| In this article we will cover the following questions: | | | | situations or events. |
| 1. What is behavioral based interviewing? | | | | An effective description of a situation or event is |
| 2. What can I do to anticipate behavioral based | | | | referred to as a STAR. A quality STAR allows the |
| questions and prepare for a good response? | | | | interviewer(s) to understand the SITUATION or TASK, |
| 3. Where do I go to get additional help? | | | | responsibilities which lead to the applicant's ACTION |
| The process and tools used in the posting process are | | | | and explain the RESULT or outcome. |
| designed to help match the most suitable candidate | | | | To repeat, a quality STAR includes a SITUATION |
| with a position vacancy. By doing so, both the | | | | TASK, ACTION AND RESULT. When the situation |
| company and the individual may better achieve their | | | | described by the applicant contains these three |
| long-term objectives. | | | | ingredients, the information is called a behavioral |
| Question 1: What is behavioral based interviewing? | | | | example. The interview is only one element of the |
| Behavioral based interviewing is based on the principle | | | | selection process. |
| that the best predictor of future behavior is past | | | | Question 2: What can I do to anticipate behavioral |
| behavior. In other words, behaviors are repeated. | | | | based questions and prepare for a good response? |
| Therefore, in order for the hiring manager to | | | | Within the Managerial Non-Technical Requirements, the |
| understand how an applicant is likely to perform in a | | | | behavioral dimensions that lead to effective |
| job, he or she must understand how the applicant | | | | performance in the job are identified. Prior to the |
| handled problems, situation or duties in their current or | | | | interview, a review of the posting will bring these to |
| past job(s) that are similar to what they will experience | | | | mind and start you thinking of examples that may be |
| in the job they are being considered for. | | | | appropriate. |
| In order to conduct an effective behavioral based | | | | |
| interview, the hiring manager and Human Resources | | | | Question 3: Where do I go to get additional help? |
| must first analyze the job. Through this job analysis, | | | | Help can come from many sources and in many |
| behavioral dimensions are identified that are critical to | | | | forms. Experience has shown that some of the most |
| effective performance in the job. A behavioral | | | | effective teachers are the people that you work with. |
| dimension represents specific qualities, skills, or | | | | Many of your peers have been successful in applying |
| behaviors that an applicant must have in order to be | | | | on an opportunity posted internally. We encourage you |
| successful in the position. | | | | to speak with your peers to find out what they did to |
| Once the dimensions are defined, a set of behavioral | | | | be successful. You also have your supervisor available |
| based questions is developed. The questions are | | | | as a source of information. He/she can tell you as a |
| designed to have the applicant describe specific | | | | hiring manager what he/she is looking for in both the |
| situations or events that she/he has been involved in | | | | written application and the interview. HRinmotion offers |
| that are similar to situations she/he will face in the | | | | career counseling and workshops in career |
| vacant position. A description of a situation or event | | | | self-assessment, resume writing, interviewing skills, and |
| can originate from the applicant's current or prior jobs | | | | work search strategies. If there is a specific job |
| or from personal experience that may not have been | | | | posted that you are interested in and should you need |
| job related. | | | | additional information on that job, you are encouraged |
| It is at this point that most applicants notice a significant | | | | to speak to the hiring manager. |
| difference in the interview process. Rather than a | | | | |
| situational type of interview in which questions would | | | | IN SUMMARY |
| begin with "What would you do if...?" a behavioral | | | | Effectively reading a job ad is one of the secrets to |
| based type of interview has questions that begin with | | | | success in the employment process. The job posting |
| "What did you do when...?" In response to this type of | | | | also identifies the behavioral dimensions necessary for |
| question, the candidate will normally describe a specific | | | | effective performance in the job. In response to this, |
| situation or event that she/he had direct involvement in. | | | | effective applicants practice their STAR's in advance |
| It is the interviewer's job to assist the applicant to stay | | | | of the interview in order to highlight items that they |
| focused on providing descriptions about specific | | | | consider pertinent. |