Behavioral Interviews

Definition

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

5 Must Know Facts For Your Next Test

1. Behavioral interviews aim to uncover a candidate's soft skills, such as communication, teamwork, problem-solving, and decision-making, which are crucial for success in many roles.
2. Interviewers often ask candidates to describe specific situations, challenges, or achievements from their past experiences and how they handled them.
3. The STAR (Situation, Task, Action, Result) method is a commonly used technique in behavioral interviews, where candidates are expected to provide a structured response.
4. Behavioral interviews can help organizations make more informed hiring decisions by assessing a candidate's fit for the role and the organization's culture.
5. Preparation is key for candidates in behavioral interviews, as they need to be ready to provide detailed examples of their past experiences and how they relate to the job requirements.

Review Questions

• Explain how behavioral interviews differ from traditional job interviews and the advantages they offer for organizations.
  • Behavioral interviews differ from traditional job interviews in their focus on a candidate's past experiences and behaviors rather than just their skills and qualifications. The key advantage of this approach is that it allows organizations to better assess a candidate's fit for the role and the organization's culture by understanding how they have handled similar situations in the past. This can lead to more informed hiring decisions and a better match between the candidate and the job requirements.
• Describe the STAR method and explain how it is used in behavioral interviews to elicit detailed responses from candidates.
  • The STAR method is a structured approach used in behavioral interviews to guide candidates in providing comprehensive responses. STAR stands for Situation, Task, Action, and Result. Candidates are expected to describe a specific situation they have faced, the task or challenge they needed to address, the actions they took to resolve the situation, and the outcome or result of their efforts. This method helps candidates organize their thoughts and provide concrete examples of their past experiences, allowing interviewers to better evaluate their skills and decision-making processes.
• Analyze the role of preparation in successful performance during a behavioral interview and discuss strategies candidates can use to demonstrate their suitability for the position.
  • Preparation is crucial for candidates in behavioral interviews, as they need to be ready to provide detailed examples of their past experiences and how they relate to the job requirements. Effective preparation strategies include researching the organization and the specific role, identifying key competencies and skills required, and reflecting on past experiences that demonstrate those competencies. Candidates should also practice the STAR method to ensure they can articulate their responses in a clear and structured manner. By being well-prepared, candidates can effectively showcase their relevant experiences and demonstrate their fit for the position, increasing their chances of success in the behavioral interview.

Related terms

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

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.

Structured Interviews: Structured interviews follow a predetermined set of questions, ensuring consistency and fairness in the evaluation of candidates.