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Interview Tips
Assertiveness, Problem Solving Ability, Commitment to Task, Decision-making Ability. These are some of the headings for a series of questioning probes that interviewers use to determine the suitability of a candidate for a specific position. This technique is called "The Behavioral Interview" and it is being used extensively in organizations across the country.
The hiring manager and interviewer first establish the capabilities and traits essential to a candidate being successful in a specific position. Once that is established they design their questions or probes to address those traits and as they interview they build a profile of the candidate. Generally the behavioral interview is the second stage after the technical or introductory interview. The first determines if you can do the job, the second determines if you will do the job.
The candidate is asked to give specific examples of situations in answer to the interviewer's questions. "Give me an example of a time when you had to deal with an employee problem. What was the problem and what was the outcome". When the candidate has completed their answer the next question might be "is that the worst problem you had to deal with?" This line of questioning urges the candidate to refocus and communicate clearly a whole new situation, showing both flexibility and adaptability under pressure. Candidates should remember that there are no right or wrong answers in this format however if they are not able to articulate their experiences, communicating success and failures, then they may not be considered for the position.
Organizations recognize that they have a personality, a climate to offer employees. They also know that successful companies run lean operations so they are looking to hire "multi-tasked individuals who will thrive in the existing climate". Bottom line "it is great that you are such a talented Web developer but if you cannot communicate ideas with our clients or our own team we will have to keep looking".
Prepare for a Behavioral interview by reviewing your employment, educational and personal history. Make mental notes of successes, failures, brilliant ideas etc. Think about the possible situations you may be asked to describe and identify both successful and unsuccessful examples. RELAX you can expect to be in the interview for one to two hours. LISTEN to the question and do not rush your response.
This process allows the company and the candidate the opportunity to understand how their individual expectations meet existing realities and whether or not they are a fit for each other.
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