Employers commonly use behavioral interviews to evaluate job candidates based on their previous behavior. Meanwhile, in a behavioral interview, job candidates are asked to explain how they have handled work-related circumstances.
This provides the interviewer with information about the candidate’s background and personality.
Learn more about behavioral interviews and how to prepare for them.
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If you’ve ever interviewed for a job, you’ve probably already had a behavioral interview.
Many employers believe that conducting this type of interview increases the likelihood of finding a qualified candidate.
Employers will focus on your previous experiences during this type of interview. The interviewer will expect candidates to demonstrate their abilities by providing specific examples from their previous work, school, and life experiences.
The interviewer will determine what competencies are required to perform the job before meeting with a candidate.
Following that, they create a series of behavioral questions to determine whether a candidate possesses those abilities.
Many behavioral interview questions revolve around soft skills, which are difficult to quantify.
Problem-solving, critical thinking, interpersonal skills, listening, writing, and speaking abilities are included.
The behavioral interview is predicated on the assumption that prior performance foretells future performance.
Many behavioral interview questions focus on soft skills, which are difficult to quantify.
Problem-solving, critical thinking, interpersonal skills, listening, writing, and speaking abilities.
The behavioral interview is based on the assumption that past performance predicts future performance.
The majority of behavioral interview questions begin with “Tell me about a time when…
For instance, if conflict resolution is a required skill, the question might be, “Tell me about a time when two people you had to work with didn’t get along and how you handled it.”
Give an example involving two current or former coworkers if you have work experience.
It will be tricky to discuss previous job-related experience in an interview for your first job.
Instead, choose an experience that occurred while you were working on a group project for a class, participating in team sports, or doing volunteer work.
It doesn’t matter what experience you draw from as long as it’s appropriate to discuss in a work environment, as long as you clearly state the problem, demonstrate the steps you took to resolve it and review the outcomes.
Because many job interviews are behavioral, it’s best to prepare relevant examples for any interview.
To accomplish this, thoroughly read the job description and research the company to determine the employer’s competencies.
If you’re working with a recruiter, be sure to discuss your expectations with them.
Here are some of the skills you should be prepared to discuss during your behavioural interview:
Examine your previous jobs for examples of when you’ve had to use those skills.
Please make a list of them and practice explaining them to an interviewer.
Discuss who was involved, what happened, and what you did to achieve the desired result.
Consider examples with both positive and negative outcomes.
Interviewers may inquire about situations that you could not resolve favourably and what you learned from those encounters.
The STAR method is one way to structure your examples.
STAR is an acronym that stands for:
Situation: Provide the necessary context for the interviewer to understand your example.
Task: Talk about the problem or issue you were working on or the task you were assigned.
Action: Discuss the steps you took to solve the problem or finish the task.
Result: Discuss what occurred as a result of your actions.
For instance, the interviewer may ask you to describe a mistake you made and how you dealt with it.
A sample response could be as follows:
Our whole team was working on an intricate marketing project for a client. I was asked to prepare a campaign presentation for a client conference, but I brought the wrong version of the presentation, which was missing a few critical slides.
At the conference, I apologized to the client, verbally explained what was missing on the missing slides, and sent the correct version. Fortunately, the client was understanding.
I also thought about how I name files and made a folder to hold the most recent version of client files, so I don’t make the same mistake again.”
When responding to behavioral interview questions, give specific and professional examples.
In two to three minutes, you should be able to tell a concise story.
Interviewers want to learn more about your thought process and the strategies and skills you use to solve problems by asking behavioral interview questions.
Here are some common behavioral interview questions and how to answer them, organized by topic.
Employers ask time management questions to understand how you handle multiple responsibilities, prioritize time, and delegate tasks to meet deadlines.
In your response, share your thoughts on how you prioritize your to-do list. Consider emphasizing your organizational abilities as a tool to help you stay on track.
Plans may not always go as planned, but the ability to change your strategy demonstrates your determination to succeed.
When answering questions about adaptability, your goal should be to show growth, even if you were unsuccessful at the time.
Employers will ask you questions about how you overcame a difficult situation to assess your level of perseverance.
They want to know how you deal with stress and whether you can break down more significant problems into smaller tasks.
To respond to this question, try telling a brief personal story about a specific situation. Try not to be too general. Finish your response by stating what you learned from the experience.
Employers can gain insight into what you’re passionate about, how you stay focused, and what gets you excited by asking questions about your values and motivations.
Your responses will assist employers in determining whether you are a good fit for the company’s mission and work style.
Communication skills are required both inside and outside of the workplace.
Prepare to answer questions about times when you needed to communicate verbally and in writing during an interview.
Working directly with others or with stakeholders requires the ability to interact and communicate effectively with others.
When answering questions about teamwork, use “I” statements to draw attention to your contributions to the team’s success.
To successfully respond to questions about workplace tension, describe a situation in which you took the initiative to resolve a conflict rather than your manager or coworker.
Avoid casting a negative light on the other person.
A disagreement with a coworker does not always indicate that the relationship has been harmed or that the other person is inherently wrong.
These questions are designed to elicit stories about how you can approach a problem from another person’s point of view to understand it better.
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