What is a Behavioral Interview?
A Behavioral Interview is a type of job interview where candidates are asked to provide specific examples of past experiences to demonstrate how they have handled situations relevant to the job they are applying for. The goal is to assess a candidate’s skills, competencies, and behavior in various work-related scenarios, typically using the STAR method (Situation, Task, Action, Result) to structure responses.
Best Practices for Behavioral Interviews
Prepare Thoroughly for the Interview
Before conducting a behavioral interview, ensure you have a clear idea of the skills and competencies you’re looking for in candidates. Review the job description and identify the specific traits that would make someone successful in the role. For example, if you’re hiring for a project management position, focus on problem-solving, leadership, and time management. Create a list of questions that target these qualities, using past behavior to predict future performance.
Use the STAR Method for Question Structure
Encourage candidates to answer using the STAR method: Situation, Task, Action, and Result. This structure helps candidates provide clear, concise, and comprehensive answers. When asking a question, be specific about the situation you’re asking about. For example, ask “Can you describe a time when you had to resolve a conflict within your team?” This will allow the candidate to share detailed information about their approach to problem-solving and interpersonal skills.
Focus on Specific and Relevant Experiences
When asking questions, aim for examples that are directly relevant to the job. General answers or hypothetical responses don’t provide the same insights as real-life examples. Ask candidates to give examples of situations that happened in a professional setting rather than personal scenarios, unless they are directly applicable. This will ensure you are assessing the skills that matter for the role.
Listen Carefully and Probe for Details
During the interview, actively listen to the candidate’s answers. If they give a vague response, don’t be afraid to ask follow-up questions to gain more clarity. Ask for specifics about what happened, who was involved, what the outcome was, and how they felt about the experience. This gives you a fuller understanding of the candidate’s approach and decision-making process.
Avoid Leading or Biased Questions
Try to ask open-ended questions that don’t lead the candidate toward a specific response. For example, instead of asking, “Didn’t you handle that situation well?” ask “How did you handle that situation?” Leading questions can bias the interview, skewing the results and preventing you from getting an honest answer.
Be Consistent Across Candidates
To ensure fairness and compare candidates effectively, ask each candidate similar questions based on the competencies needed for the role. This helps you assess their behavior in comparable situations and provides a basis for making more informed decisions. Keep the core of each question consistent but feel free to adjust the wording to suit the conversation.
Pay Attention to Non-Verbal Cues
While the content of their answers is important, the way candidates communicate non-verbally can also offer valuable insights. Pay attention to body language, facial expressions, and tone of voice. Nervousness is common in interviews, but avoid letting discomfort cloud your judgment. Still, note if a candidate appears disengaged or uncomfortable during their responses.
Evaluate Responses Objectively
After the interview, evaluate the responses based on how well they demonstrate the desired competencies. Focus on the specific actions the candidate took, the challenges they faced, and the results they achieved. Avoid focusing on personal feelings or biases. Instead, assess how their experiences align with the needs of the position.
Offer Feedback and Follow-Up
After the interview, provide feedback to the candidate if possible. This shows respect for their time and effort, and it also allows you to clarify any uncertainties in the process. If you have follow-up questions, don’t hesitate to reach out. This can be a useful step in making a final decision if there are areas that need more exploration.