22:56
Faizan
Behavioral Interviewing is an interviewing method used by Hiring Managers to learn more about your past behavior in certain situations. The theory behind digging into those past actions and reactions is the feeling that past conduct and performance is a great predictor of future performance.
Regardless of your tenure, the behavioral interview approach can be intimidating. If you research "behavioral interviewing" on the internet, you will find many recommendations on how to prepare for these types of engagements. I will tell you, however, there are only two simple rules you should be aware of when preparing for these types of interviews.
Rule #1: Always use real examples
General answers are not what the Hiring Manager is looking for. She wants specific details about the event, the project, the team, or the experience and the particulars on how you dealt with the situation.
Additionally, always avoid using language such as "I would do... " as this only describes how you would behave... not how you actually have behaved in the past. Using the "I would do" terminology will leave the Hiring Manager believing you a) either haven't experienced this type of situation and are therefore inexperienced or b) you didn't believe your behavior was appropriate and therefore shouldn't share it.
Here is an example:
A Behavioral Interview approach may be: "Tell me about a time where you had a team member who wasn't carrying their fair share of the work load, and how you handled it". This statement demands you articulate details on how you handled an employee who was not working at the same level of your other team members. It is important you provide a real example, describing the situation in detail, so the Hiring Manager will be able to tell if your leadership experience and management style will be a good fit for her organization.
However, if you answer "I would take the individual to the side... " or some other similar hypothetical example, you have given the hiring manager no idea of how you would truly (or have truly) handled this situation in the past.
Rule #2: Always keep it positive
Regardless of your tenure, the behavioral interview approach can be intimidating. If you research "behavioral interviewing" on the internet, you will find many recommendations on how to prepare for these types of engagements. I will tell you, however, there are only two simple rules you should be aware of when preparing for these types of interviews.
Rule #1: Always use real examples
General answers are not what the Hiring Manager is looking for. She wants specific details about the event, the project, the team, or the experience and the particulars on how you dealt with the situation.
Additionally, always avoid using language such as "I would do... " as this only describes how you would behave... not how you actually have behaved in the past. Using the "I would do" terminology will leave the Hiring Manager believing you a) either haven't experienced this type of situation and are therefore inexperienced or b) you didn't believe your behavior was appropriate and therefore shouldn't share it.
Here is an example:
A Behavioral Interview approach may be: "Tell me about a time where you had a team member who wasn't carrying their fair share of the work load, and how you handled it". This statement demands you articulate details on how you handled an employee who was not working at the same level of your other team members. It is important you provide a real example, describing the situation in detail, so the Hiring Manager will be able to tell if your leadership experience and management style will be a good fit for her organization.
However, if you answer "I would take the individual to the side... " or some other similar hypothetical example, you have given the hiring manager no idea of how you would truly (or have truly) handled this situation in the past.
Rule #2: Always keep it positive
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