Behavioral interview questions

Behavioral interview questions are a type of interview question employers use to assess a candidate's past behavior in specific work-related situations. This technique is employed to evaluate a candidate's skills, work ethic, and cultural fit by analyzing their previous experiences.

Employers use behavioral interview questions because they provide insights into a candidate's past behavior and thought process, helping assess problem-solving, interpersonal skills, communication skills, teamwork, leadership, and other key competencies crucial for the role. These questions prompt candidates to share detailed examples from their previous roles rather than hypothetical or theoretical answers.

HR professionals can develop effective behavioral interview questions by identifying the core competencies necessary for success in the role and creating questions that prompt candidates to describe experiences demonstrating those competencies. Using the STAR method (Situation, Task, Action, Result) can help structure these questions.

Some examples of common behavioral interview questions include:

• Can you tell me about a time when you had to overcome a significant hurdle at work?

• Describe a challenging situation where you had to work closely with a difficult co-worker.

• Give me an example of a project you managed that required tight deadlines.

• Tell me about a time when you had to adapt to a significant change in the workplace.

• How have you handled a difficult situation where you had to make an unpopular decision?

These questions benefit the team and business by ensuring new hires possess not only technical competence but also the interpersonal and soft skills necessary for effective collaboration, which can lead to increased productivity, better teamwork, and lower turnover rates.

Responses to behavioral interview questions can be evaluated using a scoring rubric that measures the relevance, specificity, and impact of the candidate’s answers. Interviewers should look for specific examples demonstrating the candidate’s skills and consistency with the company’s values.

To improve the list of behavioral interview questions, ensure they are open-ended, job-specific, and regularly updated to reflect the evolving nature of the role and industry. Training interviewers on how to probe deeper for substantial answers can also yield better insights.

In global hiring, behavioral interview questions are crucial for evaluating candidates from diverse backgrounds and assessing their ability to adapt to the company's work environment, particularly in remote settings. However, it's essential to craft questions carefully to avoid potential legal or compliance issues related to discrimination.

Best practices for conducting interviews with behavioral questions include preparing questions in advance, using the same set of questions for all candidates, actively listening, avoiding leading questions, and following up with probing questions to gather more detail.

Overall, behavioral interview questions are part of a comprehensive hiring process, used alongside other techniques to evaluate candidates' abilities and fit within the organization. HR teams can ensure they prioritize the right questions by conducting job analyses and involving current team members and hiring managers in question development.