Behavioural Based Interviews
Want to get an honest answer from interviewees? Ask the right question.
Source: BrantHR Staff
Face it. We’ve all wished for a crystal ball that will tell us how our prospective employee will react on the job. We want to know if the person we see in the interview is the person we’ll get on the job.
Behaviour based interview questions aren’t a crystal ball – but they might be the next best thing.
Psychology tells us that the best predictor of future behaviour is past behaviour. By asking the candidate how they have handled various situations in the past, situations similar to ones they will encounter while working for you, you can get a reasonably accurate predictor of what kind of employee they’ll be.
That is the essence of behaviour based interviewing. Traditional interview questions ask what the candidate has done. Behaviour based questions ask how the candidate has behaved. Behaviour based questions usually start with “give me an example of” or “tell me about a time when”.
There is an almost infinite variety of behaviour based questions that can be asked. Which ones you include will depend on your workplace and the nature of the job. This makes it very difficult for the candidate to prepare a “canned” response, increasing the likelihood that your will get a genuine sense of the candidate’s personality and capabilities. .
Here are some examples to get you started thinking of your own behaviour based questions:
Have you ever made a mistake at work? What was the mistake and how did you handle it?
What you’re looking for: admitting the mistake and taking responsibility, and doing whatever it takes to correct the situation. Don’t believe the candidate who says he or she has never made a mistake. They are either lying or completely oblivious. Avoid the candidate who tries to blame it on someone else – especially management!
Tell me about a time that you disagreed with a decision or action of your supervisor.
What you’re looking for: Logical reasons for questioning the decision. A respectful approach to resolving the issue assertively (but not aggressively).
Tell me about a time you successfully sold a product or service.What made the customer want to buy?
What you’re looking for: Understanding (and being able to describe) the process of successful selling. The ability to understand the customer’s needs and connect them to the benefits of the product or service.
Tell me about a time that you worked with a team to accomplish something significant.
What you’re looking for: The ability to work with others. An indication of what role the person usually takes in a team setting. Does the candidate describe “taking charge” of things, or does it seem like they took a back seat? The selection of what the person considers a significant accomplishment can also be revealing.
Tell me about an experience you have had where a co worker was difficult to work with, or you did not get along.
What you’re looking for: Unless brand new to the workplace, everyone has had a difficult coworker. How a candidate answers this question will give you insight into his or her problem solving approach and interpersonal skills. Watch for answers that portray the candidate as either overly passive or extremely confrontational. The candidate should describe trying to work it out with the person directly, involving management only if their efforts were unsuccessful.
What have you done over the past five years to improve yourself, either professionally or personally? OR – What is one thing you’ve learned in the past month?
What you’re looking for: This question goes after the quality of being growth oriented. Can the candidate set goals for him or herself and work towards them? Does the candidate think he or she “knows everything” or is pretty much perfect?
Tell me about a time your work was criticized.
What you’re looking for: Can the candidate accept negative feedback on work performance? Does he or she seem defensive or make excuses?
How many times have you been late or absent from your current job in the past year?
What you’re looking for: NEVER, ideally! If the candidate says “not many” – ask for details. You may be surprised at what the candidate considers to be a good attendance record. Most candidates know you can find this out from a reference check, so they are unlikely to lie.
Most experts recommend blending behaviour based and traditional questions for the most effective interview.