Arley’s comments: I think you’ve done a great job of including the basics. You’ve explained what behavioural interview questions are and given some great examples. You’ve also used some images (though make sure that this image has a Creative Commons license). I would like to see you cite your sources. Also, part of the challenge of using behavioural interview questions is probably choosing the right one and writing the questions. Are there any behavioural interview questions you can’t ask? If I want to write them from scratch, how would I go about doing it? Again, this is a great start, and with a little more detail it will be perfect!

Judy’s comments: I think this is a great start however there is a lot more depth that could be added here. Think about what would be of value to your audience (an HR student/professional). I would suggest looking at some HR resources via the KPU library database as well as go back and review and include materials that pertain to this topic from Weeks 5, 6, and 7 – we did quite a few things around this topic.

What are behavioral interview questions?

Behavioral interview questions are that questions which have mainly focus on the candidate’s past experiences. During this type of interview, candidates must have to demonstrate their answers with specific examples. These questions are specially designed to learn how you would handle any problematic situation at the workplace and how you solve this situation to achieve your goals. Moreover, these questions are often asked candidates to check their ability and how they are efficient in their problem-solving skills.

The major basis of this interview is to analyze the behavioral aspects of an individual towards the job as if the behavior of an individual towards the past performance is not friendly and active, there are chances that the employee might not behave in the right manner concerning his past performance attitude. Despite the traditional system of interviewing the candidates by asking common questions `tell me something about yourself. Where the candidates prepare in advance about the questions commonly asked in the interview script do this method of traditional basis does not give an accurate assumption of an employee’s behavior at the job.

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What type of behavioral questions are asked by the interviewer to the candidate during the interview?

Following common questions are being asked to every candidate on the interview following this particular concept of judging the candidate based on the behavioral aspect towards the job and the scenario that individual follows based on his/her experience.

• Your greatest weakness– The most common question asked in the behavioral interview is about your weakness wherein the candidate is been judged based on the variable answer he or she makes to give a thoughtful impact in the mind of an interviewer about how the weakness cannot be a negative visual towards the job performance and how the candidate utilizes his/her weakness for embracing the activities and outshining under the particular scenario. On the part of an interviewer, he expects a technical response as he might not be looking for a candidate who is not favorable for the working conditions do this question is commonly asked to push the candidate for entitling and showcasing its weakness at the workplace. And what further variants he or she utilizes to cope up with the same.
• The biggest challenges you face in your life and what decisions you made to cope up with the same– This question is used in terms of the following based on the analytic representation the candidate created in the mind of the interviewer, an interviewer looking for an adequate answer wherein he was looking for relevant skills such as problem-solving ability, decision-making ability, handling of excess pressure in the work environment. Though the answer to this question has to be chosen wisely to showcase your skills and give a glimpse of the technicalities present in the candidate as a working professional.
• Identify the time or share experience- Following up the two questions previously the interview will ask you this question very frequently just to initiate and analyze your experience based on the problem-solving ability and giving a particular situation in which the decision you made was considered effective or negative.
• Why do you think you are a considerable option for this job– In this particular question the interviewer looks for a potential answer from the candidate by the way of appraisal form of an organizational structure. It is advisable for the candidate to always research about an organization beforehand to get a proprietary answer for the same to build a positive image in the mindset of the interviewer that the candidate that the sitting in a position has adequate knowledge about the organization in which he is going to work in the future orientation.
• Any accomplishments/achievements that made you proud– Since an interviewer always looks for the achievements and accomplishments a candidate has achieved in his entire life just to get a stagnant view of the life history of an individual and the career prospects he or she has chosen towards the career path and orientation and the behavioral aspect counted towards the journey of the accomplishment.
• Tell me about a time when you disagreed with your manager’s leadership style or team culture A disagreement with a coworker does not automatically imply a strained relationship or that the other person is intrinsically wrong these questions are intended to bring up anecdotes of how you can see an issue from another person’s perspective to gain a better knowledge of it.
• Give me an example of a time you had to prioritize certain tasks or projects over others-Employers ask time management questions to learn how you manage many duties, allocate your time, and assign work to achieve deadlines. Share your opinions on how you prioritize your to-do list in your response. Consider emphasizing your organizing abilities as a technique for staying on track.

List of a specific set of questions to not be asked to the candidate in an interview structure–

›Personal questions related to caste, health, race, religion– The equations which create authentic content that might sound disrespectful towards the candidate should not be asked as they might get offended with your question intervention and might not give adequate answer required for the same.

›Sexuality– No questions to be asked based on this content as this is a personal choice and no individual has an intimate right to respect the amenities of an individual by asking such questions. Asking these questions in the interview profile might create a negative impact on the mindset of the candidate towards an organization.

Do’s of the behavioral interview–

• For the candidates, it is mandatory to come prepared in advance to researching the basic information about an organization and some advanced research about the questions commonly asked in the interview. This will help you crack most of the questions asked by the interviewer and for that creates a positive impact on the mindset of an interviewer sitting in an organization.
• Always listen carefully before reacting to a particular situation or the question asked by the interviewer as there are chances where the interviewer is trying to ask something else but due to lack of understanding the candidate might end up giving negative answers for the same.
• Take 5-6 minutes as an initial break to answer a particular question by briefing it to the interviewer and thinking about the situation and analyzing the interviewer’s concept of analytics.
• If a candidate is not aware of the exact specific answer the interviewer is looking for a rather than giving false examinations the best answer to preserve the statement is to say no, this will create an honest impact in the mindset of the interviewer.

Don’ts for a behavioral interview-

• Do not interrupt the interview in between the question or in between the argument as it might create a negative impact on the interviewer based on your behavioral concept. Always make the employee finished first and then looked after any question or any doubt incurring in your mind regarding the same.
•  Maintain the level of confidence from the initial start till the final interview proceedings, do not hesitate to make a particular dilemma and redirecting a particular question as it might increase your chances of selection.

STAR Interview Technique: The best approach to prepare for a Behavioral interview

What Is the STAR Interview Method?

Situation — Set the scene and offer a few contexts — What? Where? When?

Task — Explain the undertaking you confronted or the purpose you have been running towards.

Action — What steps did you are taking to obtain the purpose?

Result — What became the nice final results of your actions?

(Gurudath, 2020)

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Conclusion–

Behavioral interview scripts are required to be maintained and created in order to analyze and understand the behavioral concept of individuals from the past performance as the judgement can be very easily made based on their performance incentive and their reaction while telling the experience for the same. Nowadays the management and the HR policies are working under renewal policies of opting for behavioral interview prospects in order to look for the best employees who can be an eligible workforce for the work structure.

Bibliography-

Using behavioral interviewing – TPP. W1siziisimnvbxbpbgvkx3rozw1lx2fzc2v0cy90chatbmv3l3buzy90chatd2hpdguucg5nil1d. (n.d.). https://www.tpp.co.uk/employers/recruitment-advice/interviewing/using-behavioural-interviewing

Top 5 Behavioral Interview Questions to Know. Kforce Staffing & Solutions. (n.d.). https://www.kforce.com/articles/common-behavioral-interview-questions.

STAR Behavioral Interviews: How to recruit with 5 questions. Management 3.0. (2020, October 27). https://management30.com/practice/star-behavioral-interview-questions.

Bleeke, N., & *, N. (2017, July 3). The Do’s and Don’ts of a Behavioral Based Interview Plus 10 Great behaviour-based Interview Questions. Sales Pro Insider. https://www.salesproinsider.com/the-dos-and-donts-of-a-behavioral-based-interview-plus-10-great-behavior-based-interview-question

Gurudath, S. (2020b, October 8). STAR INTERVIEW TECHNIQUE – Analytics Vidhya. Medium. https://medium.com/analytics-vidhya/star-interview-technique-cc8d609f651e#:%7E:text=What%20Is%20the,of%20your%20actions%3F

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