Behavioral Interviewing
Below is a MRR and PLR article in category Business -> subcategory Other.
Understanding Behavioral Interviewing
Introduction
Have you ever pondered how to set aside personal biases while interviewing candidates? If so, this guide to behavioral interviewing is essential for you.
What is Behavioral Interviewing?
Behavioral interviewing is a refined technique used by employers like AT&T and Accenture for over 15 years. It focuses on past experiences, behaviors, attitudes, and skills to predict future performance, making it a critical skill for job hunters as more companies adopt this method.
How It Works
Behavioral interviews delve into:
- Work experience
- Hobbies
- Volunteer work
- School projects
Prioritizing job-related examples is recommended.
Key Competency Questions
Behavioral interviews focus on competencies. Here are 22 examples with questions:
1. Conflict Management: Address and resolve conflicts constructively.
- Question: Describe the most difficult conflict you’ve managed.
2. Employee Development/Coaching: Facilitate others' professional growth.
- Question: Describe your experience with a mentor.
3. Interpersonal Skills: Communicate effectively and build rapport.
- Question: Describe a challenging working relationship.
4. Teamwork: Collaborate productively with others.
- Question: Give an example of a significant contribution to a team.
5. Self-Management: Demonstrate composure and time-management.
- Question: How do you balance personal and professional demands?
6. Empathy: Show care and compassion towards others.
- Question: Share an instance when you empathized with a colleague.
7. Planning/Organizing: Be systematic in meeting objectives.
- Question: Describe a complex project you managed.
8. Customer Service: Anticipate and exceed customer needs.
- Question: Give an example where you went above and beyond for a customer.
9. Written Communication: Write clearly and effectively.
- Question: Provide an example of effective written communication at work.
10. Presenting: Speak confidently to groups.
- Question: Describe a presentation given to an unfamiliar audience.
11. Persuasion: Influence others' thoughts and behaviors.
- Question: Describe a situation where you persuaded someone to your point of view.
12. Goal Orientation: Focus on achieving goals.
- Question: Share your most significant professional accomplishment.
13. Flexibility: Adapt easily to change.
- Question: When did you have to change priorities unexpectedly?
14. Continuous Learning: Embrace and apply new knowledge.
- Question: How do you stay updated in your field?
15. Personal Effectiveness: Show initiative and responsibility.
- Question: What enables you to achieve your goals?
16. Problem Solving: Analyze and resolve problems proactively.
- Question: Describe a time when you anticipated a problem.
17. Negotiation: Facilitate win-win agreements.
- Question: Provide an example of successful negotiation.
18. Management: Achieve results through effective resource management.
- Question: Describe your role in managing a substantial budget.
19. Leadership: Inspire and motivate others to achieve goals.
- Question: Sketch your leadership role's organizational structure.
20. Decision Making: Make effective decisions under pressure.
- Question: Describe a risky decision you made quickly.
21. Futuristic Thinking: Envision future trends.
- Question: When did you foresee a trend others missed?
22. Creativity/Innovation: Develop new approaches.
- Question: Share a work situation where you innovatively solved a problem.
Preparing for a Behavioral Interview
As a Candidate:
1. Research the role you’re applying for.
2. Reflect on relevant skills and experiences.
3. Prepare examples of past challenges and lessons learned.
4. Identify your strengths and how to convey them effectively.
As an Interviewer:
1. Define the key behaviors, attitudes, and skills needed for success.
2. Use a system like Trimetrix to benchmark job competencies.
3. Get input from multiple respondents for an unbiased assessment.
Conclusion
Behavioral interviewing predicts future job performance more accurately than traditional methods. By focusing on past behaviors, it offers a 55% accuracy rate compared to just 10% for conventional interviews. Good luck with your behavioral interviewing journey!
For more details on the Trimetrix Process or job benchmarking, contact Well-Run Concepts at 877-566-2900, email Success@Well-Run.com, or visit www.Well-Run.com.
You can find the original non-AI version of this article here: Behavioral Interviewing.
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