Behavioral-Based Interviewing

Using the behavioral-based interviewing method in screening job applicants has been common among employers. The reason behind this is that past performance is considered an accurate predictor of future performance. In other words, how an applicant performs in the past will give the employer an insight on how he/she might do in the future. This kind of method, created by Industrial Psychologists in the 1970s, is said to be 55 percent more predictive than the traditional way.
Behavioral-based interviewing, with its series of probing questions, is more objective compared to the generic questions of traditional interviewing. In contrast to the traditional approach, which usually begins with “tell me about yourself”, behavioral-based interviewing usually involves questions like “tell me about a time…” or “describe a situation wherein…” As the applicant starts to narrate his/her story, the interviewer picks up on specific behaviors that will be used to determine whether or not the applicant possesses the desired skills and competencies needed in the position.
With behavioral-based interviewing, it is easier to identify the following key competencies that most employers look for in an applicant:

• Integrity
• Leadership
• Communication skills
• Problem-solving skills
• Interpersonal skills
• Technical skills

There are many employment opportunities out there and everyone always seeks to do their best in an interview. So, as an applicant, how do you ace a behavioral-based interview to get the position you want?

• Know the specific job requirement and description – Use this to identify what skills, experiences and knowledge are desired in the position. It is easier to anticipate the type of questions if you already know what they are looking for. For example, if you are applying for the role of a manager, then you should expect questions about your leadership, communication and management skills.

• Research about the company’s mission, vision and values – During the interview, highlight skills and experiences that are in line with that of the company’s mission, vision and values. For example, if one of the company’s values is agility, mention experiences wherein you were able to react quickly and respond accordingly to change.

• Answer thoroughly and in detail – Employers use a rating system to evaluate answers so the more thorough your answers are, the higher points you get. Avoid answers that are unfocused and vague.

• Prepare and practice – Take some time to list down all skills and past experiences that could put you in the best light during the interview. Do not assume that it’s easy to make examples on the spot. The more prepared you are, the more thorough and detailed your answers will be. It is also good to ask a friend to do mock interviews with you. Remember, practice makes perfect.