“Behavioral Interview Question”

Behavioral Interview Questions Meaning

Behavioral Interview Questions are a form of questioning used during job interviews. Unlike traditional questions, which focus on factual answers, behavioral questions are designed to get to the root of an individual’s experience, and gauging how they would respond in various situations related to the job they’re interested in.

Behavioral questions generally take one of two forms: (1) Specific situations in which the candidate has previously found himself/herself and subsequently addressed; (2) Future hypotheticals for which the candidate is required to reason or demonstrate responses to.

Crafting Effective Behavioral Interview Questions

It’s important to craft thoughtful, structured questions to get the most out of a behavioral interview. These should be carefully tailored to the job, taking into account technical and interpersonal skills. Behavioral questions also need clear definitions, and should include an example if possible.

Before the Interview scheduling, it’s a good idea to plan out the key traits possessed by ideal candidates, and draw up a list of questions that explore those traits.

A few important points to keep in mind while creating effective behavioral interview questions:

• Be Attentive To Wording Craft questions in a way that draws out the characteristics you’re looking for from the candidate without leading them to any answers.
• Avoid Yes/No Questions Construct questions in such a way that the responses tell a story instead of just providing a quick reply.
• Be Detailed Provide as many details to the candidate regarding the scenario or situation you’d like them to respond to.

Advantages of Using Behavioral Interview Questions

Behavioral questions are a great tool to evaluate the match of a candidate’s qualifications, skills, and personality with the job role. Behavioral questions also offer leaders an insight into how the candidate has dealt with past disappointments, crisis, and successes.

They reveal the candidates’ attitudes, behaviors, beliefs, values, and thought process while tackling a problem or situation.
Some of the key advantages of using behavioral interview questions include:

• Provides Insight Into Past Experiences Behavioral interview questions provide a scope to explore the candidate’s past experiences and how they responded to the situation.
• Determines Problem-Solving Skills Behavioral interview questions give a better understanding of how the candidate thinks through and solves problems they may encounter in the role.
• Explores Attitude & Work Style It makes it easier to determine how the candidate works in teams, how they tackle challenges, and how they handle difficult situations.
• Helps Engage The Candidate It makes the process more interesting for the candidate and allows them to present their skills and qualifications in a natural, free-flowing conversation.

FAQs

How do behavioral interview questions assess candidate suitability?

Behavioral interview questions are designed to evaluate if the candidate’s experiences and qualifications are a match for the job role. It’s a tool to provide a comprehensive picture of the candidate’s values and attitude to determine if they would be a successful member of the team.

Can behavioral interview questions reveal cultural fit?

Yes, through challenging behavioral interview questions, you can get an understanding of the candidate’s values and how they generally react in certain situations. This provides an insight into how the candidate could fit into the existing organizational culture and team.

What’s the role of the STAR method in responding to behavioral interview questions?

The STAR (Situation, Task, Action & Result) method is a useful tool for crafting effective answers to behavioral interview questions. It requires the candidate to think back to an example they may have experienced, assess the situation, present relevant tasks that were undertaken, list out the actions taken, and finally share the outcome. The STAR method helps the interviewer to gain a better understanding of the candidate’s approach to problem-solving.
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