Behavioral Interview
A Behavioral Interview is a popular hiring method where interviewers ask candidates to describe past situations they've handled, based on the idea that past behavior predicts future performance. Instead of asking hypothetical questions, interviewers request specific examples from a candidate's experience. Questions typically start with phrases like "Tell me about a time when..." or "Give me an example of..." This approach helps employers understand how candidates have actually handled real workplace situations, rather than how they think they might handle them.
Examples in Resumes
Trained hiring managers on Behavioral Interview techniques and best practices
Conducted over 200 Behavioral Interviews for senior positions
Developed Behavioral Interview question banks for different roles
Implemented STAR Method interviews for technical positions
Typical job title: "HR Recruiters"
Also try searching for:
Where to Find HR Recruiters
Professional Organizations
Online Communities
Learning Resources
Example Interview Questions
Senior Level Questions
Q: How do you measure the effectiveness of behavioral interviews in your hiring process?
Expected Answer: A strong answer should discuss tracking metrics like hire success rates, employee retention, and performance correlation. Should mention methods for standardizing interview scoring and maintaining consistency across different interviewers.
Q: How have you trained other managers to conduct effective behavioral interviews?
Expected Answer: Should describe experience creating interview guides, conducting training sessions, teaching proper probing techniques, and implementing standardized evaluation criteria.
Mid Level Questions
Q: What strategies do you use to evaluate candidate responses in behavioral interviews?
Expected Answer: Should mention the STAR method (Situation, Task, Action, Result), red flags to watch for, and how to identify specific skills and competencies through answers.
Q: How do you adapt behavioral interview questions for different roles and levels?
Expected Answer: Should explain how to customize questions based on job requirements, seniority levels, and specific competencies needed for different positions.
Junior Level Questions
Q: What is the STAR method and how do you use it?
Expected Answer: Should be able to explain the basic components: Situation, Task, Action, Result, and how this framework helps structure behavioral interview questions and evaluate responses.
Q: What are some common behavioral interview questions and why are they effective?
Expected Answer: Should provide examples like 'Tell me about a time you faced a challenge' and explain how these questions reveal candidates' real experiences and capabilities.
Experience Level Indicators
Junior (0-2 years)
- Basic understanding of STAR method
- Ability to conduct structured interviews
- Knowledge of common behavioral questions
- Basic candidate evaluation skills
Mid (2-5 years)
- Development of role-specific questions
- Advanced probing techniques
- Interview scoring systems
- Candidate assessment methods
Senior (5+ years)
- Training program development
- Interview process design
- Performance correlation analysis
- Strategic hiring methodology
Red Flags to Watch For
- Unable to explain the STAR method
- Lacks experience in structured interviewing
- No understanding of legal interview guidelines
- Cannot provide examples of effective behavioral questions
- No experience in candidate evaluation methods
Related Terms
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