Behavioral-Based Interviewing is the Future: Are You Ready?

The main 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 v. Traditional Interviewing

Behavioral-based interviewing is touted as providing a more objective set of facts to make employment decisions than other interviewing methods. In a traditional setting, the interviewer may say, "Tell me about yourself." You can usually get away with telling the interviewer what he or she wants to hear, even if you're fudging a bit on the truth. Even if you're asked situational questions such as, "How would you handle X, Y, Z situation?" you have minimal accountability. How does the interviewer know, after all, that if you'd react as 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, for example, "What were you thinking at that point?" "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 truthful, your response will not hold up under such probing questions.

Employers use the behavioral interview technique to evaluate a candidate's experiences and behaviors so they can determine his or her 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.

The interviewer then structures very pointed questions to elicit detailed responses aimed at determining whether 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.

Behaviors that Companies Typically Look For

As a candidate, you should be equipped to answer the questions thoroughly. Obviously, you can better prepare for this type of interview if you know which skills that the employer has determined 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. Typical behaviors that companies want to identify include:

• Adaptability;
• Oral and written communication skills;
• Analytical capabilities;
• Attention to detail;
• Decisiveness;
• Willingness to delegate and develop subordinates;
• Energy;
• Entrepreneurial skills;
• Insight;
• Leadership, negotiation, management, research, financial, organizational and listening skills;
• Flexibility;
• Independence;
• Initiative;
• Creativity;
• Integrity;
• Good judgment;
• Sensitivity;
• Resilience;
• Willingness to take calculated risks.

In the interview, your responses need 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.

Three Step Response

Ideally, you should briefly describe the situation, what specific action you took 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 (task or problem)
2. Action
3. Result/outcome

It’s also helpful to think of your responses as stories. Become a great storyteller in your interviews, but be careful not to ramble. One strategy for preparing for behavioral interviews is to use the STAR technique (often referred to as the SAR and PAR techniques as well.)

^ Back to top

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. To prepare, arm yourself with a small arsenal of sample stories that can be adapted to many behavioral questions.

Sample Questions:

• Describe a situation in which you had to make a decision under pressure? What was the situation? What happened?
• Give me a specific example of a time when a co-worker criticized your work in front of others. How did you respond? How has that event shaped the way you communicate with others?
• Give me a specific example of a time when you sold your supervisor or professor on an idea or concept. How did you proceed? What was the result?
• Describe the system you use for keeping track of multiple projects. How do you track your progress so that you can meet deadlines? How do you stay focused?
• Tell me about a time when you came up with an innovative solution to a challenge your company. What was the challenge? What role did others play?
• Describe a specific problem you solved for your employer. How did you approach the problem? What role did others play? What was the outcome?
• Describe a time when you got co-workers who dislike each other to work together. How did you accomplish this? What was the outcome?
• Tell me about a time when you failed to meet a deadline. What things did you fail to do? What were the repercussions? What did you learn?
• Describe a time when you put your needs aside to help a co-worker understand a task. How did you assist them? What was the result?
• Describe two specific goals you set for yourself and how successful you were in meeting them. What factors led to your success in meeting your goals?