Unlocking the True Potential of Job Interviews: A Fresh Perspective

If you’ve ever been involved in hashtag#hiring, you know how typical interview questions often elicit predictable responses. But fear not! There’s a master approach that can break free from that routine.

Let’s delve into it together, shall we? 😊

Picture this: You are hiring a new project manager for your team. You go about trying to understand how well they can fill up the role and fit your team as well. But your questions are not just making the cut. Asking, “Tell me about your experience with project management,” just returns a verbal CV.

Sounds frustrating right? 😫

But worry not. Here’s the way to break down the monotony. Instead of using cookie-cutter questions, ask your hashtag#candidate, “Describe a time when you had to manage a complex project with tight deadlines and limited resources. How did you handle the situation, and what was the outcome?”

How is the STAR method different?

The STAR interviewing method provides a structured framework for hiring hashtag#managers to ask questions. It offers candidates the opportunity to showcase their uniqueness and the quality of their answers while enabling a comprehensive evaluation of a wide range of skills. The secret lies in asking the right questions. Say goodbye to the age-old inquiries about strengths and weaknesses, and explore a more engaging path that helps you make smarter hiring decisions.

Candidates are prompted to identify relevant situations, describe the tasks and actions they undertook, and explain the outcomes. This paints a vibrant and detailed picture of their skills and work attitude. By incorporating real-life examples, we gain deeper insights into their problem-solving abilities and how they handle challenges.

For instance, for the question seen above, a sample answer can look like this –

• Situation: As a project manager at XYZ Company, I was assigned a critical software development project with a tight two-month deadline and limited resources.
• Task: My task was to ensure the successful delivery of the project on time while maintaining high-quality standards and team motivation.
• Action: To succeed, I created a detailed project plan, fostered open communication within the team, and implemented an agile approach for flexibility. I optimized resource allocation and held regular progress meetings.
• Results: Thanks to our efforts, we delivered the project on time with all key features functioning flawlessly. The successful completion led to recognition within the company and positive feedback from stakeholders and customers.

This allows the candidates to go back in time and bring out real instances as examples. It makes them think of the problems that actually occurred and the solutions that helped them out. It leaves behind the hypothetical and ideal scenarios that are typical of interviews.

By the way, you can find more such questions here: Top 10 Behavioral Competency-Based Interview Questions for Managers.

How can you master Behavioral Interviewing?

Behavioral interviewing offers numerous clever techniques and advantages, and this is just one of them. To unlock all the secrets and help you embrace this smart interviewing style, Risely has introduced the Behavioral Interviewing Masterclass.

Across four valuable sessions, a handpicked group of managers will learn the ins and outs of hashtag#BehavioralInterviewing from Victor Bullara, a master coach in Behavioral Interviewing. Don’t miss out on securing your spot! Sign up today for the Behavioral Interviewing Masterclass and gain a competitive edge. ✨

Exciting, isn’t it? 😄