Behavior Based Interviewing
The behavior based interview style is based on the belief that the best predictor of an individual's future performance are past behaviors.
The interviewer does not rely just on intuition but instead asks probing questions concerning the applicant's character, experiences, behaviors, knowledge, skills, and abilities.
Behavior based interviewing is designed to obtain the most information about past behavior as it relates to specific job skills.
Questions usually begin with such phrases as:
How to respond to a behavior based question:
The ideal way to respond to a behavior-based question is by using the STAR technique as outlined below:
S - Situation: Describe a specific situation that relates to the question.
T - Task: Describe your task. What goals did you have?
A - Action: Describe the action that you took.
R - Result: Describe the positive result or outcome of the situation.
Sample STAR story:
Advertising revenue was falling off for my college newspaper, the Daily Kent Stater, and a large number of long-term advertisers were not renewing contracts.
My goal was to secure contracts with as many former and new advertisers as possible to generate more advertising revenue.
I designed a new promotional packet to go with the rating sheet and compared the benefits of Stater circulation with other advertising medium in the area. I also arranged for a College of Business Administration professor to conduct a special training session about selling strategies for the newspaper's account executives.
We signed contracts with 15 former advertisers for daily ads and five for special supplement ads. Also, the paper increased the number of new advertisers by 20 percent over the same period last year.
Other thoughts :
Evaluate your own background to identify your skills and experience related to the job objective. Develop--and rehearse--brief scenarios about how you used those skills, each illustrating a specific activity or task required by the job. Each "story" should explain the problem and your solution, and give the results in quantified terms, if possible.
Be prepared to provide examples of occasions when results were not as expected and for questions asking for more detail than you've already given. The skilled interviewer will probe your skill in handling failure as well as success.
Identify three to five top selling points--attributes that set you apart from other candidates--and be sure you point them out during the interview.