What Are Behavioural Interview Questions?
Behavioural interview questions delve into a candidate’s past experiences to predict future performance. By understanding how they handled situations in previous roles, employers gain insights into their problem-solving abilities, conflict resolution skills, and alignment with company values.
- Crafting Effective Behavioural Questions
How do you conduct successful behavioural interviews?
- Consistency: Prepare a list of questions for each role to maintain consistency across interviews. Ensure these questions are directly related to the competencies and skills crucial for the position.
- Structure: Use the STAR method (Situation, Task, Action, Result) to structure questions. This framework helps candidates provide structured responses that detail their actions and outcomes.
- Depth and Specificity: Craft questions that probe deeper into specific scenarios relevant to the role. For example:
- “Tell me about a time when you had to resolve a conflict within your team. What approach did you take and what was the outcome?”
- “Can you describe a project where you had to navigate uncertainty and how you managed to achieve successful results?”
- Behavioural Traits: Tailor questions to assess key behavioural traits such as adaptability, leadership, teamwork, and initiative. Each question should aim to uncover how candidates demonstrate these traits in real-world situations.
- Handling Candidate Responses
During the interview, ensure you:
Actively Listen: Pay close attention to candidates’ responses, observing not just what they say but also how they say it.
Probe Further: Ask follow-up questions to clarify details or delve deeper into specific aspects of their responses. This helps in validating their claims and understanding their thought processes.
- Evaluating and Scoring Responses
To objectively assess candidates’ responses:
Scoring Matrix: Develop a scoring matrix or checklist aligned with the competencies and behaviours sought for the role. Assign scores based on the completeness, relevance, and quality of their responses.
Consensus Building: If multiple interviewers are involved, discuss and compare scores to arrive at a consensus on each candidate’s suitability.
- Benefits of Asking Tough Questions
Glassdoor’s research shows that a more challenging interview process correlates with higher employee satisfaction. Tough questions reveal a candidate’s true capabilities and resilience, leading to better hiring decisions.
- Continuous Improvement
Feedback Loop: Gather feedback from interviewers and candidates to continually refine and improve the interview process.
Training: Provide training to interviewers on conducting effective behavioural interviews, ensuring consistency and fairness in evaluations.
Behavioural interviews provide valuable insights into a candidate’s fit for your organisation. Craft thoughtful questions, listen actively, and assess their past behaviour to predict their future success!
