Make Better Hires by Asking Behavioral Questions

According to Interview Coach, Carole Martin, inadequate evaluation of critical skills cost millions of dollars each year.

When hiring is done with little more than a passing thought about skills, abilities, and knowledge needed for the position, your odds of hiring the right person go down. Way down.

One-way employers can try and find the right fit from the beginning is to employ behavioral-based interview questions, which ask for specific examples of past behavior and is a proven technique to determine the potential success of a candidate.

In other words, if the candidate did it before the odds of behaving that way again in the future are likely. Keep in mind, that this applies to both positive and negative behavior

It also helps you avoid the trite: “What are your strengths and weaknesses?”  “How do you define success?” and “Why should we hire you?” which most candidates have canned answers prepared.

Here are 10 Common Behavioral Interview Questions to get you started:

  • Give an example of an occasion when you used logic to solve a problem.
  • Give an example of a goal you didn’t meet and how you handled it.
  • Describe a stressful situation at work and how you managed it.
  • Have you been in a position where you didn’t have enough work to do?
  • Have you ever made a mistake? How did you handle it?
  • Have you gone above and beyond the call of duty? If so, how?
  • When working on multiple projects how did you prioritize?
  • Give an example of how you’ve worked on a team.
  • Have you handled a difficult situation with a co-worker? How?
  • What do you do if you disagree with your boss?

When it comes to behavioral questions, there are no right or wrong answers. You’re seeking to understand how the candidate in front of you behaved in specific professional situations. How they respond, should help you determine if they are a potential fit for the job at hand.

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