The Complete Guide To Behavioral Interviewing

In this comprehensive guide, we will explore the key components of behavioral interviewing, including understanding the philosophy behind behavioral questions, crafting effective interview questions, implementing the STAR method in responses, analyzing behavioral responses, and preparing for a behavioral interview as an interviewer. Whether you are a hiring manager or a job seeker, this guide will provide you with the necessary tools and insights to navigate the behavioral interview process effectively.

What is Behavioral Interviewing?

Behavioral interviewing is a technique hiring managers use to assess job candidates’ past experiences and predict their future behavior in the workplace. One of the key figures associated with the development of this technique is Dr. Paul Green. He popularized the approach through his work and writings, emphasizing that past behavior is the best predictor of future performance. This method involves asking specific behavioral interview questions that require candidates to provide examples of how they have handled various situations in the past.

How does behavioral interviewing work?

The philosophy behind behavioral questions is based on the belief that past performance is a strong indicator of future behavior. Hiring managers can assess their competencies, skills, and behaviors by asking candidates to provide specific examples of how they have handled real-life situations in the workplace. The primary focus is in two areas:

• Soliciting evidence of performance: During a behavioral interview, hiring managers ask specific questions that require candidates to provide examples of how they have handled real-life situations in the workplace. These questions elicit verifiable evidence about candidates’ past actions and assess their competencies and skills.
• Determining fit for the role and team: Strategically, a behavioral interview aligns its questions with the job description of your team needs. This approach allows interviewers to assess candidates’ suitability and fit for the role by focusing on the specific competencies and skills required, and by evaluating their demonstrated behaviors and actions.

This is how the difference shows up. While typically your interview question looks like this:

How do you handle tight deadlines?

Behavioral interviewing makes it better in this way:

Can you describe a time when you had to meet a tight deadline? What steps did you take to ensure you met it, and what was the outcome?

Behavioral questions aim to elicit verifiable evidence about candidates’ previous actions and performance. This approach allows interviewers to gain insights into candidates’ problem-solving abilities, communication skills, teamwork, decision-making, and other relevant competencies.

What makes behavioral interviews better than other ways?

The primary goal of behavioral interviewing is to gain insight into candidates’ competencies, skills, and behaviors relevant to the job they are applying for. Interviewers can assess candidates’ ability to apply their skills and knowledge in real-life scenarios by asking candidates to provide specific examples.

For hiring managers:

Hiring managers use behavioral interviewing to gather verifiable evidence about candidates’ past actions and performance. You can assess candidates’ suitability for the job and determine if they possess the necessary skills and competencies to succeed in the role.

For candidates:

Behavioral interviewing helps you return to the concrete work you have done and demonstrate skills with real-life examples in many areas. Getting behavioral answers right also shows you have a structured approach to working that can translate into multiple areas with the right training and development opportunities.

Overall, behavioral interviewing is a valuable tool in the recruitment process that allows hiring managers to gain deeper insights into candidates’ past performance and assess their potential for success in the role they are applying for.

How are Behavioral Interview Questions Made?

Effective behavioral interview questions are crucial for assessing candidates’ past experiences and predicting their future behavior. These questions should focus on specific situations, actions, and outcomes to gather verifiable evidence about candidates’ competencies and skills.

When crafting behavioral interview questions, you need to focus on aligning them with the job description and the core competencies required for the role.

Structuring Questions for Different Roles

When structuring behavioral interview questions for different roles, hiring managers should consider the specific competencies and skills required for each position. Here are some examples to build questions based on different roles that you can try:

• For a leadership role: Ask candidates to provide examples of how they have demonstrated their leadership skills, managed teams, and achieved desired outcomes.
• For a customer service role: Ask candidates to share experiences of dealing with difficult customers, resolving conflicts, and providing exceptional customer service.
• For a technical role: Ask candidates to describe their problem-solving abilities, their approach to complex technical challenges, and their ability to work in a team.

Examples of Effective Behavioral Questions

Effective behavioral interview questions require candidates to provide specific examples of their past experiences. Here are some examples of effective behavioral questions that you can start with:

• Tell me about a time when you had to resolve a conflict within your team. How did you approach the situation, and what was the outcome?
• Describe a time when you had to adapt to unexpected changes in a project. How did you handle the situation, and what was the result?
• Share an experience where you had to work under pressure and meet tight deadlines. How did you manage your time, and what was the outcome?

Find more:

• Mastering the Top 30 Behavioral Questions in Interviews
• 6 Communication Behavioral Interview Questions to Find Your Dream Job
• The Ultimate Guide to Situational and Behavioral Interview Questions

Implementing the STAR Method in Responses

The STAR method is a structured approach that job candidates can use to provide concise and detailed responses during a behavioral interview. The acronym STAR stands for Situation, Task, Action, and Result.

When using the STAR method, candidates start by describing the situation they encountered in the past. They then explain the task or challenge they faced in that situation. Next, they outline the actions they took to address the task or challenge. Finally, they discuss the specific results or outcomes they achieved due to their actions. The STAR method helps candidates structure their responses and provide relevant and specific examples of their past experiences.

Let’s understand the star method with an example:

• Hypothetical question: “Tell me how you would handle a conflict with a team member.”
• Situation: Describe a situation in which a conflict arises with a team member.
• Task: Explain the task or challenge of resolving the conflict.
• Action: Describe the actions you would take to address the conflict.
• Result: Discuss the expected or desired outcome of resolving the conflict.

Sample answer for STAR method:

How to analyze behavioral interviewing answers?

When analyzing behavioral responses, hiring managers should pay attention to candidates’ relevant competencies. You should also look for red flags and positive indicators that can help make informed hiring decisions.

• Finding competencies: When identifying competencies through answers, look for specific examples and evidence of candidates’ past performance. Assess how candidates have applied their skills and knowledge in real-life situations and evaluate their effectiveness in achieving desired outcomes, as we saw in the sample answer above.
• Spotting red flags: Red flags may include inconsistent or vague responses, a lack of specific examples, or difficulty in demonstrating key competencies. These indicators suggest that candidates may not possess the necessary skills or experience required for the job.

Try looking for red flags in the sample answer below:

What are the signs of a bad behavioral interview answer?

• Vagueness: The description of the situation is too vague. It doesn’t provide enough context about the nature of the conflict or why it was significant, making it hard to understand the full scope of the issue.
• Lack of Clarity: The task is not clearly defined. It does not specify any concrete objectives or expectations the candidate needed to meet to handle the conflict.
• Arrogance: The candidate’s confidence in their approach without considering the team member’s perspective shows a lack of openness and collaboration.
• Short-Term Focus: The candidate only focuses on finishing their part of the project, ignoring the broader implications for team performance and cohesion.
• Lack of Reflection: There is no reflection on what could have been done better or how to improve future conflict resolution efforts.

Conclusion

In essence, mastering the art of behavioral interviewing can significantly enhance your recruitment process by revealing a candidate’s true potential and suitability for the role. You can uncover valuable insights by understanding the philosophy behind behavioral questions, crafting tailored inquiries, implementing the STAR method effectively, and analyzing responses meticulously. Whether you are an interviewer aiming to select the best candidate or a candidate preparing to ace the interview, equipping yourself with the knowledge and skills outlined in this guide will undoubtedly elevate your interviewing experience to new heights.