The appropriate HR leadership interviewing techniques help you judge candidates well, while the wrong ones increase the risk of bias and may end up employing a person who is not qualified for the role. Most recruiters ask hypothetical questions to determine how a candidate would react under various situations, while behavioral interviewing requests responses to real issues from the candidate’s experience. 

This technique has gained a lot of importance in both recruiting and staffing. Behavioral interviewing is not a new method, but it is useful to learn how to cut to the chase by applying the techniques in your interviews. Learn about what behavioral interviewing is and why it is effective, then learn about questions and tips for how to use it.

What is behavioral interviewing?

Behavioral interviewing is an interviewing technique used with job candidates about their past. It’s based on the belief that past performance is an excellent predictor of future behavior. The Society for Human Resource Management (SHRM) suggests using this talent management tool to uncover an applicant’s specific skills, abilities, behaviors, and knowledge. The questions elicit verifiable facts about past workplace behavior.

Behavioral interviewing looks at actual experiences, while situational interviewing looks at make-believe experiences. The Journal of Business Research found that both “question types are valid predictors of job performance.” However, theory questions may not reveal behavior patterns critical to job performance and achievement because they’re based on made-up situations, not fact. In this way, employee relations can also improve and make the working environment better.

How to Prepare for a Behavioral Interview?

Behavioral interviews focus on a candidate’s past to measure how they have responded to specific situations and how they have used skills that are relevant to the position. Rather than asking theoretical “How would you handle?” questions, your interviewer will instead focus on practical “How did you handle?” questions.

Take examples from your experience with you. Behavioral interview questions are to be asked in terms of the core competencies for the job, so read the job description thoroughly and think about experiences that demonstrate your ability in areas of interest.

When answering questions in your behavioral interview, apply the STAR (situation, task, action, result) model to demonstrate your experience and contribution successfully. It can help with performance management and organizational leadership. This is how Allstate, which hires many students and recent graduates on Handshake, suggests using the STAR model:

1. Situation:

“Describe and give pertinent details of your example, clarify the background of the situation and how it relates to the question.”

2. Task:

 “Outline your role in the scenario. This can help establish the level of responsibility that was carried in the previous role.”

3. Action:

“Explain how you solved the problem and what you did to address the challenge. A good response shows how you added value to the problem and made sensible choices.”

4 . Result:

“End your answer with the outcome of the scenario. A quality answer has concrete examples and quantifiable achievements, such as the direct effects of your actions in your answer.”.

5. Keep it straightforward:

 Allstate reminds all its candidates that—especially when interviewing remotely—it’s a good idea to talk firmly, assertively, and clearly, always paying attention to your body language. Just as you wouldn’t want to mumble or cross your arms during an in-person interview, don’t do these things in your video interviews!

6 .Don’t be shy about asking questions:

 Remember, job interviews are for you, too! If you need clarification on a question or a question that you’d love to delve a bit deeper into with your interviewer, be sure to speak up. This is for both you and your future boss to be able to assess whether or not you’re a good fit for the position! As a point of departure for contemplation, attempt to go through this list of thought-through interview questions during your preparation for your discussion with the recruiter or hiring manager.

What are behavioral interview questions?

Behavioral interview questions target the candidate’s experience in all sorts of working situations. These questions enable the candidate to disclose aspects of their personality, characteristics, skills, and behavior within a working environment or professional context. They usually ask candidates to think about certain events and situations in which they used their behavioral characteristics to guide them toward a solution, and this can illustrate their abilities, like critical thinking or conflict resolution. These questions may be on independent work or group work, and they allow candidates to review their behavior and describe what they could do differently.

Why do employers use behavioral interview questions?

Interviewers normally utilize behavioral interview questions to find out about the overall personality of a candidate and how they act within the work environment. They also can be an excellent gauge of whether a candidate has what it takes to thrive within a team or if they excel working individually. One of the most important reasons for utilizing behavioral interview questions is that how an individual acted in a former company tends to reveal how they might act in a new company. It will also help evaluate Leadership Skills for HR Professionals.

For example, by asking these questions, you can establish if their conduct during their old company or some other working experience resulted in their success. If not, the candidate can clarify how they learned from the experience and how their personal development was enhanced due to it. The responses can assist in you making the most informed decision while hiring someone for a role at your business or organization.

Benefits of asking behavioral interview questions

There are several benefits of interviewing job applicant’s behavioral questions in interviews, such as:

1. Serves as a quick means of getting to know an individual

Standard interview questions inform you about who a candidate is as a professional and what his work history is, yet behavioral interview questions enable you to find out about who a person is as an individual. With one or two behavioral questions, you can learn a person’s way of thinking and reacting to different situations. These interview questions can provide you with information about a candidate’s personality, competence, strengths, and Effective HR Practices.

2. Allows the candidate to reflect on their behavior

Behavioral interview questions also can allow candidates to think through how they conducted themselves in previous professional experience or jobs. It does this throughout this period, as it allows the candidate to reflect on experiences and decide how they’d react under similar situations in case they again occur at the new workplace. While they deliberate their responses, you can take the opportunity to observe how they’re behaving, for example, whether they’re anxious or uncertain or whether they’re taking a long time to respond. This can give you an indication of how well they perform under pressure and how rapidly they might come up with solutions in the workplace.

3. Streamlines the interview and hiring process

After a candidate has responded to a few of the behavioral questions, you can form a solid understanding of the type of person they are and whether or not you would like to advance them to the next stage of the hiring process. You can have them respond to these questions rather than responding to a lot of questions reiterating the details on their resume or cover letter. This can make the hiring and interviewing process more efficient and timely. It is one of the best strategic HR techniques.

4. Offers adjustable questions based on candidate

Behavioral interview questions are adjustable about your firm or to whom you’re conducting an interview. If you’re interested in understanding how a candidate responded in a situation when a client or customer was displeased with the service they offered, you may adjust your question about firm culture or operation. For instance, if your business sells shoes exclusively, you can then ask them how they apply their strengths to make more sales. This will make it easier for you to ascertain whether their personality would fit into your company as well as how well they would cooperate with their colleagues.

5. Enables candidates to elaborate on information

Such questions can enable applicants to provide additional information and explanation regarding their experience at work than standard interview questions. Rather than providing vague “yes” or “no” answers, the applicant may relate anecdotes or personal experiences when answering behavioral questions. Such questions are more engaging, descriptive, and interactive than standard interview questions and enable you to gather more about the applicant.

Examples of behavioral interview questions

Reading samples of behavioral interview questions will make you able to identify them and provide you with suggestions on which ones to use in upcoming interviews. Below are 10 sample questions to refer to:

• Tell me about a time you made a work mistake. How did you correct it?
• Can you give me an example of a time when you had to deal with a difficult situation in workplace diversity?
• How do you usually work and remain calm in pressure situations?
• Can you provide me an example of how you proactively work towards getting your goals accomplished?
• Can you describe a situation where you had to make an unpopular decision and how you handled rolling it out?
• Can you provide an example of a situation where you inspired or motivated a colleague?
• What’s a personal goal you’ve created for yourself and recently accomplished?
• What time would you have done differently if you could?
• Have you had to work with individuals who operate differently from you? How did you cope?
• Can you tell me about an example of when you didn’t meet your expectations or those of your boss? How did you deal with this?