Traditional interview questions asking candidates to list their strengths and weaknesses or tell you about themselves really don’t provide you with any insight on the person’s ability to do the job. These questions make it very easy for candidates to prepare answers containing all the words you want to hear, without having to provide specific examples of why they’re actually qualified for the job.
Conversely, behavioral interviewing forces candidates to deliver responses containing proven instances of why they’re a good choice for the position. Specific questions such as, “Tell me about a time when you had to work under pressure,” show a person’s true colors. If they have the relevant experience, they’ll have no trouble answering your questions. However, if the person doesn’t have what it takes, it will be obvious in their responses.
Behavioral Interviewing Questions
When creating behavioral interview questions, it’s important to consider the job requirements. Questions should be crafted according to the responsibilities associated with the position.
Examples of common behavioral interview questions include:
- How do you handle disagreements with co-workers?
- Tell me about a time you went above and beyond the requirements of your job?
- Describe how you dealt with a situation that interrupted your schedule.
- Explain how you handle competing priorities to meet a deadline?
- Provide an example of how you worked with others on a team.
After seeing the difference between traditional and behavioral interview questions, it’s really no wonder why companies commonly hire the wrong person for the job. Behavioral interview questions allow you to get to know a candidate a lot better than you do when asking traditional questions, helping you to make a more informed hiring decision.
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