What is Behavioral Interview Questions

Behavioral interview questions are inquiries used in interviews to assess a candidate's past behavior in specific situations. They aim to predict future performance based on past actions, focusing on skills such as teamwork, problem-solving, and adaptability. These questions provide insights into how candidates have handled real-life challenges and their approach to various scenarios.

Key Features of Behavioral Interview Questions

• Situation-Based Queries

  The questions focus on specific past situations to understand how candidates have handled similar circumstances. This approach helps to reveal the candidate's thought process and decision-making skills in real-world scenarios.

• Competency Assessment

  They target specific competencies like problem-solving, teamwork, and leadership. By exploring these areas, interviewers can gauge if candidates possess the necessary skills for the job.

Importance of Behavioral Interview Questions in HR

Behavioral interview questions are essential tools for HR professionals to determine a candidate's suitability for a role. They help in predicting how a candidate might perform in future job scenarios by examining past behaviors. For example, asking a candidate to describe a time they resolved a workplace conflict helps to evaluate their conflict-resolution skills. This type of inquiry provides more substantial evidence of potential job performance compared to theoretical questions.

• Competency-Based Interview

• Structured Interview

• Situational Interview Questions

Comparison: Behavioral Interview Questions vs. Situational Interview Questions

While both focus on real-world scenarios, behavioral interview questions ask about past experiences, while situational interview questions are hypothetical, asking candidates how they would handle a future situation. The key difference lies in whether the scenario is from past experiences or future possibilities.

Benefits of Behavioral Interview Questions

• Predictive of Future Performance

  By evaluating past behaviors, these questions help predict how a candidate will perform in similar future roles.

• Objective Evaluation

  They provide a more structured and objective means of assessing candidates, reducing biases in the hiring process.

Best Practices for Behavioral Interview Questions

• Prepare Role-Specific Questions

  Develop questions that relate directly to the competencies and skills required for the role you're hiring for.

• Use the STAR Method

  Encourage candidates to use the STAR (Situation, Task, Action, Result) method to structure their responses for clarity and completeness.

• Take Notes

  Document responses to ensure a fair evaluation of all candidates and to provide evidence for decision-making.

Frequently Asked Questions (FAQs) about Behavioral Interview Questions

What are behavioral interview questions designed to assess?

Behavioral interview questions are designed to assess a candidate's past behavior and performance in specific scenarios to predict future job performance.

Can you give an example of a behavioral interview question?

"Describe a time when you had to work under pressure. How did you handle the situation?"

How should candidates prepare for behavioral interview questions?

Candidates should prepare by reflecting on their past experiences and formulating responses using the STAR method to illustrate their problem-solving and decision-making skills.