Behavior-Based Interviewing
Among HR professionals across the country, behavior-based interviewing (BBI) is one of the fastest growing interviewing methods. Based on the premise that an applicant’s past behavior will predict how he or she will respond in similar situations in the future, BBI focuses on determining how you, the interviewee, have actively applied your skills. The recruiter is looking for proof that you can demonstrate the desired capabilities in the real world.
Typically, campus recruiters ask general questions about previous jobs or activities, future goals, grades, classes and the like (see “Interview Q&A,” left). Although such questions are part of the behavior-based interview, most of the recruiter’s questions will be designed to elicit detailed descriptions from you on how you handled yourself in certain situations. BBI challenges you to recall (in detail) what you did, thought, and felt in key situations as if you were reliving them. This allows the recruiter to see the whole picture-your thought process, decision-making skills, and emotional state-as well as the results of your actions. It is a very effective interviewing technique.
So, how should you handle the BBI? You will be expected to give detailed, but focused, descriptions of actual circumstances. Expect to think-often in painstaking detail-under pressure. Take your time in formulating your response. The interviewer will understand and allow you to gather your thoughts. In your response, be thorough, yet direct: Describe an overview of the situation, the action you took, and the results.
Perhaps the best way to prepare for the BBI is to familiarize yourself with the types of questions you may be asked. Below are some questions commonly asked in the behavior-based interview.
• Describe a creative/innovative idea that you produced which led to a significant contribution to the success of an activity or project.
• Think of a situation where you distrusted a co-worker/supervisor, resulting in tension between you. What steps did you take to improve the relationship?
• What was the most complex assignment you have had? What was your role?
• Provide an example of how you acquired a technical skill and converted it into a practical application.
• By providing examples, demonstrate that you can adapt to a wide variety of people, situations, and/or environments.
• Tell me about a suggestion you made to improve the way job process/operations worked. What was the result?
• What are three effective leadership qualities you think are important? How have you demonstrated these qualities in your past/current situation?
• Give me a specific example of a time when you did not meet a deadline. How did you handle the subsequent situation?
-National Association of Colleges and Employers-Job Choices 48th Edition 2005 www.jobweb.com
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