Interview questions and structured interviewing
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What is a "Behavioral Interview"?

Dawn Rosenberg McKay

In a behavioral interview you will have to demonstrate your knowledge, skills, and abilities, collectively known as competencies, by giving specific examples from your past experiences. The interviewer wants to know, not that you can do something, but that you have done it. He or she, prior to the interview, determines what competencies are required for the position. Then the interviewer develops a series of questions that will allow him or her to find out if you, the job candidate, possesses the necessary competencies to perform the job. The basic premise of the behavioral interview is that past performance is a good predictor of future performance.

While many candidates are intimidated by this method, a behavioral interview gives you the opportunity to demonstrate to a prospective employer why you are well suited for the job. Rather then merely telling the interviewer what you would do in a situation, as in a regular interview, in a behavioral interview you must describe, in detail, how you handled a situation in the past. What better way to "strut your stuff?"

On a behavioral interview, you can expect questions like "Tell me about a time when..." or "Give me an example of when..." Fill in the blanks with one of any number of skills, knowledge, or abilities the interviewer is trying to ascertain you have. For example, if conflict resolution is a required competency, the question may be "Tell me about a time two people you had to work with weren't getting along." If you have work experience you can talk about two of your co-workers. If you're interviewing for your first job you can select an experience that occurred during a time you worked on a group project, or participated in a team sport. As long as you clearly state the problem, demonstrate the steps you took to resolve it, and discuss the results, it doesn't matter what experience you draw upon.

Why Would an Employer Use This Technique
When asked simple yes or no questions, a job candidate can easily tell an interviewer what he or she wants to hear. For example, if you're asked what you would do if a client suddenly moved up the deadline on a project, you could reply that you would put in overtime as necessary. However, if the interviewer asks what you have done in the past to complete a project on a tight deadline, you would have to give a real-life example, detailing how you handled the situation. Then the interviewer could ask some probing questions to verify that what you are saying actually happened. For example, she might ask how many hours you spent on the project and whether the client was happy with the results, or what grade you got if you're talking about a school project.