Behavioral interviewing is a technique used to assess a candidate's past experiences and behaviors as a predictor of their future performance in a role.
Key Steps in Behavioral Interviewing
1. Prepare Your Questions: Identify core competencies and develop questions that ask candidates to describe past experiences related to these competencies.
2. Conduct the Interview: Ask all candidates the same set of questions, and use follow-up questions to probe deeper into their responses.
3. Evaluate Responses: Use a scorecard to rate each response based on how well it demonstrates the desired competencies.
The STAR Method
1. Situation: Ask the candidate to describe the context within which they performed a task or faced a challenge.
2. Task: What was the task they needed to accomplish?
3. Action: What specific actions did they take to address the task?
4. Result: What was the outcome of their actions?
Sample Behavioral Interview Questions
1. Problem-Solving: "Tell me about a time when you had to solve a complex problem. What steps did you take?"
2. Teamwork: "Describe a situation where you had to work closely with a team. What was your role, and how did you contribute?"
3. Leadership: "Give an example of a time when you led a project. What challenges did you face, and how did you overcome them?"
4. Adaptability: "Can you provide an example of a time when you had to adapt to a significant change at work?"
Benefits of Behavioral Interviewing
1. Predictive Accuracy: Provides a more accurate prediction of future job performance.
2. Reduced Bias: Structured questions and scoring reduce the risk of interviewer bias.
3. Insight into Soft Skills: Helps assess important soft skills like communication, teamwork, and problem-solving.