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.