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BEHAVIORAL INTERVIEWING

BEHAVIORAL INTERVIEWING 
Behavioral interviewing is a relatively new style of interviewing that was developed in the 1970's by industrial psychologists. Behavioral interviewing asserts that "the most accurate predictor of future performance is past performance in a similar situation." Currently, 30 percent of all organizations are using behavioral interviewing to some degree.
Unlike traditional interviews, which include such questions as:
1. Tell me about yourself.
2. What are your strengths and weaknesses?
3. Why are you interested in working for us?
Behavioral interviewing emphasizes past performance and behaviors. As a consequence, candidates unprepared for the rigor of behavioral interviewing have not fared well. Simply practicing the list of common interview questions no longer works.
Why should you prepare for behavioral interview?
· Candidates who prepare for behavioral interviews are better prepared - even for traditional interviews.
· Using behavioral answers works well with inexperienced interviewers.
· Companies that invest the time and energy in developing behavioral interviews often attract top candidates. Top candidates make the company a more desirable place to work.
How do I prepare for a behavioral interview?
Companies that employ behavioral interviewing have predetermined the skill sets they require for a particular position. These skill sets could include: decision making and problem solving, leadership, motivation, communication, interpersonal skills, planning and organization, critical thinking skills, team building and the ability to influence others. The company determines the skill sets by doing a detailed analysis of the position they are seeking to fill. Job seekers also must go through this same process. To conduct a job analysis the job seeker should ask questions such as:
1. What are the necessary skills to do this job?
2. What makes a successful candidate?
3. What would make an unsuccessful candidate?
4. Why have people left this position previously?
5. What is the most difficult part of this job?
Once you have landed the interview, keep in mind the following points.
· Be detailed and specific. You should have developed three stories that illustrate your past performance. Remember that the interviewer will be operating under the premise that "past performance in a similar setting is the best predictor of future performance."
The best way to accomplish this is to use the three-step STAR process or
1. Situation or Task
2. Action
3. Result or outcome
For example, you might recount a time when communication within your work group had broken down (situation). To resolve the problem, you organized informal lunch meetings for people to discuss relevant issues (action). Morale then improved, as did the lines of communication (result). Using this three step STAR process is a powerful way for you to frame your experiences and accomplishments for the interviewer.
· Limit rambling and tangents. While you can't control what is asked, you can control what you say.
· Listen carefully to each question. If you are unsure, rephrase the question and ask for clarification. When you respond, be sure to recall your past accomplishments in detail.
· Practice your behavioral stories using real-life examples. It is very difficult to make up behavioral stories, which is why behavioral interviewing is becoming more popular. By practicing, you will be able to recall with confidence your past accomplishments.
Sample Behavioral Interview Questions
Decision Making and Problem Solving
Give me an example of a time when 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.
Leadership
What is the toughest group that 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?
Motivation
Give me an example of a time when you went above and beyond the call of duty.
Describe a situation when you were able to have a positive influence on the action of others.
Communication
Tell me about a situation when you had to speak up (be assertive) 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?
Interpersonal Skills
What have you done in the past to contribute toward a teamwork environment?
Describe a recent unpopular decision you made and what the result was.
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.
Other Behavioral Questions
Give a specific example of a policy you conformed to with which you did not agree.
Give me an example of an important goal which you had set in the past and tell me about your success in reaching it.
Describe an instance when you had to think on your feet to extricate yourself from a difficult situation.
Quintessential Careers: 
Behavioral Interviewing Strategies
by Katharine Hansen
Behavioral interviewing is a relatively new mode of job interviewing. Employers such as AT&T and Accenture (the former Andersen Consulting) have been using behavioral interviewing for about 15 years now, and because increasing numbers of employers are using behavior-based methods to screen job candidates, understanding how to excel in this interview environment is becoming a crucial job-hunting skill.
The premise behind behavioral interviewing is that the most accurate predictor of future performance is past performance in similar situations. Behavioral interviewing, in fact, is said to be 55 percent predictive of future on-the-job behavior, while traditional interviewing is only 10 percent predictive.
Behavioral-based interviewing is touted as providing a more objective set of facts to make employment decisions than other interviewing methods. Traditional interview questions ask you general questions such as "Tell me about yourself." The process of behavioral interviewing is much more probing and works very differently.
In a traditional job-interview, you can usually get away with telling the interviewer what he or she wants to hear, even if you are fudging a bit on the truth. Even if you are asked situational questions that start out "How would you handle XYZ situation?" you have minimal accountability. How does the interviewer know, after all, if you would really react in a given situation the way you say you would? In a behavioral interview, however, it's much more difficult to give responses that are untrue to your character. When you start to tell a behavioral story, the behavioral interviewer typically will pick it apart to try to get at the specific behavior(s). The interviewer will probe further for more depth or detail such as "What were you thinking at that point?" or "Tell me more about your meeting with that person," or "Lead me through your decision process." If you've told a story that's anything but totally honest, your response will not hold up through the barrage of probing questions.
Employers use the behavioral interview technique to evaluate a candidate's experiences and behaviors so they can determine the applicant's potential for success. The interviewer identifies job-related experiences, behaviors, knowledge, skills and abilities that the company has decided are desirable in a particular position. For example, some of the characteristics that Accenture looks for include:
Critical thinking
Being a self-starter
Willingness to learn
Willingness to travel
Self-confidence
Teamwork
Professionalism
The employer then structures very pointed questions to elicit detailed responses aimed at determining if the candidate possesses the desired characteristics. Questions (often not even framed as a question) typically start out: "Tell about a time..." or "Describe a situation..." Many employers use a rating system to evaluate selected criteria during the interview.
As a candidate, you should be equipped to answer the questions thoroughly. Obviously, you can prepare better for this type of interview if you know which skills that the employer has predetermined to be necessary for the job you seek. Researching the company and talking to people who work there will enable you to zero in on the kinds of behaviors the company wants. (Click here to see a  HYPERLINK "http://www.quintcareers.com/desired_behaviors.html" list of typical behaviors that employers might be trying to get at in a behavior-based interview.)
In the interview, your response needs to be specific and detailed. Candidates who tell the interviewer about particular situations that relate to each question will be far more effective and successful than those who respond in general terms.
Ideally, you should briefly describe the situation, what specific action you took to have an effect on the situation, and the positive result or outcome. Frame it in a three-step process, usually called a S-A-R, P-A-R, or S-T-A-R statement:
1. situation (or task, problem), 2. action, 3. result/outcome.
It's difficult to prepare for a behavior-based interview because of the huge number and variety of possible behavioral questions you might be asked. The best way to prepare is to arm yourself with a small arsenal of example stories that can be adapted to many behavioral questions.
Knowing what kinds of questions might be asked will help you prepare an effective selection of examples.
Use examples from internships, classes and school projects, activities, team participation, community service, hobbies and work experience -- anything really -- as examples of your past behavior. In addition, you may use examples of special accomplishments, whether personal or professional, such as scoring the winning touchdown, being elected president of your Greek organization, winning a prize for your artwork, surfing a big wave, or raising money for charity. Wherever possible, quantify your results. Numbers always impress employers.
Remember that many behavioral questions try to get at how you responded to negative situations; you'll need to have examples of negative experiences ready, but try to choose negative experiences that you made the best of or -- better yet, those that had positive outcomes.
Here's a good way to prepare for behavior-based interviews:
Identify six to eight examples from your past experience where you demonstrated top behaviors and skills that employers typically seek. Think in terms of examples that will exploit your top selling points.
Half your examples should be totally positive, such as accomplishments or meeting goals.
The other half should be situations that started out negatively but either ended positively or you made the best of the outcome.
Vary your examples; don't take them all from just one area of your life.
Use fairly recent examples. If you're a college student, examples from high school may be too long ago. Accenture, in fact, specifies that candidates give examples of behaviors demonstrated within the last year.
Try to describe examples in story form and/or PAR/SAR/STAR.
To cram for a behavioral interview right before you're interviewed, review your resume. Seeing your achievements in print will jog your memory.
In the interview, listen carefully to each question, and pull an example out of your bag of tricks that provides an appropriate description of how you demonstrated the desired behavior. With practice, you can learn to tailor a relatively small set of examples to respond to a number of different behavioral questions.
Once you've snagged the job, keep a record of achievements and accomplishments so you'll be ready with more great examples the next time you go on a behavior interview.
Here is one list of sample behavioral-based interview questions:
Describe a situation in which you were able to use persuasion to successfully convince someone to see things your way.
Describe a time when you were faced with a stressful situation that demonstrated your coping skills.
Give me a specific example of a time when you used good judgment and logic in solving a problem.
Give me an example of a time when you set a goal and were able to meet or achieve it.
Tell me about a time when you had to use your presentation skills to influence someone's opinion.
Give me a specific example of a time when you had to conform to a policy with which you did not agree.
Please discuss an important written document you were required to complete.
Tell me about a time when you had to go above and beyond the call of duty in order to get a job done.
Tell me about a time when you had too many things to do and you were required to prioritize your tasks.
Give me an example of a time when you had to make a split second decision.
What is your typical way of dealing with conflict? Give me an example.
Tell me about a time you were able to successfully deal with another person even when that individual may not have personally liked you (or vice versa).
Tell me about a difficult decision you've made in the last year.
Give me an example of a time when something you tried to accomplish and failed.
Give me an example of when you showed initiative and took the lead.
Tell me about a recent situation in which you had to deal with a very upset customer or co-worker.
Give me an example of a time when you motivated others.
Tell me about a time when you delegated a project effectively.
Give me an example of a time when you used your fact-finding skills to solve a problem.
Tell me about a time when you missed an obvious solution to a problem.
Describe a time when you anticipated potential problems and developed preventive measures.
Tell me about a time when you were forced to make an unpopular decision.
Please tell me about a time you had to fire a friend.
Describe a time when you set your sights too high (or too low).
Sample behavioral-based interview questions:
Describe a situation in which you were able to use persuasion to successfully convince someone to see things your way.
Describe a time when you were faced with a stressful situation that demonstrated your coping skills.
Give me a specific example of a time when you used good judgment and logic in solving a problem.
Give me an example of a time when you set a goal and were able to meet or achieve it.
Tell me about a time when you had to use your presentation skills to influence someone's opinion.
Give me a specific example of a time when you had to conform to a policy with which you did not agree.
Tell me about a time when you had to go above and beyond the call of duty in order to get a job done.
Tell me about a time when you had too many things to do and you were required to prioritize your tasks.
Give me an example of a time when you had to make a split second decision.
What is your typical way of dealing with conflict? Give me an example.
Tell me about a time you were able to successfully deal with another person even when that individual may not have personally liked you (or vice versa).
Tell me about a difficult decision you've made in the last year.
Give me an example of a time when something you tried to accomplish and failed.
Give me an example of when you showed initiative and took the lead.
Tell me about a recent situation in which you had to deal with a very upset customer or co-worker.
Give me an example of a time when you motivated others.
Tell me about a time when you delegated a project effectively.
Give me an example of a time when you used your fact-finding skills to solve a problem.
Tell me about a time when you missed an obvious solution to a problem.
Describe a time when you anticipated potential problems and developed preventive measures.
Tell me about a time when you were forced to make an unpopular decision.
Please tell me about a time you had to fire a friend.





Sample behavioral-based interview questions:
Describe a situation in which you were able to use persuasion to successfully convince someone to see things your way.
Describe a time when you were faced with a stressful situation that demonstrated your coping skills.
Give me a specific example of a time when you used good judgment and logic in solving a problem.
Give me an example of a time when you set a goal and were able to meet or achieve it.
Tell me about a time when you had to use your presentation skills to influence someone's opinion.
Give me a specific example of a time when you had to conform to a policy with which you did not agree.
Tell me about a time when you had to go above and beyond the call of duty in order to get a job done.
Tell me about a time when you had too many things to do and you were required to prioritize your tasks.
Give me an example of a time when you had to make a split second decision.
What is your typical way of dealing with conflict? Give me an example.
Tell me about a time you were able to successfully deal with another person even when that individual may not have personally liked you (or vice versa).
Tell me about a difficult decision you've made in the last year.
Give me an example of a time when something you tried to accomplish and failed.
Give me an example of when you showed initiative and took the lead.
Tell me about a recent situation in which you had to deal with a very upset customer or co-worker.
Give me an example of a time when you motivated others.
Tell me about a time when you delegated a project effectively.
Give me an example of a time when you used your fact-finding skills to solve a problem.
Tell me about a time when you missed an obvious solution to a problem.
Describe a time when you anticipated potential problems and developed preventive measures.
Tell me about a time when you were forced to make an unpopular decision.
Please tell me about a time you had to fire a friend.

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