How to Effectively Prepare and Use Behavioral Interview Questions: A Guide for Interviewers
Behavioral interview questions are a powerful tool for assessing candidates’ competencies, problem-solving abilities, and cultural fit. By asking candidates to provide specific examples of past behavior, interviewers can gain insight into how they might perform in similar situations in the future. However, to make the most of behavioral interviews, interviewers must carefully prepare questions, use structured techniques to evaluate responses, and interpret answers to assess both technical skills and alignment with company culture. This guide offers strategies for structuring behavioral questions, interpreting responses, and conducting interviews that yield meaningful insights.
INTERVIEWER
10/18/20244 min read
Understanding Behavioral Interview Questions
Behavioral questions often start with prompts like “Tell me about a time when…” or “Give an example of…” These questions aim to elicit detailed stories from candidates about their experiences, revealing how they have handled challenges, collaborated with others, and demonstrated relevant competencies. The premise is that past behavior is a good predictor of future performance. As such, these questions can be particularly valuable for roles that require specific skills, such as teamwork, leadership, or adaptability.
Structuring Behavioral Interview Questions
Identify Core Competencies
Begin by reviewing the job description and identifying the competencies that are most critical for success in the role. For example, if the position requires strong teamwork skills, focus on crafting questions that explore a candidate’s experience working collaboratively. Common competencies assessed through behavioral questions include communication, adaptability, problem-solving, and leadership.
Use the STAR Framework for Question Design
The STAR method—Situation, Task, Action, Result—is not only useful for structuring responses but also for creating questions that prompt detailed answers. Design questions that encourage candidates to think through these four elements. For instance, instead of asking, “Do you work well under pressure?” a more effective question would be, “Tell me about a time when you had to meet a tight deadline and how you handled it.”
Incorporate Follow-Up Prompts
Behavioral interviews often benefit from follow-up questions that prompt candidates to expand on their initial answers. Questions like “What was the biggest challenge you faced?” or “What did you learn from this experience?” encourage candidates to provide more detail. Follow-up prompts help interviewers uncover a candidate’s thought process, decision-making skills, and ability to self-reflect, offering a deeper understanding of how they approach challenges.
Use Hypothetical Behavioral Questions for Limited Experience
For entry-level candidates or those with limited experience, consider using hypothetical behavioral questions. These ask candidates how they would handle a situation rather than how they have handled it in the past. For instance, “If you were assigned a task with limited information, how would you proceed?” While real-life examples are preferred, hypothetical scenarios can still reveal critical thinking skills and potential approaches to problem-solving.
Interpreting Responses for Competency and Cultural Fit
Assess Specific Competencies through STAR Responses
Evaluate each part of the candidate’s STAR response to determine if they demonstrate the competencies required for the role. For example, in the “Action” part of their answer, look for evidence of initiative, resourcefulness, or teamwork, depending on what the job demands. A candidate who describes a well-organized, methodical approach to solving a problem may be a good fit for roles that require attention to detail and planning.
Gauge Cultural Fit with Values-Based Questions
Cultural fit is often as important as technical skills. To assess this, include questions that align with the organization’s core values. For example, if the company values innovation, ask candidates to describe a time they implemented a creative solution. Listen for values that match the company’s culture, such as a focus on collaboration, customer-centricity, or adaptability. Candidates who demonstrate similar values are more likely to thrive within the organization.
Evaluate Self-Awareness and Growth Mindset
Effective behavioral interview questions not only reveal what a candidate has done but also how they perceive and learn from their experiences. Responses that reflect self-awareness, such as an understanding of their role in a successful outcome or a willingness to admit mistakes, suggest a growth mindset. These qualities are valuable for roles that require adaptability and continuous improvement, as they indicate a candidate’s ability to learn from past experiences and apply that knowledge in future situations.
Identify Red Flags in Responses
Certain responses may indicate potential challenges with a candidate’s fit or capabilities. For instance, vague or overly general answers can suggest a lack of experience or unwillingness to share details. Similarly, responses that place blame on others without accepting personal responsibility may indicate issues with accountability. Identifying these red flags early can help you avoid costly hiring mistakes.
Additional Strategies for Effective Behavioral Interviewing
Take Detailed Notes and Use a Scoring Rubric
Documenting candidates’ responses and scoring them against predefined criteria helps ensure consistency and fairness in the interview process. A scoring rubric can provide benchmarks for evaluating answers based on the relevance of examples, depth of detail, and alignment with competencies. This structured approach minimizes the influence of biases and allows for objective comparisons between candidates.
Avoid Common Biases through Structured Evaluation
Behavioral interviews can be subject to biases like the halo effect, where a positive impression in one area influences overall judgment. To counter this, focus on each competency individually, scoring them separately. Additionally, using a standardized set of questions for all candidates helps to create a level playing field and ensures that all candidates are evaluated on the same criteria.
Conduct Calibration Sessions with Multiple Interviewers
For roles where multiple interviewers assess candidates, conducting a calibration session can be beneficial. In these sessions, interviewers discuss their evaluations and compare notes, ensuring that everyone has a consistent understanding of the scoring criteria. Calibration helps reduce individual biases and fosters a collective assessment that reflects a balanced view of the candidate’s abilities.
Encourage Transparency and Consistency
To build trust with candidates and provide them with a positive interview experience, consider explaining the structure of the interview and the types of questions they can expect. Transparency helps candidates prepare more effectively, which in turn leads to more accurate assessments. Consistency in how questions are asked and scored also reinforces fairness and professionalism throughout the process.
Conclusion
Behavioral interview questions offer a valuable way to assess candidates’ competencies and cultural fit by examining past behaviors and decisions. By structuring questions carefully, interpreting responses through the lens of core competencies, and using strategies to maintain objectivity, interviewers can make more informed and reliable hiring decisions. Implementing these techniques in a structured and consistent manner not only improves the quality of hires but also enhances the candidate experience, ultimately contributing to a stronger and more cohesive team.