Interviews have always been an important part of the hiring process. Here you get to verify the information a candidate states in their resume as well as get to know them beyond what that piece of paper said. The hiring managers should conduct a behavioral interview to make sure that the candidate possesses other skills to thrive in their role other than technical knowledge and experience.
Behavioral interview questions and answers give clarity about the experiences the candidate has. This helps you to understand their capability based on how they reacted in the situations. For many people, it is easy to come up with impressive soft skills and qualities to increase the weightage of their resume. But it is difficult to come up with a story if they are being asked about a time when they actually faced a similar situation and what their response was. Here it also becomes easy for the hiring manager to identify the fraudsters.
Common behavioral interview questions are aimed at identifying the values or character traits that the person possesses. Finding a candidate with the right qualifications and the right skill set is important, but we know that is not enough. The hiring manager needs to know that the candidate can work efficiently in the company culture so there won’t be conflicts and hurdles because their values are not aligned with the values of the organization. Behavioral questions make it easy to talk about and understand the qualities the interviewers want to know about, such as self-reliance, self-awareness, and growth mindset.
When it comes to how to answer common behavioral interview questions or what can be considered near-ideal answers to interview questions, the STAR method is the right solution. It has four components, as described below.
Describe a situation where the concerned event happened
The task needed to be completed to resolve the issue
Actions to complete the aforementioned task
Details about the effect the action has on the situation.
There are different skills and qualities necessary to do a job. Here are behavioral interview questions for some specific roles that employees need to play.
When it comes to hiring a manager, it is crucial to make sure that they possess the qualities of a good leader. They say that the team is as good as their managers, and we all know that an organization is made up of these teams. So to get productivity and achieve organizational goals, make sure that the behavioral questions you ask to give you the necessary insight into the personality.
When it comes to a job role where employees need to interact with customers on a daily basis, you need to be extra careful with the selection. When employees are dealing with customers, they are representing your brand image. Ask behavioral questions to identify the soft skills they need in their role. Frame a behavioral interview question targeting skills like listening or dealing with conflict to get to know precisely if they are the right candidate for your company.
Communication is a need of the time we are living in. Communication is an important skill for a lot of situations to be handled in a better way. For a job that involves interacting with a lot of customers or that requires constant coordination with the team members, you can count on communication skills. The interviewer must ask some behavioral questions to the candidate that are targeted at communication. The interviewer can also observe the body language of the candidate and get an idea of their non-verbal giving of the narrative as their words.