Behavioral Interviews: Predicting Future Success - Free Report Example

Introduction

Behavioral-based interviews are used by interviewers to decide how the interviewee has taken care of different occupation circumstances before. The thought is that interviewees' previous conduct predicts how they will act in the new position. The interviewee will not get many simple "yes" or "no" questions, and much of the time, they will have to reply with an anecdote concerning a past encounter. The difference from other types of interviews is that in a behavioral interview, the interviewer has selected what abilities and skills are required in the individual. They will give an opportunity and will pose inquiries to see whether the interviewee possesses the skills.

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Steps to Take

First, the interviewee must remember that they cannot know what sort of questions will be asked until they are interviewed. Thus, the interviewee has to prepare answers for all kinds of questions. After that, since one does not know what circumstances they will be inquired about in the interview, refreshing one's memory is the first thing to do and consider some unique cases one has managed or projects one has worked on. The interviewee may have the option to utilize them to help outline reactions.

The tales will be valuable to assist the interviewee in responding in a meaningful way in a behavioral interview. The interviewee can explore the STAR interview reaction procedure, which provides a method of addressing behavioral interview questions. The last thing is that the interviewee should study more on the job description if the interviewee has it, or the advertisement or job posting. The interviewee might have the option to get a feeling of what behavioral characteristics and skills the employer is looking for from perusing the set of working responsibilities and position requirements.

Interview Questions

Behavioral interview questions are more probing, pointed, and direct than other kinds of interview questions and some of the questions the interviewee should expect include:

• Give a case of an objective you reached and disclose to me how you accomplished it.
• Give an instance of an event when you used logic to take care of an issue.
• Describe a solution you made that was not common and how you dealt with executing it.
• Have you taken care of a troublesome circumstance with a colleague? How?
• Have you ever done more than your duty requires? If so, how?
• Inform me about how you functioned viably under pressure.

STAR Proces

In case the interviewee is not sure how to respond to a question during the interview, they need to ask for clarification. The next thing is to utilize the STAR design, and the following points need to be included in the answer:

• A specific situation
• Tasks required to be accomplished
• The action the interviewee took
• The results like what followed

Questions to Ask During the Interview

Some of the questions to ask during the interview include:

• What are the organization's values?
• What does achievement resemble in this position, and how would you measure it?
• What attributes do you search for in workers to represent those qualities?
• What is the most challenging part of this job according to your view?

Conclusion

The interviewee needs to remember that the answers are neither right nor wrong. The motive of the interviewer is to understand how the interviewee behaved in a particular situation. Therefore, the interviewee must listen carefully to be clear and detailed as they respond and be honest.