Behavioral Interview
Though an employer might not have told you that you will be involved in a " Behavior-Based," Behavioral, or "Situational" Interview, you are still likely to face "Behavioral Interview" style questions.
In a Traditional Interview, you can usually get away with somewhat vague and general answers or inform the interviewer what you think he or she would want to hear. Traditional Interview questions ask you basic questions such as "Tell me a little bit about yourself."
Behavioral Interviewing is much more difficult. They will ask you concerning situations and try to separate your answers to see if your behaviors match the Desirable Behavioral Competencies required. They are trying to predict your future success by understanding how you have handled situations in the past.
On the other hand, in a Behavioral Interview, they're going to be asking you for examples. They will also be asking you for details, including names of people, dates, and outcomes. They will ask you regarding lengthy projects you've been involved in, how your role developed, how you handled deadlines, difficult personalities, and pressures, how you approached problems, how you decided on the right steps to take, and their order.
In giving examples from your work experience, the Behavioral Interviewer will scrutinize you to understand how you reason.
They will start with questions like "Describe a situation ..." or"Tell about a time ..." and then ask you to elaborate with questions like "So what were you thinking at that point?" or "What was your decision-making process?" or "Tell me how the meeting went with that person."
Always Remember, the core Characteristics / Competencies they will be looking for are:
1. Courage / Persuasion
2. Beliefs / Ethics
3. Commitment
4. Work Orientation / Stamina
5. Interpersonal Skills / Charm
6. Discipline
7. Competitiveness
8. Focus
9. Big Picture Thinking
Additionally, they will be examining your critical thinking skills, willingness to learn, desire to travel, willingness to sacrifice, self-confidence, teamwork habits, professionalism, energy, decisiveness, sensitivity, tenacity, work standards & risk-taking orientation.
Use These Examples
Use examples from several different jobs. Consider using instances from community service, hobbies, church groups, or other areas that you think will be relevant to the job at hand.
Use examples of any notable accomplishments or awards you might have received, and try to QUANTIFY your results.
Be specific about numbers, dates, and durations!
Remember that many Behavioral Interview questions are related to stressful or negative situations. You'll need to have ready examples of negative, challenging experiences, but try to choose negative experiences with positive outcomes.
Here is how to prepare:
1) Write down six example situations from your experience to demonstrate the desired behaviors and skills employers require. What was the Situation? What Action did you take? What was the Result?
1) Add as much detail as possible. Edit and rewrite your examples.
2) Think of examples that highlight your most vital skills.
3) Half of your accomplishment statements should be positive, such as outstanding achievements. The other half should be based on situations that started negatively but ended with a positive outcome.
4) Have some variation in your examples and avoid taking them all from just one job.
5) It is best to use reasonably recent examples as much as possible.
6) During the interview, listen carefully to every question. Pause, and then choose the right example story. If you practice, you can learn to tailor an approximately small set of 5 to 8 examples to respond to any question.
This way, you successfully "package & spin" your work experience for practically any kind of problem!
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