How to Ask Behavioral Interview Questions
Behavioral interview questions are a crucial part of the hiring process, as they help employers gain insights into a candidate’s past experiences, problem-solving skills, and ability to handle real-life situations. These questions focus on the candidate’s behavior in specific scenarios, allowing employers to assess how they might perform in similar situations. In this article, we will discuss how to ask behavioral interview questions effectively and provide some examples to help you get started.
Understanding the Purpose of Behavioral Questions
Before diving into the techniques for asking behavioral interview questions, it’s essential to understand their purpose. These questions are designed to evaluate soft skills, such as teamwork, communication, leadership, and adaptability. By asking candidates to describe past experiences, you can better predict their future behavior and assess whether they align with the company’s values and culture.
Structuring Your Behavioral Interview Questions
When asking behavioral interview questions, it’s important to structure your questions in a way that encourages candidates to provide detailed responses. Follow these guidelines to create effective behavioral questions:
1. Start with a “Tell me about a time when…” statement.
2. Be specific about the situation, task, action, and result.
3. Use the STAR method (Situation, Task, Action, Result) to structure the question.
For example, instead of asking, “Can you tell me about a time you worked on a team project?” try, “Tell me about a time when you were part of a team that had to complete a challenging project. What was the situation, task, action you took, and what was the result?”
Examples of Behavioral Interview Questions
To help you get started, here are some examples of behavioral interview questions across various skill sets:
1. Communication:
– “Can you describe a time when you had to explain a complex concept to a team member who was not familiar with it?”
– “Tell me about a situation where you had to resolve a conflict with a colleague.”
2. Problem-solving:
– “Describe a time when you had to overcome a significant obstacle at work. How did you handle it?”
– “Can you give an example of a problem you identified and the steps you took to resolve it?”
3. Leadership:
– “Tell me about a time when you led a team through a challenging project. What challenges did you face, and how did you overcome them?”
– “Describe a situation where you had to motivate a team member who was struggling with their performance.”
4. Adaptability:
– “Can you share an experience where you had to adjust to a significant change at work?”
– “Tell me about a time when you had to learn a new skill quickly to complete a task.”
Active Listening and Follow-Up Questions
As you ask behavioral interview questions, be an active listener and take note of the candidate’s responses. To gain a deeper understanding of their experiences, follow up with additional questions. For example, if a candidate mentions a time they had to resolve a conflict, you could ask, “What specifically did you do to address the conflict, and how did the situation resolve?”
By following these guidelines and asking well-structured behavioral interview questions, you can gain valuable insights into a candidate’s past experiences and make a more informed hiring decision.
