Scribd
Upload
28 views

Behavioral Interviewqw

The document discusses behavioral interviews, which focus on evaluating a candidate's past performance and skills through questions about specific past experiences. It notes that 43% of organizations use behavioral interviews and that preparation is key to success. The STAR technique is presented as an effective method for structuring answers by discussing the Situation, Task, Action, and Result. Several examples of common behavioral interview questions are provided relating to decision making, leadership, communication, interpersonal skills, and planning/organization. The document concludes with tips on understanding the job, knowing one's own resume and skills, and providing detailed answers using the STAR format.

Uploaded by

lapu
Copyright
© © All Rights Reserved
Available Formats
Download as PDF, TXT or read online on Scribd
28 views

Behavioral Interviewqw

The document discusses behavioral interviews, which focus on evaluating a candidate's past performance and skills through questions about specific past experiences. It notes that 43% of organizations use behavioral interviews and that preparation is key to success. The STAR technique is presented as an effective method for structuring answers by discussing the Situation, Task, Action, and Result. Several examples of common behavioral interview questions are provided relating to decision making, leadership, communication, interpersonal skills, and planning/organization. The document concludes with tips on understanding the job, knowing one's own resume and skills, and providing detailed answers using the STAR format.

Uploaded by

lapu
Copyright
© © All Rights Reserved
Available Formats
Download as PDF, TXT or read online on Scribd
You are on page 1/ 18

The Behavioral Interview

Leslie Coward
Program Manager, ISIP
Engineering Career Center
713-743-4230
www.egr.uh.edu/career
Traditional vs. Behavioral
Interviews

„ Traditional: you are asked a series of


questions which provide straight forward
responses about work performed

„ Behavioral: based on a predetermined skill


set needed for the position, the interviewer
wants to know how you handled the
situation
Behavioral Interviews

„ Behavioral interviewing asserts that


“the most accurate predictor of future
performance is past performance in a
similar situation.”
„ 43% of all organizations use
behavioral interview to some degree
Behavioral Interview
„ The employer attempts to gain specific
information about your past performance as it
relates to the skills and qualifications needed for
the job

„ The employer’s questions are aimed at revealing


job-related skills

„ You may use experiences from work, activities,


hobbies, volunteer work, school projects, family
life
Behavioral Interview
Success
„ Preparation is the key to succeeding in
a behavioral interview

„ Candidates who prepare for behavioral


interviews are better prepared-even
for traditional interviews
Preparing for the Behavioral
Interview

„ Identify 3 selling points about yourself that is


important for the interviewer to know and
determine how you will convey the points
throughout the interview
„ Keep a personal diary of your projects or tasks
that were met with success and challenges
„ Analyze the type of position for which you are
applying, review job description
Preparing for the Behavioral
Interview

„ Know your resume. Review your background,


inventory your skills
„ Identify examples form your past experiences that
demonstrate skills needed for the job
„ Quantify your results, the outcome of your tasks (if
possible)
„ Be prepared to provide examples of when you did not
meet a task with success
Answering the Behavioral
Interview Question
„ Answer the questions by describing a
specific situation

„ Explain the situation, how you


handled it, and the overall outcome

„ Utilize the STAR technique when


answering questions
STAR Technique

„ S = Situation: find and describe a situation that


ties into the interview question at hand.
„ T = Task: further delineate a specific task you had
to complete in this situation.
„ A = Action (s): discuss the approach you took to
deal with the task, breaking down your actions one
by one.
„ R = Result: conclude be describing specific,
concrete outcomes of your actions; making
mention of accomplishments, improvements made
as a result of your actions.
Responding with Success

„ Know what skill sets the question is


evaluating

„ Be detailed and specific in your response

„ Always answer the question in the STAR


format
Behavior Based Questions

Decision Making and Problem Solving

„ Give me an example of a time you had to keep


from speaking or making a decision because
you did not have enough information
„ Give me an example of a time when you had to
be quick in coming to a decision
Behavior Based Questions

Leadership

„ What is the toughest group you have had to get


cooperation from?
„ Have you ever had difficulty getting others to
accept your ideas? What was your approach?
Did it work?
Behavior Based Questions

Communication

„ Tell me about a situation when you had to speak up


in order to get a point across that was important to
you.
„ Have you ever had to “sell” an idea to your co-
workers or group? How did you do it? Did they
“buy” it?
Behavior Based Questions

Interpersonal Skills

„ What have you done in the past to contribute


toward a teamwork environment?
„ Describe a recent unpopular decision you made
and what was the result?
Behavior Based Questions

Planning and Organization

„ How do you decide what gets top priority


when scheduling your time?

„ What do you do when your schedule is


suddenly interrupted? Give an example.
Evaluation System
„ 5. MUCH MORE THAN ACCEPTABLE:
Significantly above criteria required for successful job performance

„ 4. MORE THAN ACCEPTABLE:


Generally exceeds criteria relative to quality and quantity of behavior required.

„ 3. ACCEPTABLE:
Meets criteria relative to quality and quantity of behavior required.

„ 2. LESS THAN ACCEPTABLE:


Generally does not meet criteria relative to quality and quantity of behavior
required.

„ 1. MUCH LESS THAN ACCEPTABLE:


Significantly below criteria required for successful job performance.
Points to Remember…

„ Understand the job description


„ Know your resume
„ Conduct a skills inventory for the
position
„ Respond in the STAR format
„ Provide details and be specific
Engineering Career Center
www.egr.uh.edu/career

You might also like