Employee turnover costs companies billions of dollars every year. Because of this, employers are constantly looking for a better way to hire individuals. The challenge for the employer during the hiring process is to find a person who not only has the requisite skills but that also has the personality and the desire to fit into the company culture.
The most common form of interview is now behavioral, or behavior-base, interviewing. This form of the interview allows the employer to ask situational questions designed to find out how the prospective employee has handled similar situations in the past. It is somewhat based on the theory that past behavior predicts future behavior. They may also ask hypothetical situations, such as how you would act in a specific situation. These types of questions tend to evoke more critical information from an applicant than many of the old standard questions did. A sampling of behavioral interview questions is included in this packet.
So how do you answer behavioral interview questions? Specifically. You will be asked to give specific examples of when you demonstrated particular behaviors or skills and that’s exactly what you should provide in your answer. The employer wants specific, detailed examples that demonstrate results. Vague or general answers are not acceptable. You should prepare examples that demonstrate successes and those that were more of a learning experience (sometimes called a failure). The SOAR model, outlined below, is a way to structure answers to behavioral questions.
There are several things you should know and keep in mind when answering any type of interview question.
Preparing for and being able to answer behavioral questions will enable you to answer almost any type of interview question. Behavioral questions force you to consider your skills, talents, and weaknesses and how those contribute or detract from your work. Preparing for these types of questions is essential to your interviewing success.