Behavioral Job Interview Tips: How to Prepare and Succeed

People are always looking for a reason to keep working, and the job market is no exception. There’s a lot of information on how to prepare for an interview, but not much about what makes it difficult or easy. This blog will talk about some behavioral aspects that can impact your chances at getting hired.

The “behavioral interview questions and answers pdf” is a behavioral job interview tips. This article will help you prepare for your job interviews, and how to succeed with the questions.

Job interviews may be stressful. You only have one chance to persuade a prospective employer to choose you above dozens (if not hundreds) of other eligible applicants. If a guy wants a chance to obtain a job in this tight employment market, he must be on top of his game during interviews.

I had an interview a few months ago for a position I had hoped to acquire since I was in law school. I breezed through the first round of interviews. It was the kind of easy, typical interview that most of us have likely had. I was quizzed on my talents, limitations, and why I wanted to work for this organization in particular. Essentially, these were the kind of questions for which you could plan ahead of time and have some ready-to-use responses.

I received a callback and set up an appointment with a corporate leader. A buddy of mine who knew this individual informed me about the executive’s interview technique before I traveled out for my interview. Behavioral interviewing was one of the executive’s favorite methods for weeding out applicants for employment. I’d never heard of this kind of interview before, so I set out to learn all I could about it in order to be as prepared as possible.

Here are some of the things I discovered on my route to getting the job.

What Is Behavioral Interviewing and How Does It Work?

Behavioral interviewing is a relatively recent way of evaluating job candidates. Industrial psychologists discovered in the 1970s that conventional job interviews were a poor predictor of whether an applicant would succeed in a job. It’s simple to understand why when you look at standard job interview questions.

An employer could ask questions like these in a standard employment interview:

  • “Can you tell me about your assets?” “I’m a team player who is enthusiastic about connecting with people to fulfill the organization’s goal statement,” says the typical bland response.
  • “Can you tell me about your flaws?” “Oh, I think my greatest flaw is that I’m just so dang hardworking,” the typical bland response goes. I’m never sure when to call it quits. Oh, and I’m really critical of myself. “I’m a stickler for detail.” In essence, the applicant makes a feeble attempt to transform a “weakness” into a “strength.”
  • “Can you tell me about your passion?” “I’m enthusiastic about whatever the firm I’m interviewing for does for business,” the typical bland response goes. According to what I’ve heard, you folks create fertilizer. Did I tell you about my backyard dog poop collection? It’s incredible!”
  • “How would you deal with a bothersome coworker?” “The fact is, I’d probably leave passive-aggressive notes on his desk, but you don’t want to hear that, so I’ll just tell you what you want to hear,” says the typical bland response. I’d try to comprehend and then be understood. I’d murder them in a gentle manner. And if things get out of hand, I’ll report the situation to HR.”
  • “Tell me about yourself,” for example. “Here’s my 2-minute elevator speech that makes me appear incredibly fantastic but in no way exposes if I truly have the ability to flourish at this job,” the typical bland response goes.

These sorts of queries are rather simple to respond to. All you have to do is offer the interviewer a vague response laced with the appropriate buzz phrases. Because they don’t demand an applicant to offer concrete instances from their past when they displayed such talents, these responses don’t disclose if the individual really possesses the skill set required to succeed in the position. Typically, these sorts of queries demonstrate that a job prospect is adept at giving a manager what they want to hear.

 

Behavioral interviewing eliminates the tedium of conventional interviews by requiring applicants to provide specific instances of when they displayed the abilities required for the position. An employer adopting the behavioral interview method will ask a question like this instead of asking what your strengths are:

“This work necessitates the capacity to make rapid judgments under duress.” Can you tell me about a time in your life when you had to make a rapid choice under duress?”

Yikes. It’s a much more difficult to provide a false response to this question than it is to give a false answer to the question “What are your strengths?”

But the interrogation doesn’t end there. When adopting the behavioral interview approach, the employer will often follow up on your first answer with probing questions in order to extract additional information from you. Returning to our decision-making example, if you recount a tale about a time when you made a snap choice, the interviewer could pause and ask, “What were you thinking at this point?” These kinds of probing queries are useful for two reasons: They function as B.S. filters and provide the employer additional insight into your personality and character. If you’re giving a completely made-up narrative, the probing inquiries will almost always catch you off guard.

Examples of Behavioral interview questions

Only the interviewer’s creativity limits the number of distinct behavioral interview questions that may be asked. You’ll be asked questions on a wide range of talents and behaviors. The amount of questions an employer asks you about those skill sets might be multiplied by enquiring about other projects or circumstances you’ve worked on in the past where you displayed those talents. To give you a taste of what you’re up against, we’ve provided a few example behavioral interview questions below:

  • What do you do when your priorities shift frequently? Give an example of a time when this occurred.
  • Describe a project or concept that came to fruition as a result of your efforts. What part did you play? What was the end result?
  • What is the most dangerous choice you’ve ever made? What was the scenario back then? What went wrong?
  • Give an example of a significant objective you’ve achieved in the past. Tell us how you were able to do that.
  • Tell us about a situation when you had to evaluate data and make a decision. What was the nature of your mental process? What was your rationale for making this decision?
  • Tell us about a moment when you swiftly established rapport with someone in a challenging situation.
  • Tell us about the most difficult or annoying person you’ve ever had to work with, and how you overcame their challenges.
  • Many occupations need creative or imaginative thinking. Give an example of a time when you had a job like this and how you dealt with it.
  • In the job, we are sometimes faced with dishonesty. Tell me about a time when something like this happened to you and how you handled it.
  • Describe the most difficult negotiation you’ve ever been a part of. What exactly did you do? How did things turn out for you? What were the outcomes for the opposing party?
  • Tell us about the most powerful presentation you’ve ever delivered. What was the subject of discussion? What was the source of the difficulty? How did you deal with it?
  • What steps have you taken to help your subordinates grow? Give a specific example.
  • Describe a time when you had to apply your conflict resolution abilities.

That’s only a small sample. I suggest printing out this comprehensive set of behavioral interview questions. The list contains over 100 questions. I printed these out and had my wife conduct a fake interview as part of my job interview preparation. It compelled me to consider other instances from my history that I might use to respond to the questions. It was difficult, but the effort was definitely worth it. During the interview, I had a ready supply of instances in my head, ready to be used.

 

Remember that your interviewer will likely ask you follow-up questions! As you come up with instances for your responses, jot down as much facts as you can so you’re prepared for your future employer’s questions.

How to Respond to a Question in a Behavioral Interview

Okay, we all know that a behavioral interview can be a genuine pain in the neck. What is the greatest approach to respond to a behavioral interview question in order to impress the interviewer and get the job?

When responding to a behavioral employment interview, most behavioral interviewing books recommend using the three-step STAR process:

1. The situation or task in which you found yourself 2. The action you performed 3. The outcome of that action

Let’s have a look at how the STAR system works.

Question: Describe a time when you had a disagreement with another person and how you handled it. What was the end result?

Answer: In college, I was a member of a four-person team studying the effects of plastics on male rats. Except for one person, I got along swimmingly with everyone. We had a major disagreement on how we should perform the trials. My buddies and I agreed on one approach, but this individual insisted on going his own route. He refused to move from his stance and even tried passive-aggressive measures to hinder us from finishing the job. (Is it a situation or a task?)

I scheduled an informal meeting with the man at a nearby coffee shop. I simply asked him to explain why he wanted to do the experiment in his preferred manner. I just listened and offered clarifying questions. Some of his assumptions were obviously incorrect, but I knew that bringing them out straight immediately would just make him defensive, so I kept my mouth shut. After hearing him out, I got a better grasp of where he was coming from and recognized that he may have some fundamental principles misunderstood. I didn’t think he’d like it if a peer corrected him, so I proposed that we meet with the professor to discuss our differing perspectives and see if he had any criticism or advise. (Action taken by you)

As a result, we had a meeting with the professor. We each gave our own reasons for wanting to conduct the experiment in a certain manner. The professor, as expected, brought out our obstinate teammate’s flawed assumptions and suggested that his way wasn’t the greatest to apply. The man was disappointed, but he accepted the criticism and decided to begin the trial using our technique. (The outcome of the activity)

There are no correct or incorrect replies. When responding to behavioral interview questions, keep in mind that there are no right or wrong responses. When companies offer behavioral interview questions, it’s frequently difficult to identify what they’re looking for. Take, for example, our discussion about dispute resolution. You could assume the interviewer is searching for a certain conflict-resolution strategy from a textbook. However, it’s possible that the employer’s management philosophy differs from the standard dispute resolution approach. I appreciate reading “The Corner Office,” a weekly article in the New York Times. They question CEOs about leadership and what they look for in a candidate during a job interview. Each CEO has their own set of criteria for what constitutes a good employee. So simply focus on coming up with a specific, true example that answers the question while also presenting you in a positive way. Allow the cards to fall where they may.

 

Be truthful. Don’t attempt to get out of a behavioral interview by lying. Don’t attempt to create anything up if you don’t have an example for a question you’ve been asked. For starters, you’ll almost certainly be questioned more about it. But, more crucially, the questions are intended to determine whether your skill set and personality are a good match for the job. If your responses aren’t what the interviewer is looking for, this job may not be the ideal fit for you anyhow, and even if you did obtain it, you’d be unhappy at work. That isn’t healthy for anyone’s health.

For your replies, draw on all of your life experiences. In order to answer a topic in a behavioral interview, you will often be asked to provide examples from your previous work experience. This may be an issue for younger job hopefuls who haven’t worked in a long time, if at all. Make use of all of your life experiences to compensate for your lack of job experience. To respond to the question, use examples from college or any volunteer groups you’ve been a member of.

What are your thoughts on behavioral interviews? Is there anything more you can tell me about how to prepare for them? Leave your suggestions in the comments section.

 

 

The “free sample behavioral interview questions and answers” is a blog post that includes tips on how to prepare for and succeed in job interviews.

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