Advantages of behavioral interviews to interviewees

CvTips.Com Guide To Behavioral Interviewing

Behavioral interviews can be extremely useful to interviewees.

You get the chance to choose your answers, so the interview is working on your preferred subjects.

You can use experience, rather than theory, to back up your claims to a job.

You can prove to the interviewers what you can do, and what you've done, in context with the new job.

As you've seen, it's all about information. How you present yourself is very much how it'll look to interviewers. The information you give your interviewers is all they have to assess you with.

Starting from the application stage:

Cover the essential criteria, and analyze what the obvious questions will be. All questions have to deal with the skills involved in those criteria. It's a very reliable way of figuring out what the interview will need.

If the job involves problem solving, no surprise there's a question about how you solve problems.

Take some time, picking good examples of how you solve problems, how you work in a team, how you organize your work, etc.

Use examples where you can show a clear, straightforward series of events, demonstrating your experience, and explaining your actions in regard to the question.

Think about your answers, either write them out, or speak them, so you know what you're saying. If it looks or sounds like there's anything missing, there probably is. Check it out with someone who knows the story, see what you've left out.

Above all else:

Check for quality and clarity of information.

Make sure that when you explain anything, you're not creating new questions, like What was the result of this? Who was responsible for that? How did you do something? or other obvious questions that can show you left out information.

Don't get sidetracked.

Don't get off topic, at all. It wastes your time, it does nothing for the interview, and you're not telling them anything they need to know.

Keep your answers interesting, and make sure they show good skills.

A question like Give us an example of how you've solved a problem at work is open ended. It really is about how you solve problems, and how you assess them. You need to give a good, interesting, example of dealing with an issue, explaining how you saw the problem to be solved, and what was significant about it. (Like what would happen if the problem wasn't solved.) It's important that the interviewers literally see how you behave, in situations.

Treat the interview like a job

Interviews are a part of everyone's working life. This is actually part of your work, and part of your career.

The interview should be seen as a job to do, too.

If you approach it like a job, with a result to be achieved, you know what you're supposed to be achieving.

It's very much a matter of what needs doing, just like a job.

Behavioral interviews are actually about situations on the job. They're a vast improvement on the old methods of parroting standard answers to standard questions, and they allow you a lot of leeway to give good answers.

For people at entry level:

Behavioral interviews are like an exam, but a bit friendlier, and more task-oriented. You can see what they're trying to find, and why the information is relevant. Treat the interview like an exam where you can choose the answers yourself.

On the job, when you're asked a question, you give a straight answer, and you have reasons for your answer, backed up by your knowledge, skills and experience.

This is exactly the same thing.

All you need to do is do the interview like you'd do your job.