| A behavioral interview is a style of
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| | behavioral and situational interviews
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| interviewing wherein the job applicant is
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| | require him to be well-prepared with
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| asked to give examples of situations he
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| | specific examples of situations drawn
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| has personally been involved in where he
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| | from his past experiences that
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| demonstrated a particular trait or skill
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| | demonstrate his various competencies. He
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| that the interviewer is interested in. A
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| | can examine and make a list of his assets
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| situational interview is a style wherein
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| | and desirable qualities. He can also
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| theoretical or hypothetical situations
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| | look at the job description for the
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| are given by the interviewer to assess
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| | position he will be interviewed for and
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| the applicant's behavior in such a
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| | try to come up with a list of
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| situation. The main difference between
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| | competencies that may be needed for the
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| behavioral and situational interview is
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| | job. For both of these lists, he can
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| that behavioral interviews focus on past
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| | think of situations wherein he had an
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| experiences and behavior of the
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| | active role. He should think of problems
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| applicant, while situational interviews
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| | he encountered in those situations and
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| concentrate on how the applicant will
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| | the steps he took to resolve those
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| react when confronted with a given
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| | problems. He should practice telling his
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| situation. These two styles of
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| | "stories", which should be concise and to
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| interviewing are often used in
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| | the point. The story should come out
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| conjunction with each other.These styles
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| | naturally and the applicant should be
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| of interviewing job applicants are
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| | prepared for the interviewer to interrupt
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| tailored to specific competencies
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| | him at certain intervals to ask probing
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| required for specific job positions, thus
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| | questions. Some common competencies
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| specific situations must also be given as
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| | interviewers look for in job applicants
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| examples by the applicant. Vagueness
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| | are skills in decision making, problem
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| must be avoided. The examples may be
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| | solving, communicating, negotiating,
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| ordinary events in his life and not
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| | leading, working with a team and
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| necessarily from previous work
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| | planning. He may also be asked questions
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| experience. These styles can be used to
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| | related to working under pressure and,
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| interview both experienced applicants and
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| | especially if he is applying for a sales
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| recent graduates.For either style, the
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| | position, persuasiveness.For any kind of
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| interviewer needs to identify the
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| | interview, the applicant should do some
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| required competencies for the job he
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| | research on the company he is applying
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| wants to fill. He must then examine
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| | to. The company website may have
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| actual situations related to the job
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| | information that may be useful to know.
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| where these competencies (or lack
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| | If possible, the applicant should also
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| thereof) played a critical part in its
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| | get some information on who will be
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| success (or failure). A set of questions
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| | interviewing him. Most importantly, it
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| can be developed and framed in such a way
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| | is wise for the applicant to prepare for
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| that canned responses may be avoided. A
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| | the different styles of interviews aside
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| rating scale is also prepared after the
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| | from behavioral and situational
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| job is analyzed and the competencies are
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| | interview.
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| identified.For the interviewee,
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