Behavioral Questions

Definition

Behavioral questions are a type of interview question that assess a candidate's past experiences, behaviors, and decision-making processes to predict their future performance in a job. These questions focus on how the candidate has handled specific situations, challenges, and achievements, providing insights into their skills, problem-solving abilities, and potential fit for the role.

5 Must Know Facts For Your Next Test

1. Behavioral questions are based on the premise that past behavior is the best predictor of future performance in a similar situation.
2. Interviewers use behavioral questions to assess a candidate's problem-solving skills, decision-making abilities, communication style, and fit for the company culture.
3. Effective behavioral questions often begin with phrases like 'Tell me about a time when...', 'Describe a situation where...', or 'Give me an example of...'
4. Candidates should use the STAR method to structure their responses, providing specific details about the situation, their actions, and the outcomes.
5. Behavioral questions can cover a wide range of topics, such as leadership, teamwork, conflict resolution, time management, and adaptability.

Review Questions

• Explain how behavioral questions are used in the employee selection process.
  • Behavioral questions are a key component of the employee selection process, as they allow interviewers to assess a candidate's past experiences, problem-solving abilities, and decision-making skills. By understanding how a candidate has handled specific situations in the past, interviewers can gain insights into their potential performance and fit for the role. Behavioral questions often focus on areas such as leadership, teamwork, conflict resolution, and adaptability, providing a more comprehensive evaluation of the candidate beyond just their technical skills.
• Describe the STAR method and how it can be used to effectively answer behavioral questions.
  • The STAR method is a structured approach to answering behavioral questions, where the candidate describes the Situation they faced, the Task they needed to accomplish, the Actions they took, and the Results of their efforts. This method helps candidates provide detailed and relevant responses that demonstrate their problem-solving skills, decision-making abilities, and the outcomes of their actions. By using the STAR method, candidates can effectively communicate their experiences and showcase their qualifications in a clear and organized manner, making it easier for interviewers to evaluate their fit for the role.
• Analyze how the use of behavioral questions can benefit both the employer and the candidate during the employee selection process.
  • The use of behavioral questions in the employee selection process can benefit both the employer and the candidate. For the employer, behavioral questions provide a more comprehensive evaluation of a candidate's skills, abilities, and potential fit for the role, beyond just their technical qualifications. This allows the employer to make more informed hiring decisions and identify candidates who are likely to succeed in the position. For the candidate, behavioral questions give them an opportunity to showcase their past experiences, problem-solving skills, and decision-making abilities, which can differentiate them from other applicants. By effectively answering behavioral questions using the STAR method, candidates can demonstrate their qualifications and highlight their suitability for the role, increasing their chances of being selected for the position.

Related terms

Situational Questions: Situational questions present hypothetical scenarios and ask the candidate how they would respond, allowing the interviewer to evaluate their problem-solving skills and decision-making abilities.

Competency-Based Interviews: Competency-based interviews focus on assessing a candidate's specific skills, knowledge, and abilities that are relevant to the job, often through the use of behavioral and situational questions.

STAR Method: The STAR method (Situation, Task, Action, Result) is a structured approach to answering behavioral questions, where the candidate describes the specific Situation, the Task they had to accomplish, the Actions they took, and the Results of their efforts.