Learn How to Conduct Behavioral-Based Interviews with These Tips
One of the most efficient ways to conduct an interview, a behavioral interview is when an interviewer asks questions to get candidates to talk about past behaviors. The objective of a behavioral interview is to ascertain if someone has the correct habits needed for the various duties of the position in question.
In a behavioral interview, the applicant is told to talk about specific instances involving a certain behavior than was done in the past, such as resolving a conflict. In the best behavioral interviews, the applicant does not know what behavior or qualities the interviewer is trying to identify.
If you’d like to conduct an effective behavioral interview, try these its below:
Study the Role
Ahead of interviewing an applicant, it’s crucial to read the job description to see what type of expertise and abilities are essential for the position. Figure out the characteristics and skills of someone who you think will flourish in that role and, refine the list to the most important traits you think an applicant must have to do the job well.
A Focus on ‘Soft’ Skills
The crux of a behavioral interview is assessing the soft skills of the candidate.
It’s easy to simply ask about abilities, but how do you check to see if candidates actually have them? Needless to say, nobody is going to reply to a job posting to say they have a hard time collaborating or communicating. To really dig down and assess qualified candidates, you have to do it in the interview.
Interviewing for Soft Skills
Behavioral-based interview questions ask for specific examples of a candidate using soft skills. These questions should be developed with a method known as STAR – Situation, Task, Action and Result.
Start each question by laying out a situation. For instance, asking a candidate if they have ever seen someone cutting corners on an important task.
Next, explain the task at hand. For a situation involving cutting corners, you would ask a candidate how they tried to correct their colleague. The candidate should then be able to describe actions they took and the results of those actions.
The behavioral interview question laid out above is a good example of how to probe candidates on their leadership and accountability skills. Questions like this could be designed to probe for other skills like teamwork, communication and organization.
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