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Introduction Definition:

A behavioral interview technique is a jobinterview technique that is focused on discovering

how an applicant acted in specific employment-relatedsituations in the past.

A thorough, planned, systematic way to

gather and evaluate information about whatcandidates have done in the past to show how they

would handle future situations.-Herbert G. Henneman III

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Traditional v/s Behavioural Straight forward questions

are asked.

Questions are based onhypothetical situations inthe future.

What would you do if

Less interactive

Questions asked are basedon the required skill sets.

Questions are based onsituations occurred in thepast.

What did you do when

More interactive

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Advantages Evaluate Communicative or social skills

Selection among equally qualified applicants

Determines compatibility between the applicant and theorganizational values

Past behavior can predict future job performance

Behavioral questions can establish a pattern of behavior

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Disadvantages Assumes one repeats behavior when faced with certain

situations > People do change

It does not give complete information , requires to besupplemented

Relies on the interviewers ability to correctly assess theanswers objectively

Discomfort discussing personal experiences

Costing

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Stages

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Give an example of a goal you have

achieved

A :Whatever goal had been set for me , I achieved it

B : My team has been consistently winning theplatinum performer of the year.

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Have you been in a situation where

you didn't have work to do?

A : I always found work for myself.

B :Whatever spare time we had, we conducted abrainstorming , grooming sessions for all young

management trainees.

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You have been booked by police?

What was it about?

A : No sir! It was not my mistake at all.

B :Yes sir! Actually I met with an accident where Idrove my car and got involved. But I took complete

care of the persontook him to the hospital

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What if we dont select you for the

job?

A : But why? Sir I need this job very badly. Tell me

why.

B : I will try to improve on my negative points

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Dos and Donts for Interviewer Dos

Make the candidate

feel comfortableAllow for moments of

silence

Provide a timeline;

Ask if candidate hasany questions.

Donts

Go unprepared

Make a hiring decisionon gut instinct

Lead the candidate toanswers

Use body language

which shows disinterest Make any promises of

employment, benefits,etc.

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