Behavioral interview questions

Definition

Behavioral interview questions are inquiries designed to assess how a candidate has handled past situations in the workplace, providing insight into their skills, abilities, and overall fit for a role. These questions typically start with prompts like 'Tell me about a time when...' and require candidates to share specific examples from their previous experiences. This approach helps employers gauge a candidate's problem-solving skills, teamwork, and adaptability, making it an essential tool in human resource decision-making.

5 Must Know Facts For Your Next Test

1. Behavioral interview questions are based on the premise that past behavior is the best predictor of future performance in similar situations.
2. These questions help employers identify a candidate's soft skills, such as communication, teamwork, and leadership abilities.
3. Using behavioral interview questions can lead to more objective hiring decisions by focusing on evidence of past performance rather than subjective impressions.
4. Candidates often find it beneficial to prepare for behavioral questions by reflecting on their past experiences and using the STAR method to frame their answers.
5. Employers may use a standardized set of behavioral interview questions to ensure consistency across interviews and reduce bias in the selection process.

Review Questions

• How can behavioral interview questions provide insights into a candidate's fit for a specific role?
  • Behavioral interview questions allow employers to understand how candidates have responded to real-life challenges and situations relevant to the job. By sharing past experiences, candidates demonstrate their problem-solving abilities, interpersonal skills, and adaptability. This information helps employers assess whether the candidate's behavior aligns with the company's values and the demands of the position.
• Discuss the advantages of using behavioral interview questions over traditional interviewing methods.
  • Behavioral interview questions offer several advantages over traditional methods, primarily by focusing on concrete evidence of past performance rather than hypothetical scenarios or general qualifications. This approach minimizes subjectivity and bias in the hiring process while providing a clearer picture of how a candidate will perform in similar circumstances. Additionally, it allows employers to evaluate essential soft skills that are crucial for success in many roles.
• Evaluate the effectiveness of preparing for behavioral interview questions using the STAR method and its impact on candidates' performance during interviews.
  • The STAR method is highly effective for preparing for behavioral interview questions as it provides candidates with a structured way to present their experiences. By organizing responses into Situation, Task, Action, and Result, candidates can clearly articulate their thought processes and outcomes in past situations. This preparation can lead to more confident presentations during interviews, improving candidates' chances of making a positive impression on employers and ultimately securing job offers.

Related terms

STAR Method: A technique used by candidates to structure their responses to behavioral interview questions by outlining the Situation, Task, Action, and Result.

Competency-Based Interviewing: An interviewing style that focuses on the skills and competencies needed for a specific job, often using behavioral questions to assess these traits.

Situational Interview Questions: Questions that present hypothetical scenarios to candidates, asking how they would respond, which contrasts with behavioral questions that focus on past experiences.