- A structured interview technique
- A method for gaining good data
STEPS IN ASKING A BEHAVIORAL INTERVIEW QUESTION
- Have candidate DESCRIBE the situation or task
- "Describe a time when...."
- Find out what ACTIONS s/he took
- "What specific steps did you take to approach the situation.......?"
- Find out what RESULTS came of those actions
- "What was the result of your actions.....?"
- Ask FOLLOW-UP Questions
- "What did you learn?"
- "Give examples of how you applied what you learned..."
- Concrete - specific information about a real life event
- Recognizable - able to picture it in your mind
- Verifiable - data is specific, with places, dates, etc
Possible Questions that Interviewer might ask us
1. What do you see for yourself in your career in the next few years (3-5)?
TIP: Don't say not sure or don't know, one of the reason why this question is asked to see how serious/planned you are on your career goals, so create that feeling by saying that...you want to be a team lead (if you are a developer), Manager (if you are a team lead), Director (if you are a Manager)..etc..
2. What are your weaknesses? Your strengths?
TIP: In general, people like to talk about strengths and hide weakness or manipulate, but most of the interviewers like when you are honest in talking about both your strengths and weakness, at least say one weakness followed by your development plan to improve that specific skill/weakness.
3. Do you have any questions for me?
TIP: Always have questions for the interviewer.
4. You spent "x" years at "y" company, Why did you feel you didn't move from "y" to another company?
TIP : "y" company offered many career growth opportunities..etc.. so it wasn't necessary to leave "y" company.
5. Have you kept up with the industry during this time at "y" company?
6. What is it in your experience that makes you well qualified for this role?
7. Why should we hire you?
8. What would your peers say are your strengths and weaknesses?
9. What are your (3) three significant accomplishments in your career?
TIP: Make sure they are strong compelling stories.
10. Why are you looking to leave your company?
TIP: Ttalk about the new role, not about the situation at your company.
TIP: Ttalk about the new role, not about the situation at your company.
1. What are you looking for in a candidate for this position?
2. How will the role be measured? or my performance in the role be measured?
TIP : Consider that interviewing is like climbing up a pyramid. When you get to the final interviews you might be asked questions from learnings in previous steps of the interview process
What pre-work should be done?
- Good resume
- Recruiters are sales guys. They want to make sure they are passing on quality candidates. So understand the role of the person you are interacting with.
- Know the difference between being recruited v. applying for positions: Execs are recruited and shortlisted which is different than you being an applicant. Understand the differences as you progress through the interviews.
Prep work
- On yourself - resume, etc. Know your resume inside out. Have a good elevator pitch.
- On the Company. What do you know about the company, why current employees like it, what you like about it.
- Review your 360 results(peer and upper mgt. feedback) so you know what people think about you
- For those that haven't interviewed in a while, get your material ready - professional experiences, personal growth/progressions thru work, Create a portfolio / project binder with all your example work so if someone asks you have an example.
- LinkedIn - people look at your LinkedIn info. Make sure you have a high degree of integrity in all your material.
- If you get an invitation to a company, be aware of the company method / approach. They are different.
- Look at the financials for all the companies you interview at - also look for Org structure.
- There's a fine line about real contribution v. embellishments. We all have a very strong story that is real.
- Near close of interview, ask if they have any other questions for you?
- Flip some of the questions around to the interviewers and get a better understanding of what they want so you can highlight some of your strengths
