In this article we will cover the following questions:

1.       What is behavioral based interviewing?

2.       What can I do to anticipate behavioral based questions and prepare for a good response?

3.       Where do I go to get additional help?

 
The process and tools used in the posting process are designed to help match the most suitable candidate with a position vacancy.  By doing so, both the company and the individual may better achieve their long-term objectives.

 
Question 1:  What is behavioral based job interviewing?

Behavioral based interviewing is based on the principle that the best predictor of future behavior is past behavior.  In other words, behaviors are repeated.  Therefore, in order for the hiring manager to understand how an applicant is likely to perform in a job, he or she must understand how the applicant handled problems, situation or duties in their current or past job(s) that are similar to what they will experience in the job they are being considered for. 

In order to conduct an effective behavioral based job interview, the hiring manager and Human Resources must first analyze the job. Through this job analysis, behavioral dimensions are identified that are critical to effective performance in the job.  A behavioral dimension represents specific qualities, skills, or behaviors that an applicant must have in order to be successful in the position.

Once the dimensions are defined, a set of behavioral based questions is developed.  The questions are designed to have the applicant describe specific situations or events that she/he has been involved in that are similar to situations she/he will face in the vacant position.  A description of a situation or event can originate from the applicant’s current or prior jobs or from personal experience that may not have been job related. 

It is at this point that most applicants notice a significant difference in the job interview process.  Rather than a situational type of interview in which questions would begin with “What would you do if…?” a behavioral based type of interview has questions that begin with “What did you do when…?”  In response to this type of question, the candidate will normally describe a specific situation or event that she/he had direct involvement in.  It is the interviewer's job to assist the applicant to stay focused on providing descriptions about specific situations or events.


An effective description of a situation or event is referred to as a STAR.  A quality STAR allows the interviewer(s) to understand the SITUATION or TASK, responsibilities which lead to the applicant’s ACTION and explain the RESULT or outcome.

To repeat, a quality STAR includes a SITUATION/TASK, ACTION AND RESULT.  When the situation described by the applicant contains these three ingredients, the information is called a behavioral example.  The interview is only one element of the selection process.

 
Question 2:  What can I do to anticipate behavioral based questions and prepare for a good response?

Within the Managerial Non-Technical Requirements, the behavioral dimensions that lead to effective performance in the job are identified.  Prior to the interview, a review of the posting will bring these to mind and start you thinking of examples that may be appropriate.

 
Question 3:  Where do I go to get additional help?

Help can come from many sources and in many forms.  Experience has shown that some of the most effective teachers are the people that you work with.  Many of your peers have been successful in applying on an opportunity posted internally.  We encourage you to speak with your peers to find out what they did to be successful.  You also have your supervisor available as a source of information.  He/she can tell you as a hiring manager what he/she is looking for in both the written application and the interview.  HRinmotion offers career counseling and workshops in career self-assessment, resume writing, interviewing skills, and work search strategies.  You may also hire a professional job interview coach with previous hiring experience for feedback.  If there is a specific job posted that you are interested in and should you need additional information on that job, you are encouraged to speak to the hiring manager.

 
IN SUMMARY

 
Effectively reading a job ad is one of the secrets to success in the employment process.  The job posting also identifies the behavioral dimensions necessary for effective performance in the job.  In response to this, effective applicants practice their STAR’s in advance of the interview in order to highlight items that they consider pertinent.
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