Behavioral Based Interview Questions
Behavioral based interview questions are becoming increasingly popular among employers as a way to evaluate a candidate's potential fit for the company and job. These types of questions focus on past experiences and behaviors, rather than hypothetical scenarios or general knowledge. By understanding how a candidate has handled certain situations in the past, employers can get a better sense of how that person will handle similar situations in the future.
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Introduction
Behavioral based interview questions are becoming increasingly popular among employers as a way to evaluate a candidate's potential fit for the company and job. These types of questions focus on past experiences and behaviors, rather than hypothetical scenarios or general knowledge. By understanding how a candidate has handled certain situations in the past, employers can get a better sense of how that person will handle similar situations in the future.
What are Behavioral Based Interview Questions?
Behavioral based interview questions are designed to get a candidate to provide specific examples of how they've handled situations in the past. These questions usually begin with phrases like "Tell me about a time when..." or "Describe a situation where...". The interviewer is looking for specific examples of how the candidate has handled certain situations and what actions they took in those situations.
Why are Behavioral Based Interview Questions Important?
Behavioral based interview questions are important because they provide a more accurate picture of a candidate's potential fit for the job and the company. These questions allow the interviewer to see how a candidate has handled similar situations in the past and how they are likely to handle them in the future. They also provide a more objective way of evaluating a candidate, as the interviewer can assess the candidate's actions and behaviors rather than relying solely on their resume or qualifications.
How to Prepare for Behavioral Based Interview Questions
Preparing for behavioral based interview questions takes a bit more effort than preparing for traditional interview questions. To prepare, you'll need to think about specific situations from your past experiences that demonstrate your skills and qualifications for the job. You should also consider the STAR method (Situation, Task, Action, Result) when answering these questions.
Common Behavioral Based Interview Questions
Tell me about a time when you had to deal with a difficult colleague or customer.
Describe a situation where you had to make a difficult decision.
Give an example of a project you led and how you handled any challenges that arose.
Tell me about a time when you had to go above and beyond to complete a task or project.
Describe a situation where you had to work with a team to solve a problem.
How to Answer Behavioral Based Interview Questions
When answering behavioral based interview questions, it's important to be specific and provide concrete examples. The STAR method can be helpful in organizing your answer. Start by describing the Situation, the Task you were faced with, the Action you took, and the Result of your actions. Also, try to demonstrate how your past experiences align with the job and company's requirements.
Tips for Answering Behavioral Based Interview Questions
Be honest and authentic in your answers.
Use specific examples and provide details.
Practice your answers before the interview.
Don’t be afraid to ask for clarification if you don’t understand the question.
Be prepared to answer follow-up questions.
Show how your past experiences align with the job and company's requirements.
Examples of Behavioral Based Interview Questions
Can you tell me about a time when you had to handle a difficult customer?
Describe a situation where you had to work with a team to achieve a goal.
How have you handled a situation where you had to meet a tight deadline?
Can you give an example of a situation where you had to make a difficult decision?
How have you handled a situation where you had to adapt to a change in the workplace?
How to Evaluate Candidates' Responses
When evaluating candidates' responses to behavioral based interview questions, it's important to look for specific examples and details. Candidates should be able to provide concrete examples of their past experiences and explain how they handled the situation. Additionally, evaluate their response for the following criteria:
The ability to handle pressure
The ability to work in a team
Problem-solving skills
Adaptability
Decision-making skills
Additional Tips for Conducting Behavioral Based Interviews
Prepare a list of questions in advance to ensure you stay on track during the interview.
Be sure to ask follow-up questions to gain more insight into the candidate's past experiences.
Take notes during the interview to help you remember key points and evaluate candidates' responses later.
Be consistent in your questioning, ask the same questions to all candidates to ensure fairness.
Pay attention to nonverbal cues, such as body language, as they can provide additional insights into a candidate's behavior.
The Role of Behavioral Based Interview Questions in the Hiring Process
Behavioral based interview questions should be used as part of a comprehensive hiring process that includes evaluating qualifications, experience, and references. By using a combination of these methods, you can gain a well-rounded understanding of a candidate's potential for success in the role.
The Advantages of Behavioral Based Interviews
It can provide a better understanding of the candidate’s skills and abilities that they may not have mentioned in their resume or cover letter.
It can give an insight into how the candidate will handle different situations, especially those that are specific to the job.
It can also help to identify any potential red flags or areas of concern.
Conclusion
Behavioral based interview questions can be a powerful tool for evaluating candidates and assessing their potential fit for the job and the company. By focusing on past experiences and behaviors, these types of questions provide a more accurate picture of a candidate's abilities and potential. By preparing well and being aware of the STAR method, you can ace your behavioral based interview and be one step closer to getting your dream job. Remember, it's not just about answering the questions, but also showcasing your skills, experiences and value proposition that align with the company's needs.
How Hume Can Help
Hume is an interview intelligence platform that can assist both the interviewer and the interviewee with behavioral based interview questions.
For interviewers, Hume provides an easy way to record, transcribe, and summarize interviews. This allows hiring teams to quickly and efficiently review interviews, making it easier to identify the best candidates and make more informed hiring decisions. Additionally, by having access to transcripts and summaries of interviews, teams can train interviewers to perform better and ask more effective behavioral based interview questions.
For interviewees, Hume offers the opportunity to practice and refine their answers to behavioral based interview questions. The platform provides a way for candidates to record their answers to practice questions and review them before the actual interview. This can help them to become more confident and perform better during the interview, increasing their chances of landing the job.
Overall, Hume is a valuable tool for both interviewers and interviewees in the behavioral based interview process, providing a more efficient and effective way to assess candidates and improve the overall interview experience.
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People Success Specialist
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