Behavioural Interviewing
Techniques
Also referred to as a "Competency
Based Interviewing", this technique was once
reserved for the Executive but has since become common
place in many aspects of the recruitment market. Behavioural interviews help the interviewer
determine just how you may perform in future situations
based on past performance. These assessments are
made by asking you
specific questions in which you are expected to
provide answers based on actual situations you have
faced.
How to
approach behavioural interviews
The interviewer will be expecting factual answers,
so it's important that you focus on an actual
event and do not provide answers in a generalised
form.
A useful tip is to think of your responses as a type
of story - being careful not to ramble and sticking
to the facts, ensuring your response focuses
on your positive attributes not negative.
Example behavioural style interview questions
Describe a time when you haven't
been able to meet a deadline? What wer the
reasons behind this and what could have been done
differently?
(this question focuses on a candidate's
ability to plan,
show initiative and demonstrate problem solving skills)
Describe a time when you have had to deal
with a difficult team member or customer. What
was the outcome and with the benefit or
hindsight, what would you have done differently today?
(this question focuses on a candidate's
team work skills, customer service,
conflict resolution and relationship management)
Sometimes management have very unrealistic
expectations. Can you describe a time when you
had to persuade a senior member to rethink their
expectations and
help them consider alternatives?
(this question focuses on a
candidate's ability to use persuading,
negotiating and influencing skills).
Notice how all the above are asking you to base your answer on past experience
Using the "S.T.A.R"
approach
The "S.T.A.R approach" is tried and tested model from which you can structure you interview answers. By using the "S.T.A.R" method, you'll find yourself being able to give concise answers based on real life situations.
|
Situation &
|
Give the interviewer some background information on an actual event that took place in which you were faced with a specific challenge relating to the question they are asking. |
|
Action you took |
Describe what action you did to address the situation, problem or challenge faced. |
|
Results |
Provide a positive overview on what happened and the results of the situation, and what experience you gained from this event. It is important that avoid negativity and avoid blaming others. Try to put forward positive learning experiences. |
Points to remember
► More often than not, you can use the same 4 or 5 examples challenges and achievements in your past working history, and adapt these to each interview.
► Always keep focused on a past situation (STAR) and never provide answers in general - it's not about what you "would do" but what you "have done".
► Answers can be tailored to provide excellent examples of you value-add skills if you practice you responses.
► The key to success is practice, practice and more practice.
For more information, contact:
itouch
professional resumes
Tel: 1800 450 527
email: admin@resume-services.com.au