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Monday, September 17, 2018

Behavioral Interview Questions and How To Get Great Talent

Behavioral interview questions narrow down candidates
The process of finding new talent to build your company’s team is easier than ever with the help of the internet and social media. With just one or two job postings on the right platform, you can attract hundreds, if not thousands, of applicants ready to schedule an interview. But how do you find the true gems during that influx of applicants? Simple: behavioral interview questions.

You’ve had your fair share of interviews by now, but while you can certainly fall back on your experience don’t let that be your sole skill during the interview process. Interview preparation is not just for the interviewee. You need to know what you’re looking for, and behavioral interview questions offer you a somewhat subtle way to make sure the person sitting before you truly has the tools you’ll both need to succeed. 

Behavioral Interview Questions and How To Get Great Talent


Although it is difficult to learn everything about someone in one interview, behavioral interview questions give you a closer look at the applicant and how well they would fit into your company’s work culture and environment. Just like those that apply, the interviewer must devote some time to interview preparation in order to ask the right interview questions.
Choosing the Right Questions

The first step in choosing the right behavioral interview questions to ask is to determine what behaviors you are looking for. Typically, the best behaviors to see in new employees include: 

Honesty/Integrity
Effective Communication
Time Management Skills
Determination/Motivation

Once you have selected the type of behavior(s) you are seeking, draft several interview questions that reflect these behaviors and alternate between interviews. 


Sample Behavioral Interview Questions

Tell me about a business or academic situation that you felt being honest was inappropriate. Why did you feel it was inappropriate and what did you do in that situation?
Share with me an example of a time when you had to explain something fairly complex to a frustrated client. How did you handle this situation?
Give me an example of a time where you had to manage multiple projects/assignments at once? What steps did you take to handle this type of workload?
Tell me about a time where you worked under very close or very loose supervision. How did you handle that?

Tip: Listen closely to each response and take notes. Also, be mindful of applicants that respond with vague answers, generalized responses, repeat examples, or tend to use the word “we.”
Bonus Tip: Topics to Avoid During an Interview


We want you to build the perfect team for your company, and part of that is putting your best foot forward even though technically you’re not the one who needs to be impressive. Here are some general interview tips on topics to avoid while interviewing an applicant: 

Age
Arrest record
Citizenship
Current/past salary
Gender
Disabilities
Irrelevant questions to job
Marital status/family
Military background (unless the experience is job-related)
Nationality
Politics
Religion
Sexual orientation

Using behavioral interview questions narrows the candidate pool

Build Your Team With The Right Applicants


Behavioral interview questions make a difference in your search for new talent. Whether you are new to the hiring/interview process or just want to improve your interview techniques, hopefully, you can use these interview tips to benefit you for years to come.


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