Behavioral Interviewing

What is behavioral interviewing?

Behavioral Interviewing is a technique used by employers in which the questioned asked assist the employer in making predictions about a potential employee's future success based on past behaviors.
Unlike traditional interviews, where the candidate is asked to "tell about him/herself" or where questions are about hypothetical situations, these interviews deal with "real life" examples.

What to expect:

Candidates are asked to give specific examples of situations in which they demonstrated a particular behavior or skill. They must explain how they dealt with the situation and what the outcome was.
An employer will ask questions directed to see if the candidate possesses certain skills necessary for the job.
The interview is structured with "open-ended" questions.
These interviews might be longer than the traditional interview, possibly up to two hours.

Why is Behavioral Interviewing used?

It is based on the belief that "the most accurate predictor of the future is past performance in a similar situation."
It is expected that Behavioral Interviewing allows the interviewer to get into greater depth and determine with greater certainty if the candidate has the skills and characteristics needed to be successful on the job.

How to prepare:

Read the organization's literature, research the position and try to predetermine what skills are necessary for the position. Be ready for questions geared in that direction.
While preparing, identify examples of events where you demonstrated the skills or behaviors sought by the organization. Use examples from classes, team activities, past internships, etc.
Brainstorm, test yourself and write down examples.

How to answer questions:

Keep your response specific and detailed. Use a three step process: 1) situation 2) action 3) result/outcome. Always cite a specific event and briefly fill the employer in on the situation.
Have a thorough understanding of the questions. Ask for clarification if needed.
Deal with the question positively; some questions give you the chance to acknowledge your failures while showing how you have learned from them.
Don't be afraid to take a few moments to think about the question--it's better than making something up! Remember that the interviewer understands that you don't know what will be asked of you.
Never lie. Interviewers have been trained to recognize fake stories.

Examples of Interview Questions

Focus and Dedication: Why did you choose your major and career?
Professional Knowledge: Sometimes it is easy to get in "over your head." Describe a situation where you had to request help or assistance on a project or assignment.
Teamwork: Describe a situation where others you were working with on a project disagreed with your ideas. What did you do?
Analysis: 1) What steps do you follow to study a problem before making a decision? 2) We can sometimes identify a small problem and fix it before it becomes a major problem. Give an example of how you have done this.
Adaptability: How was your transition from high school to college? Did you face any particular problems?
Work Standards: Describe some times when you were not satisfied with your work. What did you do about it?
Job Motivation: What type of supervisor do you work best for? Provide examples. (ANSWER: 1) type 2) why this preference)
Organization & Planning: How do you determine priorities in scheduling your time? Give examples. (ANSWER: 1) priority 2) how determined 3) result)

What Types of Behaviors Might the Employer Be Looking For

How You as a Candidate are Evaluated

Much more than acceptable: significantly above criteria needed for successful job performance.
More than acceptable: generally exceeds criteria.
Acceptable: meets criteria relative to quality and quantity of behavior required.
Less than acceptable: generally does not meet criteria relative to quality and quantity of behavior required.
Much less than acceptable: significantly below criteria required for successful job performance.

Questions or Suggestions? Email us at: careers@cua.edu

Last Revised 29-Jun-07 02:14 PM.