Behavioral interview questions are a type of interview question employers ask to assess a candidate's past behavior in specific work-related situations.
The belief is that past behavior is the best predictor of future performance in similar scenarios, and this technique is often used to evaluate a candidate's skills, work ethic, and cultural fit.
Why do employers use behavioral interview questions?
Behavioral interview questions require job candidates to relate stories and experiences from their last job or past experiences in the workplace. This provides recruiters and employers with insight into the candidate’s past behavior and thought process, and can be indicative of how they might perform in specific situations in the future.
During the interview process, these questions help assess a candidate's problem-solving skills, interpersonal skills, communication skills, teamwork, leadership skills, and other key competencies required for the role.
These questions often start with phrases such as “Tell me about how you…” or “Give me an example of a time when you…”. They are designed to elicit detailed responses about the candidate’s real-life work experiences, rather than hypothetical or theoretical answers.
How can HR professionals develop effective behavioral interview questions?
HR professionals can develop effective behavioral interview questions by identifying the core competencies and skills necessary for success in the current role the candidate is interviewing for.
They should then create questions that prompt candidates to describe experiences in a previous role that demonstrate those competencies. Using the STAR method (Situation, Task, Action, Result) as a framework can help in structuring these questions.
What are some examples of common behavioral interview questions?
- 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?
How behavioral interview questions benefit the team and business needs
Behavioral interview questions benefit the team and business by ensuring that new hires are not only technically competent but also possess the interpersonal and soft skills necessary to collaborate effectively and contribute to a positive work environment. This can lead to increased productivity, better teamwork, and lower turnover rates.
How to evaluate responses to behavioral interview questions
Responses to behavior-based 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 that demonstrate the candidate’s skills and how they align with the role’s requirements. Consistency in responses and their alignment with the company’s values are also critical.
How to improve your list of behavioral interview questions
Behavioral interview questions can be improved by ensuring they are open-ended, job-specific, and challenging enough to elicit detailed responses. Updating questions regularly to reflect the evolving nature of the role and industry can also provide more accurate assessments of a candidate's suitability. Additionally, training interviewers on how to probe deeper for more substantial answers can yield better insights.
What role do behavioral interview questions play in global hiring?
In global hiring, behavioral interview questions are essential for understanding how candidates from diverse backgrounds react in various work situations. They provide a common ground to evaluate individuals from different cultures and work experiences, helping to identify job seekers who can adapt to the company's work environment and contribute to a diverse global workforce.
These job interview questions are particularly useful in assessing a candidate's ability to work remotely. Questions can be tailored to understand a candidate’s self-motivation, time management, communication skills, and experience with remote collaboration tools, which are crucial for success in a remote work setting.
Can behavioral interview questions create potential legal or compliance issues?
If not carefully crafted, behavioral interview questions can lead to potential legal or compliance issues by inadvertently discriminating against candidates based on age, gender, ethnicity, or disability. It's important to ensure that questions are relevant to the job and do not elicit information that could be used to discriminate against a candidate.
Best practices for conducting an interview with behavioral questions
Consider taking the following steps before your next round of interviews:
- Prepare questions in advance that align with the job description and your set goals
- Use the same set of questions for all candidates to ensure fairness
- Listen actively and taking notes during the interview
- Avoid leading questions that suggest a “correct” answer
- Follow up with probing questions to get more detail
How do behavioral interview questions fit into the overall hiring process?
Behavioral interview questions fit into the overall hiring process as one of several tools used to evaluate candidates. They are often used in conjunction with other interview techniques, such as skill assessments and case studies, to provide a well-rounded view of the candidate's abilities and potential fit as part of a team within your organization.
How can HR teams ensure they are prioritizing the right behavioral interview questions?
HR teams can ensure they are asking the right behavioral interview questions by conducting job analyses to identify key competencies required for the role. Involving current team members and hiring managers in question development can also provide valuable insights into the demands of the job and the types of behaviors that are most indicative of success.
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