Strategies for Behavioural Interviewing, Tips for Candidates, Tips for Behavior-Based Interviews Preparations

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  • Behavioural interviewing can be termed as a relatively new mode of job interviewing.
  • A number of employers have started using this mode of interview for screening job candidates. For e. g. Employers such as AT&T; and Accenture (the former Andersen Consulting) have been using this for the past 15 years.
  • How to excel in this job interview environment has become crucial.
  • While traditional interview only 10 % predictive, Behavioural interviewing, is supposed to be 55 % predictive of future on-the-job behaviour.
  • It is being considered as the more objective set of facts to make employment decisions than other interviewing methods.
  • Traditional interview questions are related towards asking general questions.
  • It is quite difficult to give responses that are untrue to ones character in behavioural interview.
  • Behavioral interview technique helps employers in evaluating a candidate՚s experiences and behaviors.
  • Also helps in determining the applicant՚s potential for success.
  • Identification of job-related experiences, behaviors, knowledge, skills and abilities.
  • Some of the characteristics included:
    • Critical thinking
    • Being a self-starter
    • Willingness to learn
    • Willingness to travel
    • Self-confidence
    • Teamwork
    • Professionalism

Tips for Candidates

  • A candidate should be able to answer the questions thoroughly.
  • A candidate can prepare himself/herself better for this type of interview if he/she know which skills that are predetermined by the employer or the skills necessary for the job you seek.
  • Candidate՚s response should be specific and detailed.
  • Responding to the interviewer about particular situations relating to each question will be far more effective and successful.
  • Briefly describing the situation, what specific action could be taken w. r. t situation along with the positive result or outcome?
  • Framing a three-step process called a S-A-R, P-A-R, or S-T-A-R statement:
    • Situation (or task, problem)
    • Action
    • Result/outcome
  • An effective selection of examples can be prepared based upon what type of questions might be asked.
  • Using examples from internships, classes and school projects, activities, team participation, community service, hobbies and work experience.
  • Additional examples that can be used:
    • Examples of special accomplishments (personal or professional) .
    • Scoring the winning touchdown.
    • Winning a prize for the artwork.
    • Surfing a big wave or raising money for charity.
    • Numbers always impress employers so quantifying the results is a better idea.
  • The way candidate respond to negative situations need to have examples of negative experiences ready with those with positive outcomes.

Tips for Behavior-Based Interviews Preparations

  • Identifying examples usually six to eight from past experience which include demonstrations from top behaviors and skills that employers typically seek.
  • Half of the examples cited or quoted should be totally positive say for e. g. accomplishments or meeting goals.
  • The other half should include situations responding negatively with positive ending or as a candidate he/she comes out with a positive outcome.
  • There should be varying examples and should not be taken from just one area of one՚s life.
  • It is better to use fairly recent examples.
  • Using examples from high school for a college student is considered to be too long and inappropriate.
  • Certain companies say for e. g. Accenture specifies that candidates give examples of behaviors demonstrated within the last year.
  • Examples should be described in terms of story form and/or PAR/SAR/STAR.
  • Reviewing ones resume and seeing achievements is helpful.
  • Listening carefully to each and every question is recommended.
  • With practice is very much possible to respond to a number of different behavioral questions.
  • It is recommended to keep a record of achievements and accomplishments once a job has been has been offered to the candidate and the same can be used while attending other job opportunities in future.

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