Arvindsingh
Psychometrics, Competency Mapping, Spss,
Rajat Joshi
Hr Consulting ,trainer -creative Thinking
Chapki_dp
Student
Kanishka
Consultant

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Hi all,



**** What is a behavioral interview? Behavioral based interviewing is interviewing based on discovering how the interviewee acted in specific employment-related situations. The logic is that how you behaved in the past will predict how you will behave in the future i.e. past performance predicts future performance.

In a traditional interview, you will be asked a series of questions which typically have straight forward answers like "What are your strenghts and weaknesses?" or "What major challenges and problems did you face? How did you handle them?" or "Describe a typical work week."

In a behavioral interview, an employer has decided what skills are needed in the person they hire and will ask questions to find out if the candidate has those skills. Instead of asking how you would behave, they will ask how you did behave.

Questions in a Behavioral Interview

Behavioral interview questions will be more pointed, more probing and more specific:

# Give an example of an occasion when you used logic to solve a problem.

# Give an example of a goal you reached and tell me how you achieved it.

# Describe a decision you made that was unpopular and how you handled implementing it.

# Have you gone above and beyond the call of duty? If so, how?

# What do you do when your schedule is interrupted? Give an example of how you handle it.

# Have you had to convince a team to work on a project they weren't thrilled about? How did you do it?

# Have you handled a difficult situation with a co-worker? How?

# Tell me about how you worked effectively under pressure.

Follow-up questions will also be detailed. You may be asked what you did, what you said, how you reacted or how you felt.

Preparation for the Potential Behavioral Interview

What's the best way to prepare? It's important to remember that you won't know what type of interview will take place until you are sitting in the interview room. So, prepare answers to traditional interview questions.

Then, since you don't know exactly what situations you will be asked about if it's a behavioral interview, refresh your memory and consider some special situations you have dealt with or projects you have worked on. You may be able to use them to help frame responses. Prepare stories that illustrate times when you have successfully solved problems or performed memorably. The stories will be useful to help you respond meaningfully in a behavioral interview.

Finally, review the job description, if you have it, or the job posting or ad. You may be able to get a sense of what skills and behavioral characteristics the employer is seeking from reading the job description and position requirements.

During the interview, if you are not sure how to answer the question, ask for clarification. Then be sure to include these points in your answer:

# A specific situation

# The tasks that needed to be done

# The action you took

# The results i.e. what happened

It's important to keep in mind that there are no right or wrong answers. The interviewer is simply trying to understand how you behaved in a given situation. How you respond will determine if there is a fit between your skills and the position the company is seeking to fill. So, listen carefully, be clear and detailed when you respond and, most importantly, be honest. If your answers aren't what the interviewer is looking for, this position may not be the best job for you anyway.

Regards

:D :D :D

Hi AtomLeaf,
The knowledge about the *Behavioural Interview* was really appreciable!
I was just wondering if Behavioural Interview could be of help to control the growing Attrition Rate in IT & ITES Industries.
Is it possible through Behavioural Interview to figure out, to some extent, whats running in the candidate's mind? Is the candidate really willing to put in the effort or just wants to draw out some money and move on?
Regards.
--
Mayuri.

Hi Mayuri,
Its not directly related to Attrition. ya sort of.... its a prediction.... an another option for an employer to have more clear evaluation of an applyin candidate... for that matter if u see Microsoft's attrition rate... few months bac it rouse to 17%. as i said:
primary concern of employer is to have an ideal candidate.
u can figure out... candidates basic qualities,strengths,determination and so on ,... sometimes u think.. u know about employee but all of sudden he quits job... u can get more points on ATTRITION in my previous posts.
also, feel free to grow thru staff & selection section for more Attrition and retention topics...
:D :D :D
Regards

Hi Atomleaf,
As u said there are no right or wrong answers.Then how can a person be judged based on only a qualitative interview.
In a Behavioral Interview, an equal importance should also be given to the interviewer who should know exactly wht skills or personalities required for the job.As no interviewee can exactly match with expected answers of an interviewer, I am skeptical of the effectiveness of these sorts of interviews.
Durga

Hi Durga
B.I is totally diff from usual ones... its kind of phycological test to find out the candidates reactions at various level.... eg. when stressed how does he/she react... it gives an employer an clear picture of the candidate's attitude behavioural patterns... i would not say u can judge 100% wiht B.I, however its one step forward in interviewing methods.... few Employers recently are givin importance to B.I..... employee's answers doesnt have to match or it seldom matches with employers answers..... but more points are given for the way of answering rather than the answer itself.....
hope i gave u a bit of info.....
:D :D :D
Regards

Hi guys...
BI is an effective tool/technique which is needs can be used in various processes. Not just for Selection, but during appraisal discussions, compensation issues and exit interviews.
However, the Interviewer needs to be trained and well equipped with psychological and behavioral aspects to handle sessions.
Cheers
Kanishka
New Delhi

Hi Atomleaf, I use this technique extensively to assess the candidates objectively.. Recommend this tool to all HR professionals... Cheers, Rajat
I’m Sorry to say but this is situational interview. You are only targeting the process not the specific reason who triggred for this type of behaviour.
**** What is a behavioral interview? Behavioral based interviewing is interviewing based on discovering how the interviewee acted in specific employment-related situations. The logic is that how you behaved in the past will predict how you will behave in the future i.e. past performance predicts future performance.

In a traditional interview, you will be asked a series of questions which typically have straight forward answers like "What are your strenghts and weaknesses?" or "What major challenges and problems did you face? How did you handle them?" or "Describe a typical work week."

In a behavioral interview, an employer has decided what skills are needed in the person they hire and will ask questions to find out if the candidate has those skills. Instead of asking how you would behave, they will ask how you did behave.

Istead of this your target data would be the feelings, values and belief who compelled him for this behaviour. the triggring factors were internal of external. They were owned or barrowed.

Questions in a Behavioral Interview

Behavioral interview questions will be more pointed, more probing and more specific:

# Give an example of an occasion when you used logic to solve a problem.

# Give an example of a goal you reached and tell me how you achieved it.

# Describe a decision you made that was unpopular and how you handled implementing it.

# Have you gone above and beyond the call of duty? If so, how?

# What do you do when your schedule is interrupted? Give an example of how you handle it.

# Have you had to convince a team to work on a project they weren't thrilled about? How did you do it?

# Have you handled a difficult situation with a co-worker? How?

# Tell me about how you worked effectively under pressure.

Follow-up questions will also be detailed. You may be asked what you did, what you said, how you reacted or how you felt. It is better thing to ask.Preparation for the Potential Behavioral Interview

What's the best way to prepare? It's important to remember that you won't know what type of interview will take place until you are sitting in the interview room. So, prepare answers to traditional interview questions.

Then, since you don't know exactly what situations you will be asked about if it's a behavioral interview, refresh your memory and consider some special situations you have dealt with or projects you have worked on. You may be able to use them to help frame responses. Prepare stories that illustrate times when you have successfully solved problems or performed memorably. The stories will be useful to help you respond meaningfully in a behavioral interview.

Finally, review the job description, if you have it, or the job posting or ad. You may be able to get a sense of what skills and behavioral characteristics the employer is seeking from reading the job description and position requirements.

During the interview, if you are not sure how to answer the question, ask for clarification. Then be sure to include these points in your answer:

# A specific situation

# The tasks that needed to be done

# The action you took

# The results i.e. what happened

It's important to keep in mind that there are no right or wrong answers. The interviewer is simply trying to understand how you behaved in a given situation. How you respond will determine if there is a fit between your skills and the position the company is seeking to fill. So, listen carefully, be clear and detailed when you respond and, most importantly, be honest. If your answers aren't what the interviewer is looking for, this position may not be the best job for you anyway.

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