In a behavioral interview the interviewer relies more on observation to judge the skills and qualifications of the candidate. This observation includes having the candidate relate facts and experiences, as opposed to broad concepts and hypothetical situations, which the interviewer can probe to identify specific actions or behaviors.  (You may also view an online workshop regarding behavioral interviews.)

What is Behavioral Interviewing?

1. It is an interviewing technique based on the idea that past performance is the best indicator of future performance.
2. Behavioral interviewing helps the interviewer develop a profile of actions that a candidate will likely display in the job.
3. It identifies not only skills and knowledge for the job but also the personal and performance attributes needed to succeed within the culture of the company.
4. It incorporates the 'Scientific Method' into the interview process; the interviewer relies more on facts and direct 'observation' to evaluate the candidate.
5. The interviewer requires interviewees to share situations in which they may or may not have shown particular behaviors (e.g., leadership role).
6. It limits the effect of personal impressions on the overall evaluation.
7. It provides structure to the interview process.

What Makes Behavioral Interviewing Different from Traditional?

1. Instead of asking how a candidate would behave in a situation, the interviewer asks how did the candidate behave in a past situation.
2. The interviewer can structure the interview to concentrate on areas important to him/her, not necessarily to the candidate.
3. Interviewer can question and probe candidate responses.
4. Candidates usually have to talk more and provide more details.
5. Interviewer can target specific information more easily.
6. Interviewer is more interactive with candidate.
7. Candidate may have less control over telling prepared stories.
8. Interviewer more likely to take notes.

Preparation for the Behavioral Interview

1. Evaluate background to identify skills and experience; develop some brief scenarios that illustrate specific skills (e.g., a specific experience while working in a restaurant to show interpersonal skills or interaction with a difficult customer).
2. Think of relevant situations that reflect favorable actions.
3. Consider positive and negative experiences; the ability to handle failure may also be probed.
4. Be specific about a situation; avoid generalizing or talking about several events.
5. Prepare short descriptions of each situation but give details if asked.
6. Include the outcome of action (outcome should reflect favorably on candidate).
7. Concentrate on actual performance; avoid downplaying or embellishing behavior.
8. Candidate should consider the question and take time before answering.

Sample Questions

1. Give me an example of an important goal you had to set and tell me about your progress in reaching that goal.
2. Describe for me a time when you failed at something and how you responded.
3. Tell me about a time when you had to work on a team with someone you did not get along with. What happened?
4. Have you ever been involved in a team project when you had to take the lead or take charge of the project? What did you do?
5. What was your favorite class in college? Why?