I. What is it?

An Introduction
Behavioral interviewing is a relatively new mode of job interviewing. Employers such as AT&T
and Accenture (the former Andersen Consulting have been using behavioral interviewing for
about !" years now# and because increasing numbers of employers are using behavior$based
methods to screen job candidates# understanding how to e%cel in this interview environment is
becoming a crucial job$hunting s&ill.
The premise behind behavioral interviewing is that the most accurate predictor of future
performance is past performance in similar situations. Behavioral interviewing# in fact# is said to
be "" percent predictive of future on$the$job behavior# while traditional interviewing is only !'
percent predictive.
II. Behavioral vs. Traditional Interview
Behavioral$based interviewing is touted as providing a more objective set of facts to
ma&e employment decisions than other interviewing methods. Traditional interview (uestions
as& you general (uestions such as )Tell me about yourself.) The process of behavioral
interviewing is much more probing and wor&s very differently.
*n a traditional job$interview# you can usually get away with telling the interviewer what he or
she wants to hear# even if you are fudging a bit on the truth. Even if you are as&ed situational
(uestions that start out )+ow would you handle ,-. situation/) you have minimal
accountability. +ow does the interviewer &now# after all# if you would really react in a given
situation the way you say you would/
*n a behavioral interview# however# it0s much more difficult to give responses that are untrue to
your character. 1hen you start to tell a behavioral story# the behavioral interviewer typically will
pic& it apart to try to get at the specific behavior(s. The interviewer will probe further for more
depth or detail such as )1hat were you thin&ing at that point/) or )Tell me more about your
meeting with that person#) or )2ead me through your decision process.) *f you0ve told a story
that0s anything but totally honest# your response will not hold up through the barrage of probing
(uestions.
III. What do employers look for?
Employers use the behavioral interview techni(ue to evaluate a candidate0s e%periences and
behaviors so they can determine the applicant0s potential for success. The interviewer identifies
job$related e%periences# behaviors# &nowledge# s&ills and abilities that the company has decided
are desirable in a particular position. 3or e%ample# some of the characteristics that Accenture
loo&s for include4
Critical thin&ing
Being a self$starter
1illingness to learn
1illingness to travel
5elf$confidence
Teamwor&
6rofessionalism
The employer then structures very pointed (uestions to elicit detailed responses aimed at
determining if the candidate possesses the desired characteristics. 7uestions (often not even
framed as a (uestion typically start out4 )Tell about a time...) or )8escribe a situation...) 9any
employers use a rating system to evaluate selected criteria during the interview.
IV. How to prepare?
As a candidate# you should be e(uipped to answer the (uestions thoroughly. :bviously# you can
prepare better for this type of interview if you &now which s&ills that the employer has
predetermined to be necessary for the job you see&. ;esearching the company and tal&ing to
people who wor& there will enable you to <ero in on the &inds of behaviors the company wants.
5ee Appendi% C for a list of typical behaviors that employers might be trying to get at in a
behavior$based interview.
*t0s also helpful to thin& of your responses as stories. Become a great storyteller in your
interviews# but be careful not to ramble. *t0s difficult to prepare for a behavior$based interview
because of the huge number and variety of possible behavioral (uestions you might be as&ed.
The best way to prepare is to arm you with a small arsenal of e%ample stories that can be adapted
to many behavioral (uestions.
+ere0s a good way to prepare for behavior$based interviews4
*dentify si% to eight e%amples from your past e%perience where you demonstrated top
behaviors and s&ills that employers typically see&. Thin& in terms of e%amples that will
e%ploit your top selling points.
+alf your e%amples should be totally positive# such as accomplishments or meeting goals.
The other half should be situations that started out negatively but either ended positively
or you made the best of the outcome.
=ary your e%amples> don0t ta&e them all from just one area of your life.
?se fairly recent e%amples. *f you0re a college student# e%amples from high school may
be too long ago.
8espite the many possible behavioral (uestions# you can get some idea of what to e%pect by
loo&ing at 1eb sites that feature behavioral (uestions# including4
5ample Behavioral *nterview 7uestions
@ob *nterview 7uestion 8atabase
Behavioral *nterviewing
Anowing what &inds of (uestions might be as&ed will help you prepare an effective selection of
e%amples.
5ee Appendi% A below# and the Additional 2in&s section for a list of 5ample Behavioral
*nterview 7uestions.
V. urin! the Interview
*n the interview# your response needs to be specific and detailed. Candidates who tell the
interviewer about particular situations that relate to each (uestion will be far more effective and
successful than those who respond in general terms.
*deally# you should briefly describe the situation# what specific action you too& to have an effect
on the situation# and the positive result or outcome. 3rame it in a three$step process# usually
called an 5$A$;# 6$A$;# or 5$T$A$; statement4
!. situation (or tas&# problem# B. action# C. resultDoutcome.
5ee Appendi% B for more information on 5TA; *nterviewing Techni(ue.
?se e%amples from internships# classes and school projects# activities# team participation#
community service# hobbies and wor& e%perience $$ anything really $$ as e%amples of
your past behavior.
*n addition# you may use e%amples of special accomplishments# whether personal or
professional# such as scoring the winning runs# being elected president of your student
organi<ation# winning a pri<e for your artwor&# surfing a big wave# or raising money for
charity.
1herever possible# (uantify your results. Eumbers always impress employers.
;emember that many behavioral (uestions try to get at how you responded
to negative situations> you0ll need to have e%amples of negative e%periences ready# but try
to choose negative e%periences that you made the best of or $$ better yet# those that had
positive outcomes.
Try to describe e%amples in story form andDor 6A;D5A;D5TA;.
To cram for a behavioral interview right before you0re interviewed# review your resume. 5eeing
your achievements in print will jog your memory.
*n the interview# listen carefully to each (uestion# and pull an e%ample out of your bag of tric&s
that provides an appropriate description of how you demonstrated the desired behavior. 1ith
practice# you can learn to tailor a relatively small set of e%amples to respond to a number of
different behavioral (uestions.
:nce you0ve snagged the job# &eep a record of achievements and accomplishments so you0ll be
ready with more great e%amples the ne%t time you go on a behavior interview.
VI. Appendi" A #ample Interview $uestions
1. 8escribe a situation in which you were able to use persuasion to successfully convince
someone to see things your way.
2. 8escribe a time when you were faced with a stressful situation that demonstrated your
coping s&ills.
3. Five me a specific e%ample of a time when you used good judgment and logic in solving
a problem.
4. Five me an e%ample of a time when you set a goal and were able to meet or achieve it.
5. Tell me about a time when you had to use your presentation s&ills to influence someone0s
opinion.
6. Five me a specific e%ample of a time when you had to conform to a policy with which
you did not agree.
7. 6lease discuss an important written document you were re(uired to complete.
8. Tell me about a time when you had to go above and beyond the call of duty in order
to get a job done.
9. Tell me about a time when you had too many things to do and you were re(uired to
prioriti<e your tas&s.
10. Five me an e%ample of a time when you had to ma&e a split second decision.
11. 1hat is your typical way of dealing with conflict/ Five me an e%ample.
12. Tell me about a time you were able to successfully deal with another person even when
that individual may not have personally li&ed you (or vice versa.
13. Tell me about a difficult decision you0ve made in the last year.
14. Five me an e%ample of a time when something you tried to accomplish and failed.
15. Five me an e%ample of when you showed initiative and too& the lead.
16. Tell me about a recent situation in which you had to deal with a very upset customer or
co$wor&er.
17. Five me an e%ample of a time when you motivated others.
18. Tell me about a time when you delegated a project effectively.
19. Five me an e%ample of a time when you used your fact$finding s&ills to solve a problem.
20. Tell me about a time when you missed an obvious solution to a problem.
21. 8escribe a time when you anticipated potential problems and developed preventive
measures.
22. Tell me about a time when you were forced to ma&e an unpopular decision.
23. 6lease tell me about a time you had to fire a friend.
24. 8escribe a time when you set your sights too high (or too low.
25. Five an e%ample of an occasion when you used logic to solve a problem.
26. Five an e%ample of a goal you reached and tell me how you achieved it.
27. 8escribe a decision you made that was unpopular and how you handled implementing it.
28. +ave you gone above and beyond the call of duty/ *f so# how/
29. 1hat do you do when your schedule is interrupted/ Five an e%ample of how you handle
it.
30. +ave you had to convince a team to wor& on a project they weren0t thrilled about/ +ow
did you do it/
31. +ave you handled a difficult situation with a co$wor&er/ +ow/
32. Tell me about how you wor&ed effectively under pressure.
VII. Appendi" B #TA% Interviewin! %esponse Techni&ue
Situation or
Tas&
8escribe the situation that you were in or the tas& that you needed to accomplish.
-ou must describe a specific event or situation# not a generali<ed description of
what you have done in the past. Be sure to give enough detail for the interviewer
to understand. This situation can be from a previous job# from a volunteer
e%perience# or any relevant event.
Action you
too&
8escribe the action you too& and be sure to &eep the focus on you. Even if you are
discussing a group project or effort# describe what you did $$ not the efforts of the
team. 8on0t tell what you might do# tell what you did
Results you
Achieved
1hat happened/ +ow did the event end/ 1hat did you accomplish/ 1hat did you
learn/
VIII. Appendi" ' esired (mployee Behaviors
Adaptability
Communication$:ral
Communication$1ritten
Control
Analysis
Attention to 8etail
8ecisiveness
8elegation
8evelopment of 5ubordinates
Energy
Entrepreneurial
E(uipment :peration
*nsight
3act 3inding$:ral
3inancial Analytical
3le%ibility
*mpact
*ndependence
*nitiative
*nnovation
*ntegrity
@udgment
2eadershipD*nfluence
2istening
9otivation
Eegotiation
:rgani<ational
6articipative
5ensitivity
9anagement
6lanning and :rgani<ing
6ractical 2earning
6resentation 5&ills
6rocess :peration
;apport Building
;esilience
;is& Ta&ing
5afety Awareness
5ales AbilityD6ersuasiveness
5ensitivity
5trategic Analysis
Teamwor&
TechnicalD6rofessional Anowledge
TechnicalD6rofessional 6roficiency
Tenacity
Training
1or& 5tandards
Additional )inks
9ore 5ample 7uestions4
http4DDwww.(uintcareers.comDinterviewG(uestionGdatabaseDcollegeGstudentGbehavioral.html
:ff The 1all D ?northodo% 7uestions4
http4DDwww.(uintcareers.comDinterviewG(uestionGdatabaseDoff$the$wall.html
7uestion 8atabase4 http4DDwww.(uintcareers.comDinterviewG(uestionGdatabaseD