Behavioral Interview Definition:
A behavioral interview is a type of job interview where candidates are asked to provide specific examples of past behaviors and experiences that demonstrate their qualifications for the role. This interview technique is based on the idea that past behavior is the best predictor of future performance.
Key Features of Behavioral Interviews:
- STAR Technique:
Candidates are often encouraged to use the STAR method (Situation, Task, Action, Result) to structure their responses, providing clear and detailed examples of their behavior. - Focus on Competencies:
Behavioral interviews focus on competencies or skills that are critical to the role, such as problem-solving, teamwork, leadership, and communication. - Predictive Value:
By exploring how candidates have handled situations in the past, employers can predict how they are likely to perform in similar situations in the future.
How Do Behavioral Interviews Work?
In a behavioral interview, the interviewer asks open-ended questions that prompt candidates to discuss specific situations they have encountered in their previous jobs. For example, a question might be, “Can you describe a time when you had to deal with a difficult customer?” The candidate’s response should outline the context of the situation, the actions they took, and the outcome. Interviewers evaluate these responses to assess how well the candidate’s past behaviors align with the requirements of the role.
Best Practices for Conducting Behavioral Interviews
- Prepare Relevant Questions:
Develop questions that target the key competencies required for the role. These questions should encourage candidates to provide specific examples from their past experience. - Listen Actively:
Pay close attention to the candidate’s responses, and ask follow-up questions if necessary to gain a deeper understanding of their behavior and decision-making process. - Evaluate Consistently:
Use a standardized scoring system or rubric to evaluate each candidate’s responses consistently, ensuring that all candidates are assessed on the same criteria. - Avoid Leading Questions:
Ask open-ended questions that allow candidates to share their experiences without being guided toward a specific answer.
