Behavioral questions are probably one of the oldest tricks in the book when it comes to job interviews. Behavior is something we all exhibit naturally at some point or another, even if it is in a most passive form. Behavior questions basically start with questions about past behaviors. Most employers nowadays ask behavioral questions as they believe that previous behavior is the greatest indicator of future performance.
The idea behind this type of question is that past behavior is usually the best indicator of future performance, so future success is a foregone conclusion. One of the reasons why companies employ behavioral questions in their behavioral interviews is because previous behaviors in an interview are usually interpreted accurately by a human resources professional.
Some of the more common behavioral interview questions include;
- Have you had any…
- What exactly happened?
- Describe a situation where…
- Describe how you reacted or handled a particular problem.
- What is your ideal customer…
These questions are designed to delve into a potential employee’s thought process. Det er vigtigt at huske, at adfærdsmæssige interviewspørgsmål ikke altid fører til ansættelse af den perfekte medarbejder. Nogle gange handler det mere om at finde ud af, om en bestemt kandidat passer til jobbeskrivelsen og personligheden.
You can make use of behavioral questions as well when screening a candidate. Using a list of interview questions that address common job-related challenges, you can get a feel for a candidate’s strength and weakness in a particular area. If a candidate tends to “come up with” answers to tough questions, or seems uncomfortable with sharing their core strengths and weaknesses, you might not want to bring them into the office. However, if the candidate consistently “picks the brains” of other team members on a regular basis and shows a sense of entrepreneurial spirit, then they may be an interesting candidate to work with.
The main advantage of behavioral questions is that they require a minimal amount of information to determine whether a person will fit with your organization. As soon as you establish the fact that a person does not communicate well, expresses frustration with routine tasks, has difficulty collaborating with others, is over time-pressured, or has difficulty working independently, you can usually determine whether they would make a good employee.
The biggest drawback of using behavioral interview questions is that they don’t give you enough information to determine if the candidate is truly cut out for the job. Although some of the questions may reveal some personality traits that you wouldn’t otherwise discover, their answers may not tell you everything about a person’s thinking process or decision making process. The interviewer cannot know without asking the candidate a series of behavioral questions. It is possible that the candidate just gave thought to the behavior question and didn’t really answer it in the way you would want to. Using other methods to determine if a person is a good fit for your organization and the job requires further conversation is the only way to determine if behavioral interviewing is a good choice for you.