By Jennifer C. Zamecki
Have you ever
wondered, while interviewing a candidate, how will you suspend your
own personal biases during the interview? Well, if you have, you
might want to read on and learn how to do just that.
Behavioral interviewing is a relatively new mode of job
interviewing. Employers such as AT&T and Accenture (formerly
Andersen Consulting) have been using behavioral interviewing for 15
years, and because increasing numbers of employers are using
behavior-based methods to screen job candidates, understanding how
to excel in this interview environment is becoming a crucial
What is Behavior Based Interviewing?
Behavior-based interviewing focuses on your past experiences,
behaviors, attitudes, personal skills and capacities that are
job-related. It is based on the belief that past behavior and
performance predicts future behavior and performance. You may use
work experience, outsides activities, hobbies, volunteer work,
school projects, family life as examples of your past behavior.
However we suggest to focus on job related performance as much as
Behavioral Interviewing Questions.
This is the key to matching behavioral interviewing questions with
specific personal skills or competencies. Below is a short list of
the top 10 competencies with their definitions, suggestions for
effective interviewing hints and a sample question for each.
Addressing and resolving conflict constructively.
2. Interpersonal Skills:
Effectively communicating, building rapport and relating well to
all kinds of people.
Listen for self-awareness, understanding and an
ability to communicate effectively with others regardless of
question: “Describe the most difficult working relationship you’ve had
with an individual.”
Working effectively and productively with other.
Listen for a
strong commitment and contributions to team members working
towards a specific goal.
question: “Give me
an example of one of the most significant contributions you made
as a member of a high performing team.”
Demonstrating self-control and an ability to manage time and
composure, assertiveness and emotional stability.
question: “Give me
an example of when you were able to meet the personal and
professional demands in your life, yet still maintained a
Utilizing logical, systematic and orderly procedures to meet
logical, organized and systematic approaches.
Describe the most complex assignment or project you’ve worked
6. Customer Service:
Anticipating, meeting and/or exceeding customer needs, wants and
7. Goal Orientation:
Energetically focusing efforts on meeting a goal, mission or
8. Problem Solving:
Anticipating, analyzing, diagnosing and resolving problems.
Achieving extraordinary business results through people.
Listen for an
ability to obtain the trust, commitment and motivation of others
to achieve goals and objectives.
question: “If you
have held a leadership position in the past, draw the
organizational chart above and below your position to illustrate
the scope of your leadership responsibilities.”
10. Decision Making:
Utilizing effective processes to make decisions.
sure to probe for as many details and specifics as possible such as
names, dates and other verifiable information. Skilled interviewers
will also ask candidates for their thoughts or feelings about a
situation to gain further insight.
Do I Prepare For a Behavioral Interview If I Am The Interviewer or
o The behaviors of the person who will always
be able to deliver superior performance?
o The attitudes of the people doing the job?
o The attributes or personal skills
needed for superior performance?
Job Benchmarking reveals why, how and what an
individual can contribute to a job.
It identifies a complete hierarchy of competencies
or personal skills. It allows you to clarify any position
issues. It prioritizes and validates the competencies required.
This can be done for any:
o Leadership/Management Exempt position
o Professional Exempt position
o Hourly non-exempt position
Anytime you need an unbiased opinion about whether
someone is right or wrong for the job, the computer will analyze
the input of up to ten respondents to identify the importance of
the top personal skills competencies.
Where can you do this…through the Internet! Have
up to ten respondents identify the importance of the top
personal skills competencies and then see how your candidate
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 ten percent predictive.
Read other articles and learn more
about Jennifer Zamecki.
[This article is available at no-cost, on a non-exclusive basis.
Contact PR/PR at 407-299-6128 for details and