What is a Behavioral Interview?
A behavioral interview is a type of job interview that focuses on behaviors and experiences to predict future performance.
Instead of asking hypothetical questions, interviewers ask candidates to provide specific examples of situations they have encountered in the past and how they responded to them.
The goal is to assess the candidate's skills, competencies, and fit for the role based on real-life scenarios.
What is a Situational Interview?
A situational interview is a type of job interview that presents candidates with hypothetical scenarios or challenges they may encounter in the role they are applying for.
Candidates are asked to describe how they would respond or behave in these situations, based on their knowledge, skills, and abilities.
The purpose of a situational interview is to assess the candidate's problem-solving abilities, decision-making skills, and suitability for the position.
Frequently Asked Questions (FAQs)
How do behavioral interviews and situational interviews differ in their approach?
Behavioral interviews focus on past behaviors and experiences, asking candidates to provide examples of how they have handled specific situations in the past.
Situational interviews present candidates with hypothetical scenarios and ask how they would respond in those situations based on their knowledge and skills.
What types of questions are typically asked in a behavioral interview?
In a behavioral interview, candidates are often asked questions that begin with phrases such as "Tell me about a time when..." or "Give me an example of..."
These questions are designed to elicit specific examples of past experiences, behaviors, and accomplishments relevant to the job.
How are situational interview questions developed?
Situational interview questions are developed based on the requirements of the job and the specific challenges or scenarios candidates may face in the role.
For example, if it was a customer service representative position at a retail store, the employer might develop situational interview questions such as:
"Imagine you encounter a customer who is upset because their product arrived damaged. How would you handle this situation to ensure customer satisfaction while adhering to company policies?"
"You receive a phone call from a customer who is confused about the return process. They are frustrated and becoming increasingly irate. How would you de-escalate the situation and assist them in resolving their issue?"
These questions are designed to assess the candidate's ability to handle common challenges in the role, such as customer complaints and conflicts, while demonstrating problem-solving skills and adherence to company protocols.
Like this, employers may draw from real-life situations encountered in the workplace or create hypothetical scenarios that reflect the responsibilities and expectations of the position
Which type of interview is more effective for predicting future job performance?
Both behavioral and situational interviews can be effective for predicting future job performance when used appropriately.
Behavioral interviews assess how candidates have performed in similar situations in the past, providing insight into their capabilities and behaviors.
Situational interviews evaluate candidates' problem-solving skills and ability to think critically and adapt to new situations, offering valuable information about their potential for success in the role.
How should candidates prepare for behavioral and situational interviews?
Candidates can prepare for behavioral interviews by identifying relevant examples from their past experiences that demonstrate key competencies and skills sought by employers.
For instance, let’s take a candidate who is preparing for a behavioral interview for a project management position. They might recall a specific project they successfully managed in their previous role.
The candidate could highlight how they organized team meetings, delegated tasks, handled unexpected challenges, and ultimately delivered the project on time and within budget.
For situational interviews, candidates should familiarize themselves with the job requirements and think about how they would approach different scenarios based on their knowledge and expertise.
Continuing with the project management example, a situational interview question might involve a hypothetical scenario where a key team member unexpectedly quits in the middle of a project.
The candidate could prepare by considering how they would assess the impact on the project timeline, redistribute tasks among the remaining team members, and communicate with stakeholders to manage expectations and mitigate risks.
Are behavioral and situational interviews used in combination with other interview techniques?
Yes, behavioral and situational interviews are often used in combination with other interview techniques, such as traditional structured interviews, technical interviews, and cultural fit interviews.
Employers may use a variety of interview methods to gain a comprehensive understanding of a candidate's qualifications, capabilities, and fit for the role and organization.
