As employers refine their recruitment processes, behavioural-based interviews are becoming an increasingly popular technique used by employers to identify suitable candidates for roles.
But what is a behavioural-based interview?
A regular job interview like all any other, you will meet with your interviewer and respond to interview questions. But the difference will lie in the type of interview questions that you will be asked.
During a behavioural-based interview, the applicant is asked to describe past behaviour in order to determine whether he or she is suitable for a position. In these types of interviews, you will for example be asked questions that begin with phrases like "tell me about a time when" or "give me an example of."
While these interviews can be challenging, they also provide candidates with the chance to talk about their accomplishments, using real-life concrete examples of how they have been able to succeed in certain areas, highlighting their key strengths and competencies.
1. Prepare examples
As before entering into any job interview – behavioural or otherwise - preparation is key. Refresh your memory and consider some special situations you have dealt with or projects you have worked on. Identify specific examples (basically “short stories”)that illustrate times when you have successfully solved problems or performed memorably and highlight the different skillsets the employer is looking for. Review the job description for clues as to the type of questions and that will be asked and they type of behavioural characteristics the employer will be seeking.
2. Practice your answers
Behavioural-based interview questions will require you to deliver articulate, detailed and structured answers. When providing your interviewer with your examples, briefly describe the situation, what specific action you took to have an effect on the situation, and the positive result or outcome.
3. Take your cues from the interviewer
It’s often hard to tell what employers are looking for when they ask behavioural interview questions. Listen carefully to your interviewer and study their body language for clues as to what they are looking for and whether their behaviour is suggesting a positive response.
Candidates who can adapt and tailor their stories to the competencies and behavioural characteristics the employer is seeking for will be far more effective and successful.
By taking your cues from the interviewer’s level of formality, you can demonstrate that you are paying attention to the situation and positioning yourself in a way to help in whatever way you can.
4. Common behavioural-based questions
Knowing what kinds of questions might be asked will help you prepare an effective selection of examples.
Common behavioural-based questions include:
- Provide an example of an occasion when you had to work to a tight deadline, while still managing your normal workload.
- Tell me about a complex project or task and how you made sure to see the task through to the end.
- Describe a time when you developed a strategy to stay organised and ensure you got all your work done under pressure.
- Have you ever had to manage multiple projects? How did you manage your time effectively and prioritise your tasks?
5. Be yourself
It's important to keep in mind that there are no right or wrong answers. The interviewer is simply trying to understand how you behaved in a given situation.
Make sure your answers are relevant, honest and structured to showcase your past work experience while still letting your personality and core character shine through. Employers aren’t looking for the “correct” textbook answer; they want to see the way you interact and how you present your information.
Interested to know more?
Get ready for your job interviews and check out the 6 most common interview questions and how to best answer them.