Behavioral Interviews

Definition

Behavioral interviews are a type of job interview that focuses on a candidate's past experiences and behaviors to assess their fit for a particular role. This interview technique is based on the premise that a person's past behavior is the best predictor of their future performance.

5 Must Know Facts For Your Next Test

1. Behavioral interviews aim to uncover a candidate's past behaviors and actions, which are believed to be the best indicators of future performance.
2. Interviewers often ask behavioral questions that begin with phrases like 'Tell me about a time when...' or 'Describe a situation where you...'
3. The STAR (Situation, Task, Action, Result) method is a commonly used technique for answering behavioral interview questions, as it helps candidates structure their responses effectively.
4. Behavioral interviews are designed to assess a candidate's competencies, such as problem-solving, decision-making, communication, teamwork, and leadership skills.
5. Employers use behavioral interviews to gain a deeper understanding of a candidate's skills, personality, and fit for the role, rather than just their technical qualifications.

Review Questions

• Explain how behavioral interviews differ from traditional job interviews.
  • Behavioral interviews focus on a candidate's past experiences and actions, rather than just their qualifications and technical skills. The goal is to assess how a person has demonstrated specific competencies and behaviors in previous situations, as these are believed to be the best predictors of future performance. In contrast, traditional interviews may rely more on hypothetical questions or general discussions about a candidate's background and career goals.
• Describe the STAR method and how it can be used to effectively answer behavioral interview questions.
  • The STAR method is a structured approach to answering behavioral interview questions. STAR stands for Situation, Task, Action, and Result. When responding to a behavioral question, the candidate should first describe the specific Situation they were in, then explain the Task or challenge they needed to address. Next, they should detail the Action they took to address the situation, and finally, the Result or outcome of their actions. By using the STAR method, candidates can provide a clear, concise, and well-structured response that demonstrates their relevant skills and experiences.
• Analyze how behavioral interviews can help employers assess a candidate's fit for a particular role.
  • Behavioral interviews allow employers to gain deeper insights into a candidate's past behaviors and actions, which are believed to be the best indicators of future performance. By asking candidates to provide specific examples of how they have handled various situations, employers can evaluate the candidate's problem-solving skills, decision-making abilities, communication style, and overall fit for the role. This information helps employers make more informed hiring decisions, as they can assess not only a candidate's technical qualifications but also their soft skills and personality traits that may be crucial for success in the position.

Related terms

Competency-Based Interviews: Competency-based interviews assess a candidate's skills, knowledge, and abilities by asking them to provide specific examples of how they have demonstrated those competencies in the past.

Situational Interviews: Situational interviews present hypothetical scenarios and ask candidates how they would respond, allowing employers to evaluate their problem-solving skills and decision-making abilities.

Structured Interviews: Structured interviews use a predetermined set of questions that are asked consistently across all candidates, ensuring a more standardized and objective evaluation process.