Behavioural based interviewing is interviewing based on discovering how the interviewee acted in specific employment-related situations. Instead of asking how you would behave, they will ask how you did behave. The interviewer feels that what you have done before in the past is a reflection of what you will do in the future.

Some examples of these questions are as follows:

  • Describe your involvement in a task or project that had to be done within an agreed time frame and be of an excellent standard.
  • Give an example of a goal you reached and tell me how you achieved it.
  • Tell me about a time when a project you were in charge of fell behind schedule. What did you do about it?
  • Tell me about a time when you had too many things to do and you were required to prioritise your tasks.
  • Can you provide some examples of instances when you’ve discovered errors in your work or someone else’s?
  • Tell me about a time when you had a lot to do in a short space of time. Explain how you managed to complete all of our assigned tasks. Tell me about a time when you identified that a policy or procedure needed changing. Explain what you did in order to bring about your suggested changes.
  • What was the most difficult customer service situation you ever had to deal with? How did you handle the situation?
  • Describe a situation in which you were able to use persuasion to successfully convince someone to see things your way.
  • Describe a situation where others you were working with on a project disagreed with your ideas. What did you do?
  • Give an example of a project that you have had to plan and organise from beginning to end.
  • Tell me about a time when you had a lot of work to do? How did you cope? Where did you start? What did you do to ensure it all gets done?

During the Behavioural Interview:

During the interview, if you are not sure how to answer the question, ask for clarification. Then be sure to use the ‘STAR’ method to structure your responses:

  • Situation – a brief outline of the situation
  • Task – what tasks needed to be achieved
  • Action – the steps you took to complete the task
  • Results – what outcomes were achieved?

It’s important to keep in mind that there are no definite right or wrong answers. They are being asked simply to understand how you behaved in a given situation. How you respond will determine if there is a fit between your skills and the position the company is seeking to fill.

So, listen carefully, be clear and detailed when you respond and, most importantly, be honest. If your answers aren’t what the interviewer is looking for, this position may not be the best job for you anyway.

There is a lot of information on the Internet about this so a simple Google search will bring up further material on how to manage these questions. If you have any further questions don’t hesitate to contact your Consultant at ARC.