How to Ask Great Behavioral Interview Questions

I came across this article posted by a staffing firm, Recruiting Division. While it was written for recruiters, I thought it would be helpful to share with candidates in preparation for an interview. My interview style is more of a conversation, I usually get the answers to these questions throughout the conversation. Enjoy!

"Once a hiring manager or recruiter has screened resumes and applicants and identified quality candidates, it’s time to get to know them better though a behavioral interview process. Whether the candidates come in to the interviewer’s location or interview through recorded video or video conference, the quality of the questions asked will determine the quality of the information the recruiter gets.

Typical interviews include questions about the candidate’s work history, training and education, and career interests and aspirations. Let’s take a look at how behavioral interviews, also called S.T.A.R. interviews, work, and how asking great behavioral interview questions can yield a better crop of candidates.
The S.T.A.R. interview format involves asking candidates about work-related Situations and the Tasks, Actions, and Results achieved. An interviewer might ask a candidate to talk about a situation at work and the tasks involved, the actions taken to achieve the tasks, and the results or outcomes. Great behavioral interview questions reveal candidate skill levels, work ethic, competence, attitudes, and work style.

Tell Me About How You Worked Effectively Under Pressure
One of the top behavioral interview questions is “Tell me about how you worked effectively under pressure.” It’s designed to reveal what kind of challenging work situations the candidate has been in and how the candidate defines work pressure. Companion questions to this include questions about how the candidate felt when working under pressure, asking for examples of situations in which the candidate had problems working under pressure, and how and when the candidate decided to ask for assistance when under pressure.

Have You Ever Made a Mistake at Work? What Happened and What Did You Do About it?
Another one of the top behavioral interview questions is “Have you ever made a mistake at work? What happened, and what did you do about it?” Everyone makes mistakes, but what’s important is how they handle them. This question gives the candidate the opportunity to be honest and explain what was learned by making a mistake. It reveals a candidate’s ability to admit fault, take responsibility, and be humble when faced with the consequences of an error.
Give an Example of a Goal You Reached and How You Achieved It
The ability to set and meet goals and understand expectations is very important in any candidate. Effective behavioral interview questions include “Give an example of a goal you reached at work and how you achieved it.” Understanding expectations and goals and working within timeframes and deadlines are important in project work and teamwork, as well as in departments and small workgroups. Companion questions to this one include asking for situations in which the candidate worked on and achieved multiple goals; situations in which
the candidate was not able to achieve a work goal that was set by a manager; or situations in which the candidate had to depend on others to help achieve a goal.

More Great Behavioral Interview Questions
Behavioral interview questions reveal more in-depth information about how a candidate thinks and feels and what type of experience the candidate has from previous jobs. “Tell me about yourself” is a common interview question, but is very general and almost vague. “Tell me about a time when your work was so enjoyable it didn’t feel like work” or “Tell me what kind of person you are and what your work style is” are both questions that let the interviewer know more intellectual, emotional, and personal information about the candidate regarding work and work experience.

More great behavioral interview questions:
o Tell me about a decision you made at work that wasn't popular and how you handled it.
o Describe a team you worked on and your role.
o Has there been a time at work when you disagreed with someone? What did you do about it?
o Tell me about a time you motivated employees or co-workers.
o Have you ever gone above and beyond your work expectations, and if so, why and how?
o What was the most uncomfortable, embarrassing, or difficult thing you’ve had to do at work?

The best interview questions relate to the work the candidate would be doing in the position, and can be tailored for the opening. For example, if you’re interviewing software programmers, ask questions about when they made a coding mistake and how they handled it and if they missed a programming project goal and what they did about it. Use behavioral interview questions to elicit real information about how candidate’s work, how they feel about work, and what their work styles are to get the best match for your openings."

4 Ways to Make Interviewing a 2-Way Street

by 
Morgan Hoogvelt
 May 7, 2014, 12:06 am ET

So much information is thrown at job seekers on how to interview: here is how to dress; here is what to say; this is the answer to the million-dollar salary question; be sure to send a thank-you letter, etc.  Then there are the horrid interview stories that everyone consistently shares with one another and laughs at: the girl who brought her cat into an interview, the recent college graduate who mid-way through the interview takes a call on his cell phone, the gentleman who shows up dressed in shorts — just to name a few recruiting water cooler stories.

Yet, hardly if ever does anyone, especially recruiters, HR professionals or hiring managers stop to look at themselves and analyze their own behavior.

In fact, the majority of hiring professionals act as if they are riding on a high horse, and job seekers should be at their mercy.  Ironically, today as I am writing this blog — in my email box appeared an article written by Jerome Ternynck, CEO of SmartRecruiters, on the topic of Crafting a High-Performance Culture. Ternynck talks about hiring the best, and that “A” players hire “A” players and that “B” players hire “C” and “D” players.

Whether you are a recruiter, an HR professional, or a hiring manager — you should know that an interview is a two way street. It is a middle meeting where you as the hiring professional have the opportunity to meet a potential employee and find out who they are and what they have experienced and accomplished. But it is not only about you, as this is also the time for a prospective employee to find out about you and what you are about, what challenges you are facing in the company or in your department, and also, very importantly … if they like you. In your capacity as a hiring/interviewing authority, you too have to be prepared, on time, articulate, and professional. So just as we advise job seekers with do and do not tips, here are some great tips for all recruiters, HR pros, and hiring managers alike:

1. Be on time – yes, I already know you are busy and short staffed and everything else that everyone else is as well. Regardless, this is the first impression of you and perhaps how working with you will be. More than likely the interview has been on your calendar for a few days already, so ensure you are on time and not rushing around like a mad person.
2. Be prepared – be sure to have reviewed the candidate’s resume prior to the meeting.  Perhaps you can connect with them via LinkedIn, and even better, perhaps you can have some probing and intelligent questions prepared to ask. Questions that are strategic and can give you a good idea on this person’s skill set and experience. Please don’t shoot from the hip and ask random questions that are rudimentary and tell the interviewee that you are unprepared.
3. Pay attention – the emphasis of good eye contact is not only for the interviewee. If you are consistently gazing out the window or watching people pass by outside in the hall or checking your phone … then more than likely you are not paying attention. Moreover, that story that keeps making the rounds about the new college grad answering his cell phone in the middle of an interview? Well hiring managers do it to; it has happened to me and it has happened to others. No kidding: right in the middle of an interview the lady says, “Hold on” and takes a cell phone call of non-importance. Guess who she was: the head of talent acquisition. I knew I would have no further interest in the role nor even think about accepting a position from her and the company she works for.
4. Be courteous – communication is a two-way street. Interviewees are advised to send thank-you letters post interview, and whether you receive a thank-you letter via email or via snail mail — an acknowledgement of receipt should be provided. If one says thank you, the reply should be that you are welcome. It takes two seconds to respond to an email.

I cannot stress enough how important the candidate experience piece is. Some organizations will spend hundreds of thousands of dollars on career sites, consultants, technology, and employment branding all in the name of building this super “candidate experience.” Yet, the majority of companies fail to ensure proper candidate communications, hiring manager training, and proper face-to-face interaction. It’s not hard to do, nor is it rocket science. It is a simple recipe of common sense, courtesy, and relationship building.

If I was given a quarter from every hiring manager, recruiter, or HR pro who says they can’t find good talent,  but then who behaves outside of the four points I described above ,I wouldn’t be writing this article. I would be retired in some tropical island. So heed my advice and if you are riding a high horse, step down and remember than an interview is a two-way street and that just as you are making a decision on whether to hire an individual, they too are making a decision as to whether you are one they will ultimately want to work with.

Full Article Here: http://www.ere.net/2014/05/07/4-ways-to-make-interviewing-a-2-way-street/