What is a Behavioral Interview?
Behavioral interviewing is a type of job interviewing technique that focuses on assessing a candidate’s past behavior in specific situations to determine whether they are suitable for the position.
Behavioral interviews typically involve asking candidates to provide detailed examples of situations they have encountered in their previous roles, how they handled them, and what the outcomes were. This method aims to gain insights into a candidate's problem-solving skills, interpersonal abilities, adaptability, and other relevant competencies.
For example, instead of asking, "How would you handle a conflict with a team member?" in a behavioral interview, the question might be, "Can you describe a specific instance where you had to address a conflict within your team? What actions did you take, and what was the result?" This allows the interviewer to get a better understanding of the candidate's actual behavior in a real-world scenario.
How to prepare for a behavioral interview?
Here are some tips that must have on mind the next time you have to give a behavioral interview;
- Always have a few examples of your past experiences where you have strategically solved a situation. Whenever you are asked this question, start with the problem statement and then explain the proposed solution you had to solve the problem.
- Use STAR (Situation, task, action, result) technique to answer the question.
- If you don't get the clarity, don't hesitate to ask questions.
How to use behavioral interviews to hire talent?
- Use phrases like "Tell me about a time when..." to prompt detailed responses.
- Probe for specifics and use follow-up questions as a process of discovery and for more clarity.
- Evaluate responses and compare them to the job requirements.
- Ask what the candidate learned from past experiences.
- Consider cultural fit and see if they align with the company values.
Behavior interview, in conclusion, is a powerful tool in the hiring process and offers valuable insights into a candidate's past behavior and how they are likely to perform in future work scenarios. By emphasizing concrete examples and actions taken in specific situations, this approach provides a more accurate assessment of a candidate's competencies and suitability for a role.
Both interviewers and candidates benefit from thoughtful preparation and engagement in this structured interview format, ultimately leading to more informed hiring decisions and successful workforce additions.
