Most large organizations employ the Behavioural Based Interviewing approach to select\u00a0new employees. A Behavioural Based question is designed to examine the applicant’s\u00a0past behaviour in situations similar to those that comprise the prospective job duties.\u00a0Employers assess three key performance predictors in the interviewee’s answers:\u00a0technical ability, behaviour or performance skills, and personal preferences.<\/p>\n
A Behavioural Based response requires you to provide specific examples of past events\u00a0that demonstrate your skills and abilities. You must also provide accurate references to\u00a0names, dates, numbers, times and locations. This approach allows employers to obtain\u00a0information that is authentic; in addition, the employer gains insight into your probable\u00a0future performance.<\/p>\n
Employers consider at least seven key performance skill areas when conducting a\u00a0Behavioural Based interview:<\/p>\n
Your ability to influence others:<\/strong> Tell me about a time when you were able to overcome\u00a0resistance to your ideas. Describe the situation. Who was involved? What was the\u00a0outcome?<\/p>\n Interpersonal skills:<\/strong> Tell me about the most frustrating person with whom you have\u00a0worked. What made this experience difficult? How did you resolve the situation with this\u00a0person?<\/p>\n Ability to grow and adapt:<\/strong> Tell me about the last time you were criticized by a\u00a0supervisor\/professor? How did you respond to the criticism? Do you feel the criticism Communication skills:<\/strong> Tell me about a time when you had to work hard in order to fully\u00a0understand what another person was saying to you. What was the situation? What was\u00a0the outcome?<\/p>\n Level of commitment and motivation:<\/strong> Describe a time when you faced obstacles in\u00a0reaching your objectives. What were the obstacle you encountered? What did you do to\u00a0go around or remove them?<\/p>\n Organizational ability:<\/strong> What do you do to ensure that you meet project deadlines? How\u00a0do you monitor and track your progress? How satisfied are you with your system of\u00a0controls?<\/p>\n Problem solving and decision making:<\/strong> Tell me about the most difficult problem or\u00a0decision you have faced at work. What was the situation? How did you decide what\u00a0action to take? What was the outcome?<\/p>\n An employer will go through these steps when developing a Behavioural Based\u00a0Interviewing question:<\/p>\n The key to a successful Behavioural Based Interview is preparation. Thorough\u00a0preparation requires you to complete several tasks:<\/p>\n Employers evaluate your behavioural based answers throughout the interview and upon\u00a0completion of the process. Different scales are used; however, employers generally rank\u00a0responses from “high” to “low” in order to assist them in choosing the right candidate for\u00a0the position.<\/p>\n The following source was consulted during the writing of this section:<\/em> Most large organizations employ the Behavioural Based Interviewing approach to select\u00a0new employees. A Behavioural Based question is designed to examine the applicant’s\u00a0past behaviour in situations similar to those that comprise the prospective job duties.\u00a0Employers assess three key performance predictors in … Continue reading
\nwas valid? What did you learn from the situation?<\/p>\nBuilding a Behavioural Based Question<\/h3>\n
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Preparing for a Behavioural Based Interview<\/h3>\n
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\n“Behavioral Based Interviewing – Critical Skills for Employers and Educators” CEA\/CCEA Joint Conference,\u00a0San Diego, CA April 6, 1997.\u00a0Presented by: Sharon Cobb, North Dakota Stae University, Fargo ND; Randy Dostal, Hutchinson\u00a0Technology, Hutchinson, MN; Mark Van Beusekom, McGladrey & Pullen, LLP, Minneapolis, MN.<\/em><\/p>\n","protected":false},"excerpt":{"rendered":"