Behavioral-Based Interview Questions

What Is Behavioral-Based Interview Questions?

Behavioral-Based Interview Questions are a set of inquiries used in job interviews that focus on how the applicant has behaved in past situations. These questions are based on the idea that past behavior is a reliable predictor of future performance. They aim to assess competencies such as teamwork, problem-solving, or adaptability by getting candidates to provide specific examples from their past experiences.

What Is the History of Behavioral-Based Interview Questions?

The concept of Behavioral-Based Interview Questions was first introduced in the 1970s by industrial psychologists. It was borne out of the recognition that traditional job interview questions weren’t effectively predicting on-the-job performance. One of the pioneers of this approach is Dr. Tom Janz, who through his research, indicated that situational behavior-based interviews could predict future job performance up to five times better than traditional interviews.

Initially, this interviewing method was primarily used by large, sophisticated employers (like Fortune 500 companies). However, the value of behavioral interviewing has become more recognized and widespread over the decades. Today, organizations of all sizes and in various industries use Behavioral-Based Interview Questions to assess candidate fit and potential performance.

What Are Some Examples of Behavioral-Based Interview Questions?

1. Can you tell me about a time when you had to deal with a difficult coworker or team member and how you handled it?
2. Describe a situation where you had to use your problem-solving skills to resolve an issue.
3. Tell me about a time when you had to balance multiple tasks at once. How did you prioritize?
4. Can you provide an example of a project or task that did not go as planned and how you handled it?
5. Tell me about a time when you received criticism and how you responded.
6. Describe a situation where you took the initiative to improve a process or make a decision in your previous role.
7. Can you provide an example of a time when you had to deal with a stressful situation at work and how you coped with it?

How Do Behavioral-Based Interview Questions Differ From Situational Interview Questions?

While both Behavioral-Based and Situational Interview Questions are used to assess a candidate's abilities and skills, they do so in different ways:

Behavioral-Based Interview Questions focus on past situations. They ask the candidate to reflect on their past experiences and describe how they handled certain scenarios. The underlying assumption is that past behavior can predict future performance.

Situational Interview Questions, on the other hand, present hypothetical situations. They ask the candidate to describe how they might handle a future situation. This can provide insight into a candidate's problem-solving skills and their ability to handle the demands of the job.

What Are Some Examples of Situational Interview Questions?

1. If a colleague was consistently missing deadlines, creating more work for the rest of the team, how would you handle it?
2. Imagine you have multiple important tasks to handle at the same time. How would you prioritize your tasks?
3. Suppose you are given a task but not enough instruction to complete it. How would you proceed?
4. Imagine a customer is unsatisfied and is being rude. How would you handle this situation?
5. How would you handle a situation where you have a disagreement with your manager over a decision he/she has made?
6. If you had to present an important project update to a group of people who might not be familiar with the project, how would you prepare?
7. Suppose you were asked to perform a task or a duty you have never done before. How would you approach this situation?

What's the Difference Between Behavioral-Based Interview Questions and Competency-Based Interview Questions?

While there's a certain degree of overlap between Behavioral-Based and Competency-Based Interview Questions, they have distinct focuses:

• Behavioral-Based Interview Questions aim to understand how a candidate has dealt with past situations. They operate on the assumption that past behavior is a reliable predictor of future performance.

• Competency-Based Interview Questions, also known as skills-based interviews, are designed to assess whether a candidate has the necessary skills and qualities to perform the job. They focus on measuring key competencies such as teamwork, creativity, leadership, problem-solving, and resilience. These questions can ask about past, present, or hypothetical future situations.

What Are Some Examples of Questions Used in Competency-Based Interviews?

1. Can you describe a situation where you had to use your leadership skills?
2. Tell me about a time when you had to think outside the box to solve a problem. What was your approach?
3. Describe a situation where you had to deal with a high-pressure situation. How did you handle it?
4. Can you provide an example of when you had to work as part of a team to achieve a common goal?
5. Tell me about a time when you demonstrated resilience in a professional setting.
6. How have you managed a project from start to finish? What strategies did you use to meet timelines and deliverables?
7. Can you share an instance where you received feedback and how you made use of it?

What Are the Benefits of Behavioral-Based Interview Questions?

Behavioral-Based Interview Questions offer several benefits:

1. Predictive of Future Performance: By asking about past behaviors, these questions can help predict how a candidate will perform in similar situations in the future.
2. Objective Evaluation: Comparing candidate responses based on a standard set of behavioral questions helps ensure objectivity in the hiring process.
3. Skill Assessment: These questions can uncover pertinent information about a candidate's problem-solving abilities, critical thinking, leadership, teamwork skills, etc.
4. Job Compatibility: By asking job-specific behavioral questions, employers can better determine if a candidate possesses the necessary traits for success in the role.
5. Reduced Bias: Focusing on specific behaviors rather than general impressions can help minimize unconscious bias in the interviewing process.

What Are the Potential Drawbacks of Utilizing Behavioral-Based Interview Questions?

Despite their benefits, there are also potential drawbacks to using Behavioral-Based Interview Questions:

1. Candidate Preparation: Since this type of interview is common, candidates might prepare rehearsed answers, which might not truly reflect their actual behavior or skills.

2. Limited Scope: While past behavior is a good indicator, it doesn't guarantee future performance. The strict focus on past experiences may overlook a candidate's potential to grow or adapt to new circumstances.

3. Time-Consuming: Behavioral-based interviews can take longer as respondents are expected to provide detailed responses.

4. Interpretation of Responses: It requires skilled interviewers to ask the suitable questions and interpret the answers correctly.

5. Limited Usefulness for Entry-Level Positions: For roles that require little to no experience, candidates may find it difficult to provide examples from their past.

What Strategies Can Offset Potential Limitations of Behavioral-Based Interview Questions?

1. Combining with Other Techniques: Combine behavioral-based questions with other types of interview questions like situational or competency-based to get a more comprehensive understanding of the candidate.

2. Probing Deep: Ask follow-up questions to ensure that the candidate's response is their own experience and not rehearsed.

3. Skillful Interviewers: Ensure the interviewer is trained to deliver these questions effectively and fairly interpret the candidates' responses.

4. Scenario-Based Questions for Entry-Level Roles: For entry-level positions, provide a hypothetical situation and ask candidates how they would handle it.

5. Structured Interviews: Stick to a structured interview format where all candidates are asked the same questions in the same order. This can further reduce bias and make comparisons easier.

6. Scoring Rubric: Establish a scoring rubric in advance to help evaluators objectively rate responses.