HOW TO MAKE MOST OF BEHAVIORAL INTERVIEW METHOD

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HOW TO MAKE MOST OF BEHAVIORAL INTERVIEW METHOD

• FAST COLLAB

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Description

• An interview is a conversation between
  interviewer and interviewee. Interviewer
  questions the interviewee on various fields to
  get the response and analyses how well the
  candidate fits into the position. Behavioral
  interview is one of the commonly used interview
  method used by recruiters to analyze the
  candidates.

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What is Behavioral interview

• Generally in behavioral interviewing, the
  interviewer gives interviewee series of problems
  (situation based problems, not technical
  problems) and asks him/her to fit into the
  situation and suggest the best solution to solve
  it keeping all the parameters in mind. Behavioral
  interviewing does not relate to technical round
  interviewing method. The situations used here are
  mostly related to the current challenges/shortcomi
  ngs a company is facing in a project/vertical or
  as a whole.

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Why companies are using it

• This method is most commonly used among the
  companies which prefer analysing skill or
  thinking ability of the candidates over technical
  skills for the job. In this method interviewer
  gives a situation/problem to the candidates. The
  interviewer is examining them on how well they
  have understood the problem and most importantly
  how well they have evaluated all the given
  parameters to solve the problem. Most companies
  agree to this method as it helps them to learn
  about the past experience and how well candidates
  can fit into the organisation.

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Common Mistakes HRs do

• Like the old saying If you want the doctor to
  give you best treatment, dont hide any single
  detail of your ailment. In most of the cases,
  companies are reluctant to bring out the current
  obstacles company is facing, and expect
  candidates to suggest best fitting solution.
  Behavioral interview questions are only effective
  when the response reveals the truth about both
  weaknesses and strengths of the thinking ability
  of the candidate. And if not backed by
  transparency by the HRs, the output might not fit
  the expectations.

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Now lets see one example about the behavioral
interview process

• InterviewerI will explain a problem which we are
  currently facing can I have your views on that?
• IntervieweeYes please.
• InterviewerWell, we will do about 15 trade shows
  a year which are fun and expensive. It requires
  lot of work. Most of the time, employees and
  products have to be moved by air which is adding
  more expense.
• IntervieweeAre the trade shows paying for the
  travel?
• InterviewerThats the thing we dont know
  exactly. Its subjective. Sometimes the leads
  drop in over months. Sometimes our salespeople
  are too busy with their regular customers that
  they cant follow up on trade shows.
• IntervieweeSo youre not sure if the trade show
  costs are well spent?
• InterviewerThis is the thing you have to work
  on. Can I have your thought on this?
• IntervieweeYou can look at sales of each quarter
  and look at the impact that each show had on
  sales. Im assuming these shows are in different
  cities?

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Other related questions

• The other related questions, that can be asked
  here are
• Tell me about a time when you had to take a tough
  decision in your job
• Tell me about a time when you had to make a
  decision that was not ethical, related to your
  work
• Tell me about a time when you made a mistake,
  when everybody expected best results from you
• As these are more of a theoretical ways of
  discussions with the candidate, a recommended way
  for the recruiters would be to make use of an
  online recruitment management tool that comes
  with Notes section, where recruiters can submit
  all these responses for future reference.

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Thanking You

• BY
• FAST COLLAB
• http//www.fastcollab.com/