Behavioral Interviews: Tutorial

Behavioral Interviews
Tutorial
This tutorial will introduce you to a new
mode of job interviewing known as
behavioral interviewing, as well as
provide tips on how to excel in this
interview environment.
What is Behavioral Interviewing?
The premise behind behavioral
interviews is that the most accurate
predictor of future performance is
past performance in similar
situations.
What is Behavioral Interviewing?
Employers use the behavioral
interviewing technique to evaluate a
candidate’s experiences and
behaviors in order to determine the
applicant’s potential for success.
Behavioral vs. Traditional
Interviews
Behavioral Traditional
55% predictive of 10% predictive of
future on-the-job on-the-job behavior.
behavior.
You can get away with
Questions are more telling the
probing and it’s interviewer what
hard to give s/he wants to hear,
responses that are even if you are
untrue to your fudging the truth.
character.
Interviews
Behavioral Traditional
Provides more objective Questions are general
set of facts to make
employment such as “Tell me
decisions. about Yourself?”
When you tell your
story, the
interviewer will pick
it apart to try to get
at specific
behaviors.
Interviews
Behavioral
Interviewer will probe further for more depth
or detail. Questions asked include, “What
were you thinking at that point?” “Tell me
more about your meeting with that
person.” “Lead me through your decision
process.”
How Questions are
Developed
How Questions are Developed
 Prior to the interview, the interviewer
identifies job-related experiences,
behaviors, knowledge, skills, and abilities
that the company has decided are desirable
in a particular position (e.g. critical
thinking, self-confidence, teamwork, etc.).
 The employer then structures very pointed
questions to elicit detailed responses aimed
at determining if the candidate possesses
the desired characteristics.
How to Answer Behavioral
Questions
Questions
 As a candidate, you should be equipped
to answer the questions thoroughly,
using stories and examples. Your
responses should be specific and
detailed.
 Telling the interviewer about particular
situations that relate to each question is
far more effective and successful than
those who respond in general terms.
STAR Approach
Questions
Use the S-T-A-R approach when
answering behavioral interview
questions.
S/T-Situation, Task or Problem

A-Action
R-Result/Outcome
S/T
Describe the
situation, task or
problem. Be as
specific as possible
and provide
details.
A
Describe the specific
action(s) you took
that had an effect
on the situation.
Focus specifically on
what you did or
how you
contributed to the
solution.
R
Describe the positive result(s)
or outcome(s).
Be ready to articulate what
you learned as a result of
the situation.
If possible, quantify your
results and make sure to
connect accomplishments
to the position for which
you are interviewing.
S-T-A-R Example
Question:
Tell me about a time when you were
able to change someone’s way of
thinking.
S-T-A-R Example
Answer:
I had a very good friend who wanted nothing
to do with joining a sorority because she
had heard only bad things about them.
First, I listened to her concerns. Then, I
explained how not all organizations are the
same. Additionally I noted how some of the
situations she described do occur, but they
are rare and not the norm. During our
conversation I thoroughly answered her
questions and addressed her concerns. She
joined a sorority later that year.
How to Prepare for Behavioral
Interviews: Skills
1.You can best prepare for behavioral
interviews by knowing which skills
the employer has predetermined as
necessary for success on the job.
Researching the company and talking to
people who work there will enable
you to zero in on the kinds of
behaviors the company wants.
Interviews: Behaviors
Typical behaviors employers might be trying to get at in a behavior
based interview include:
Communication-Oral/written Control
Analysis Attention to Detail Decisiveness
Delegation Development of Subordinates Energy
Entrepreneurial Equipment Operation Insight
Fact Finding-Oral Financial Analytical Flexibility
Impact Independence Initiative
Innovation Integrity Judgment
Leadership/Influence Listening Motivation
Negotiation Organizational Participative
Sensitivity Management Training
Planning and Organizing Practical Learning Work Standards
Presentation Skills Process Operation Rapport Building
Resilience Risk Taking Safety Awareness
Sales Ability/Persuasiveness Sensitivity Strategic
Technical/Professional Knowledge Technical/Professional Proficiency Tenacity
Teamwork
Interviews: Questions
2. Knowing what kinds of questions
might be asked will help you prepare
an effective selection of examples.
For a list of behavioral-based questions,

visit:
http://www.quintcareers.com/sample_behavioral.html
Interviews: Examples
3. Another way is to arm yourself with
6-8 example stories, from past
experiences, that can be adapted for
use with many behavioral questions.
Vary stories by using recent examples
from internships, classes, school
projects, leisure activities, team
participation, community service, and
work experiences.
Use recent examples of specific
accomplishments, personal or
professional, like scoring the winning
touchdown; being elected president of
your Greek organization; winning a
prize for your art work; or raising
money for a charity.
Whenever possible, quantify your
results…numbers always impress
employers.
Vary your examples. Don’t take them all
from one area of your life.
Use recent examples. If you’re a college

student, examples from high school
may be too long ago. Try to stay
within the last year.
Half your examples should be positive.
The other half should be situations that

started out negatively but either
ended positively or situations where
you made the best of the outcome.
Try to describe examples in story form

using the STAR method.
Your stories should illustrate how you
possess the required skills sought by
the employer and/or how you
demonstrated the desired behavior.
Once you’ve taken the job, keep a record

of achievements and accomplishments,
so you’ll be ready with more great
examples the next time you find
yourself in a behavioral interview.
Need More Help?
For additional information on behavioral
and traditional interviews, visit Career
Services in Smith House.
To schedule a Mock Interview, contact us at

410-871-3305 or [email protected]
Information included in this tutorial was adapted from
http://www.quintcareers.com/printable/bahvioral_interviewing.html

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Behavioral Interviews

S/T-Situation, Task or Problem

For a list of behavioral-based questions,

Use recent examples. If you’re a college

The other half should be situations that

Try to describe examples in story form

Once you’ve taken the job, keep a record

To schedule a Mock Interview, contact us at

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