Monday, January 26, 2009

Behavioural interviewing relies on the principle that past behaviour predicts future behaviour. Research has shown that the predictive validity of behavioural-based interviews is higher than traditional non-structured or situational interviews. Although this interview technique has been around for many years, it seems to be common practice among most employment recruiters in this day and age. Because of this fact, it is especially important to come prepared to a behavioural based interview.

First, you must understand what your potential employer is seeking in an employee. You should identify the specific competencies required for the position in which you have applied. These competencies are typically outlined within the job advertisement itself among the description of skills and qualifications necessary for the position. Examples of competencies could include: communication skills, leadership qualities, team building skills, stress management skills, decision-making and problem-solving skills etc.

Second, you should develop some impressive stories that can be linked to each specific competency that you have outlined among the job advertisement. Verbalize your stories using a method known as STAR. This commonly employed strategy helps to deal with these precise types of interview questions. The acronym is defined as follows:

S = Situation: Briefly describe the situation.
T = Task: What were you trying to achieve?
A = Action: What did you do to achieve your results?
R = Result: What were the results?

Sample Questions
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