| Behavioral interviews are becoming more and more | | | | *What would you do if a customer complains about |
| popular in this highly competitive job market. The main | | | | you to your boss? |
| reason that employers like the behavioral interview is | | | | *Tell me about a time when someone's interruptions |
| that it can predict the future actions of candidates | | | | were in danger of causing you to miss a deadline. |
| quite accurately. What do we mean by this? | | | | What did you do?job listings |
| Interview Secrets Click here | | | | Notice how much more specific and detailed this type |
| Traditional interview questions - the ones you may be | | | | of question is than traditional, straightforward interview |
| more used to - typically call for highly objective | | | | questions. The idea behind the success of behavioral |
| answers and can be based on misperceptions. For | | | | questions & answers is that a person's past |
| instance, how you answer the question, "What are | | | | performance is a good indicator of his or her future |
| your strengths and weaknesses?" is based on your | | | | performance. |
| own perception of yourself. Since the employer does | | | | While answering this type of question may seem more |
| not yet know you, he or she cannot judge the | | | | difficult than traditional questions, actually, with a little |
| accuracy of your answers. | | | | practice, you may find that the answers come more |
| However, behavioral interview questions provide the | | | | naturally since you're simply recalling your past |
| interviewer with much greater insight into how your | | | | experiences. Here are some guidelines to keep in mind |
| mind works. As the name implies, behavioral questions | | | | for answering behavioral questions in a way that will |
| focus on just that: your actual behavior - and not your | | | | help your interviewer the most: |
| perceptions. In this type of interview, the interviewer | | | | *Always relate the question to a specific instance in |
| has targeted several specific behaviors and attitudes | | | | your career. |
| that the job requires, and has designed behavioral | | | | *Describe the tasks that were related to the instance. |
| interview questions that will shed light on whether you | | | | What was the expected outcome? |
| might be a good fit for the position. | | | | *Describe your actions in relation to the task or |
| Here are some typical interview behavioral questions: | | | | instance. What did you do? Why did you decide to do |
| *Tell me about a time when you had to make a | | | | it? |
| decision without sufficient information. How did the | | | | *Always describe the actual outcome of your actions, |
| situation work out? | | | | even if it wasn't favorable. What did you learn from |
| *Tell me about a time when you had to work with | | | | the experience? What might you do differently if |
| someone who did not like you. How did you deal with | | | | faced with a similar situation? |
| the situation? What was the outcome? | | | | In answering interview behavioral questions this |
| *Describe a decision you made that was unpopular. | | | | thoroughly, you show that you understand what the |
| Why did you make the decision? How did you sell | | | | interviewer is looking for and that you're willing to offer |
| your decision? What was the outcome? | | | | up the information to help them make the best |
| *If you are given an assignment that you don't know | | | | decision. |
| how to handle, what would you do? | | | | |