions will test for consistency and determine if you exhibited the desired behavior in that situation:

    • “Can you give me an example?”
    • “What did you do/say?”
    • “What were you thinking?”
    • “What was the result?”

    How to Prepare for a Behavioral Interview

    • Recall recent situations that show favorable behaviors or actions, especially involving coursework, work experience, leadership, teamwork, initiative, planning, and customer service.
    • Prepare short descriptions of each situation; be ready to give details if asked.
    • Be sure the outcome or result reflects positively on you (even if the result itself was not favorable).
    • Be honest. Don’t embellish or omit any part of the story. The interviewer will find out if your story is built on a weak foundation.
    • Be specific. Don’t generalize about several events; give a detailed accounting of one event.

    When delivering your answers, be sure each story has a beginning, a middle, and an end, i.e., be ready to describe the situation, your action, and the outcome or result. Follow the STAR technique to help formulate your answers.

    Don’t Forget the Basics

    Instead of feeling anxious or threatened by the prospect of a behavioral interview, remember the essential difference between the traditional interview and the behavioral interview:

    The traditional interviewer may allow you to project what you might or should do in a given situation, whereas the behavioral interviewer is looking for past actions only.

    It will always be important to put your best foot forward and make a good impression on the interviewer with appropriate attire, good grooming, a firm handshake and direct eye contact. There is no substitute for promptness, courtesy, preparation, enthusiasm, and a positive attitude.