Can anybody help me in preparing HR behavioral interview questions based on the construction industry?

Tell me a time when you pushed your boundaries
Please share some examples when u showed your team-building skills
What do you do when you work under tremendous pressure
How would you handle difficult customer or boss
Your biggest accomplishment you are proud of
What do you think in which areas you need improvement
Your biggest failure so far and what did you learn from it
Tell us the time when you handled a difficult situation
What makes you unique

From India, Bhubaneswar
PROFESSIONALS AND BUSINESSES PARTICIPATING IN DISCUSSION
Dinesh Divekar
Business Mentor, Consultant And Trainer
Nagarkar Vinayak L
Hr And Employee Relations Consultant
Aussiejohn
Workplace Assessment And Training
+1 Other

Dear Rose.Kam08,

I am into corporate training, and I conduct the training programme on "Behavioural Interviewing". Considering my experience, let me ask you a question. What do you think, that how many candidates will be able to give a proper answer even for half of the questions?

Have you asked these questions to yourself? If you give honest answers, then how will you be able to assess the answers?

Thanks,

Dinesh Divekar

From India, Bangalore
Dear Colleague,

You need to keep in mind the purpose of behavioural interviewing. It is primarily to assess how successful you are likely to be in this position, by your actual examples of handling difficult situations, relating to inter-personal relations as team player or boss, problem situations, innovative ideas etc. While stating real- life work situation s faced by you, you need to be honest and true to yourself and avoid telling imaginary things and unduly trying to impress. In narrating , you emphasize on your approach, actions and results achieved in a given situation handled by you. If possible, state your logic behind your approach and choice of actions as also quantify results wherever possible.

Keeping the above in your mind, answer the questions you have given in your post as well as look for more through googling .

Best of luck,

Regards,

Vinayak Nagarkar
HR and Employee Relations Consultant

From India, Mumbai
When conducting behavourial based interviews, the questions need to be more targeted, and not generalised as in your examples.

They also need to be formatted as STAR questions.
Situation
Task
Action
Result

Tell me about a time when you had to deal with a difficult customer. What was the situation, what did you do and what was the result?

The interviewer needs the candidate to answer all three questions, and specifically state what THEY personally did. What you are looking for is the ability to use initiative to solve a problem and gain a satisfactory, ie win/win, outcome.

Tell me about a time when you had to work as part of a team to accomplish a project but one team member was not co-operating. What was the situation, how did you manage the unco-operative team member, what was the result?

The flip side of this is that candidates need to be prepared for these sorts of questions by having a list of possible scenarios from their experience that they can use in interviews. And you need to be able to tell the story quickly and succinctly. Even if you don't get asked a specific behaviour type question, answering all questions in the STAR format shows the interviewer that you are prepared and can answer the questions in a way that highlights your skills and abilities and makes their job easier when it comes to choosing the successful candidate.

From Australia, Melbourne

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