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08/09/2013 00:53:00

BEHAVIORAL BASED INTERVIEWS

Most interviewers routinely include several behavioral questions along with more ← standard questions. Their goal is to ensure they don’t hire a candidate who can talk a good game, but can’t deliver a great performance. This is based on the belief that past performance is the best predictor of future success. Questions usually begin with such phrases as, “Tell me about a time when ! or “"ive me an e#ample of ! $ompanies who utili%e this type of format usually develop questions around the traits and skills they have deemed important for success in their current position. ← &ehavioral interviews can be unsettling if under the pressure of the interviewing process you can’t think of one e#ample.

STEP ONE: 'etermine your skills and strengths and tie them into actual e#periences which e#emplify each one. (emember details that will convey the situation to the interviewer. ). *lmost + years of e#perience with c"M, manufacturing. ←

ob description and are prepared to recall specific actions and behaviors that address the required skills. ← BEHAVIORAL BASED INTERVIEWS The twenty most popular eha!"or# ase$ %uest"onsare: Tell me about a time when you worked effectively under pressure ← handled a difficult co4worker ← were creative in solving a problem ← missed an obvious solution to a problem ← did not meet a deadline on a pro. STEP FOUR: 1ou should learn to structure your stories. This formula will greatly assist you to become an effective “storyteller! while discussing their past e#perience and successes.roblem 3 *ction 3 (esults.ob success.← -. STEP TWO: Make sure you understand the .ect ← persuaded team members to do things your way ← made a bad decision ← were rewarded based on your performance ← set your sights too high or too low ← had to deal with an irate customer ← had to make an important decision with limited facts ← were forced to make an unpopular decision ← were put in a role of leadership ← .*( formula2 . STEP THREE: /t is important to avoid vague proclamations of skills. /t helps to use the . 0mall. precise actions and behaviors are more important than unsubstantiated claims of .

were disappointed in your performance ← saved your employer time or money ← wrote a report that was well received ← displayed your team playing abilities ← got bogged down by a pro. ask him or her to be more specific.or obstacle ← ← 5hen you don’t know the answer . BE HONEST 1ou may respond with.you can do one of two things2 AS& 'OR (LARI'I(ATION /f you don’t understand what the employer is looking for.. “/’m sorry but nothing comes to mind.! (ather than make something up. it is better to be honest about what you have and haven’t done6 . Most employers will appreciate your interest and thoroughness.ect ← displayed your political savvy ← surmounted a ma.