FAST COLLAB
HOW TO MAKE MOST OF BEHAVIORAL INTERVIEW METHOD
Description An interview is a conversation between interviewer and interviewee. Interviewer questions the interviewee on various fields to get the response and analyses how well the candidate fits into the position. Behavioral interview is one of the commonly used interview method used by recruiters to analyze the candidates.
What is Behavioral interview ď‚Ą
Generally in behavioral interviewing, the interviewer gives interviewee series of problems (situation based problems, not technical problems) and asks him/her to fit into the situation and suggest the best solution to solve it keeping all the parameters in mind. Behavioral interviewing does not relate to technical round interviewing method. The situations used here are mostly related to the current challenges/shortcomings a company is facing in a project/vertical or as a whole.
Why companies are using it ď‚Ą
This method is most commonly used among the companies which prefer analysing skill or thinking ability of the candidates over technical skills for the job. In this method interviewer gives a situation/problem to the candidates. The interviewer is examining them on how well they have understood the problem and most importantly how well they have evaluated all the given parameters to solve the problem. Most companies agree to this method as it helps them to learn about the past experience and how well candidates can fit into the organisation.
Common Mistakes HRs do
Like the old saying – “If you want the doctor to give you best treatment, don’t hide any single detail of your ailment”. In most of the cases, companies are reluctant to bring out the current obstacles company is facing, and expect candidates to suggest best fitting solution. Behavioral interview questions are only effective when the response reveals the truth about both weaknesses and strengths of the thinking ability of the candidate. And if not backed by transparency by the HRs, the output might not fit the expectations.
Now let’s see one example about the behavioral interview process
Interviewer:I will explain a problem which we are currently facing; can I have your views on that?
Interviewee:Yes please.
Interviewer:Well, we will do about 15 trade shows a year which are fun and expensive. It requires lot of work. Most of the time, employees and products have to be moved by air which is adding more expense.
Interviewee:Are the trade shows paying for the travel?
Interviewer:That’s the thing we don’t know exactly. It’s subjective. Sometimes the leads drop in over months. Sometimes our salespeople are too busy with their regular customers that they can’t follow up on trade shows.
Interviewee:So you’re not sure if the trade show costs are well spent?
Interviewer:This is the thing you have to work on. Can I have your thought on this?
Interviewee:You can look at sales of each quarter and look at the impact that each show had on sales. I’m assuming these shows are in different cities?
Other related questions
The other related questions, that can be asked here are:
Tell me about a time when you had to take a tough decision in your job
Tell me about a time when you had to make a decision that was not ethical, related to your work
Tell me about a time when you made a mistake, when everybody expected best results from you
As these are more of a theoretical ways of discussions with the candidate, a recommended way for the recruiters would be to make use of an online recruitment management tool that comes with ‘Notes’ section, where recruiters can submit all these responses for future reference.
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BY FAST COLLAB http://www.fastcollab.com/