behavioral interview tool

8/4/2019 Behavioral Interview Tool

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BEHAVIORAL

INTERVIEW TOOL

By: Rakhi Dalal


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INITIATIVE

Definition:

Does more than is required or expected in the job;does things that no one has requested that will

improve or enhance products and services, avoid

problems, or develop entrepreneurial opportunities.

Plans ahead for upcoming problems oropportunities and takes appropriate action.


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BEHAVIORAL INDICATORS

POSITIVE:

Recognizes and acts uponopportunities.

Does far more than isminimally required in thetask.

Digs beneath the obvious

to get at the facts, evenwhen not asked to do so.

Seeks out and accepts

additional responsibilitiesin the context of the job.

Self confident

Innovator Risk taker

Requires minimumsupervision and is self

directed within the scopeof his/her accountabilities.


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NEGATIVE:

Lacks confidence.

Lacks proactiveness.

Afraid in starting up and carrying new projects.

Needs constant supervision while performing ones

job.


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Questions:

1. Tell me about a time you identified a new

approach to address a problem or task.

2. Describe something you have done which improved

the performance of your team members?

3. Can you tell some of the ideas which were

implemented because of your efforts.


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TAKING OWNERSHIP

Definition:

L

eading and supporting a team to achieve results.Develops and uses effective strategies and

interpersonal skills to influence others toward the

accomplishment of identified objectives.


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POSITIVE:

Involving and empowering team.

Holds self and others accountable for achievingestablished performance expectations.

Good communicator and organizes thoughts and

ideas effectively.

Build bridges among team members.

Inspires the team members.


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NEGATIVE:

Fails in fostering team spirit and collaboration within

teams.

Unable in capitalizing the strengths of all members.

Lack interpersonal skills.

Organizes ideas and thoughts ineffectively.

Does not assume responsibility for work activities.


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Questions:

1. Tell me about a time when the team members

were reluctant in accepting the delegated task.

What did you do?

2. Describe a situation in which you encouraged

others to share ideas or views.

3. Tell me about the situation when targets were notmet while you were in charge. What did you do

then?


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SELF CONTROL

DEFINITION:

The ability to remain calm and not showing onesemotions even in turbulent situations and act

rationally and effectively when under pressure and

maintain self control in the face of hostility or

provocation.


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POSITIVE:

Remains calm under stress.

Effectively handle several problems or tasks at once.

Controls his/her response when criticized, attacked orprovoked.

Maintains a sense of humor under difficultcircumstances.

Manages own behavior to prevent or reduce feelings ofstress.

Works effectively under tight deadlines.


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NEGATIVE:

Short tempered.

Unable to deal with high stress situations calmlyand effectively.

Works effectively in low level stress situations.

Act without thinking carefully.


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Questions:

1. Describe a recent time when you were under a

great deal of pressure. How did you handle it?

2. What things tend to fluster you when the deadlines

are near?

3. Tell me about the negative feedback/criticism you

received from someone. How did this make youfeel? How did you react to it?


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ADAPTABILITY

Definition:

To adjust ones style as appropriate to the needs ofthe situation. Ability to maintain effectiveness when

experiencing major changes in work tasks or the

work environment.


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POSITIVE:

Optimistic and persistent.

Recovers quickly from setbacks. Adapts to change quickly and easily.

Willing to learn new methods, procedures, or

techniques.

Shifts strategy or approach in response to the

demands of a situation.


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NEGATIVE:

Unwilling to change ones opinion and decisions.

Not receptive to new ideas. Performs ineffectively amidst continuous change.

Lacks an approach in implementing appropriate

strategy according to the need.

Unable to see the merits of perspectives of others.


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QUESTIONS:

1. Describe a situation where you had to changed

your approach half-way through a project or task

following new input into the project.

2. Describe a situation where you were asked to do

something that you had never attempted

previously.


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GOAL ORIENTATION

Definition:

F

ocusing on the desired end result of ones own orones units work; setting challenging goals, focusing

effort on the goals, and meeting or exceeding them.


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POSITIVE:

Develops challenging but achievable goals.

Develops clear goals for meetings and projects.

Motivates others to translate ideas into actions andresults.

Keeps own and others activities focused on keyobjectives.

Communicates clearly and concretely the results tobe achieved.


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NEGATIVE:

Lack leadership qualities.

Discourages constructive questioning in the

achievement of specified goals. Unable to effectively plan for a challenge.

Lack in keeping the track of activities implementedto achieve a goal.

Hesitant in trying new things to reach challenginggoals.


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Questions:

1. Tell me about a goal that you set for yourself and

the steps you took to reach it?

2. Tell me about a major decision you have made.

How did it come about?


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INFLUENCE SKILLS

Definition:

Gaining support from and convincing others toadvance the objectives of the organization. Ability

to use appropriate interaction skills and methods to

guide individuals or groups to accomplish work.


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POSITIVE:

Presents ideas confidently.

Holds attention of others.

Is aware of opponents strengths. Able to make a good argument to persuade team

members.

Expresses gratitude and appreciation to others whohave provided information, assistance or support.

Builds coalitions, strategic relationships and networks.

Presents pros and cons and detailed analyses toemphasize the value of an idea.


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NEGATIVE:

Unable to hold attention of the peers.

Lack communication and interpersonal skills.

Fails in building relationship with people who can

provide relevant information.

Unable to present effective arguments on issues

which do not result in win-win solutions.


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Questions:

1. Tell us about an idea that you manage to sell to

your superior, which represented a challenge. How

did you present it?

2. Describe a situation where you needed to

influence different people who had different

agendas. What approaches did you use?


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ATTENTION TO DETAIL

Definition:

Achieves thoroughness and accuracy when

accomplishing a task through concern for all the

areas.


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POSITIVE:

Dig into details thoroughly.

Asks questions.

Recognizes important details.

Always remain updated.

Writes down important details in messages or

communications so the details are not lost or forgotten. Maintains a checklist, schedule, calendar, etc. to ensure

that small details are not overlooked.


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NEGATIVE:

Have a casual approach in carrying out tasks.

Less inclined to ask questions.

Doesnt give attention to smaller details.

Not able to comprehend the situation effectively.

Leave things to subordinates.


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Questions:

1. Tell me about the task which you handled

independently. How did you go about it?

2. Tell me about some of the things you have done in

your college or at job to keep the error rate down.


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DIRECTING PERFORMANCE

Definition:

Skillful at enhancing others commitment to their

work. Help others to develop their capabilities.


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POSITIVE:

Effective goal setting.

Develop effective working relationships with

manager and team members. Able to get things done.

Takes initiatives.

Able to get point across effectively. Help improve performance.

Encourage team members and subordinates.


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NEGATIVE:

Not able to encourage the team members.

Lack leadership qualities.

Not able to convey information effectively.

Ineffective goal setting.

Not a good performer.


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Questions:

1. Describe a situation in which you were a member

of team. What did you do to positively contribute

to it?

2. Tell me about a project that was important to you

which involved you and lot of others. What partdid you play?


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RESOURCE MANAGEMENT

Definition:

Resource management is the effective, efficient, and

sustainable use of resources and assets: human and

financial resources, real property and business

information.


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POSITIVE:

Evaluates efficiency & effectiveness of resource

utilization.

Organizes people and activities to accomplish results.

Identifies & addresses resource problems promptly.

Creates a work environment that is conducive for

effective resource management. Take advantage of opportunities to minimize the

wastage of resources.


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NEGATIVE:

Not able to effectively manage resources.

Not able to organize people and activities to

accomplish results. Unable to identify scarce resources.

Not able to evaluate efficiency & effectiveness ofresource utilization.

Not able to create a work environment that isconducive for effective resource management.


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Questions:

1. Discuss the situation where you have to work with

the people coming from wide range of

backgrounds and ideas.


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SCALING

SCALE PROFICIENCYLEVEL DESCRIPTION

1 Not demonstrated Ineffective in essential

aspects2 Marginally proficient Effective insome aspects,

butstill need to improve a

lot.

3 Proficient Highly effective, butstill

could be fine tuned.

4 Outstanding Truly excellent, a clear

strength, could be a role

model forothers.


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REFERENCES

www.google.com

Competency dictionary

Sanghi, Seema: Handbook of competency mapping


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behavioral interview tool

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