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How to Handle Behavioural Interview Questions
When using behavioural interview questions, the interviewer will usually identify core behaviours they’d like to see in a candidate. Obviously these behaviours are based on the position and the requirements of the specific role they are recruiting for and will vary accordingly.
There is absolutely no need to be scared of these types of questions – in fact quite the opposite – behavioural questions provide you with the ideal opportunity to showcase why you’d be perfect in the role. It’s important to remember that the recruiter will be looking for specific examples that demonstrate how you behaved in certain situations – not hypothetical answers on how you think you’d respond or behave.
You need to think back to previous roles and detail real-life examples from your work. To prepare for these types of interviews, you should first ascertain the competencies you think the employer might be looking for. This is where research is important. You can search for similar jobs online, read job ads and more detailed job descriptions, talk to the recruiter and ask their advice, and speak to trusted colleagues or superiors in your network. Most companies will be looking for some common skills that you can prepare for as standard, then you’ll want to consider what other competencies they’ll need that relate specifically to the role. Common competencies could include communication, leadership, teamwork, flexibility, and a proactive/innovative approach.
The best way to prepare for behavioural interview questions is by using the STAR technique. I’ve written articles before about how to prepare STAR responses – click here for detailed information. Briefly, thinking about examples in the context of STAR helps you formulate clear and concise responses to behavioural interview questions.
STAR stands for:
- Situation – What was the circumstance, situation or setting you found yourself in?
- Task – What was your role?
- Action – What did you do and how did you do it?
- Result – What did you achieve? What was the outcome and, if possible, how does it relate to the position you are applying for?
Once you have decided which examples to use for each identified competency, you simply write down your dot points next to each of the STAR points then formulate a response that you feel comfortable talking through. Don’t scrimp on detail – talk the recruiter through from start to finish but make sure you are concise and specific – and don’t ramble. You can use examples where the outcome wasn’t ideal so long as you explain how you learnt from it for next time.
The most important predictor of success with behavioural based interviews is preparation and practice. The more you think about and practice how to tell your story – the more concise you will be during the interview. Practice your responses so they flow – tell the recruiter some interesting stories about your real-life competencies and they’ll be more likely to consider you as a viable candidate. Have you been involved in a behavioural based interview? How did you go? How did you prepare?
Would you like to understand more about how to prepare for behavioural based interviews? Perhaps you’d like to put together specific responses that suit your experience and the roles you are seeking, as well as participating in a mock interview. If so, click here for our interview training services.