Behavioural Interview Questions are questions that employers ask during interviews to determine the exact and predictable response of employees. These questions are usually centred on specific situations and are asked to gain insight into how an employee is likely to behave in a certain situation.
Employers are keen on asking behavioural interview questions because it helps them ensure they hire the best candidates during the selection process. Bad selection of employees will eventually lead to employee turnover, so employers must be careful to ask these behavioural questions and be attentive when the candidates are providing their answers.
To make the best use of behavioural interview questions, it is always important that employers have a list of character and behavioural traits they expect from the candidates. This way, employers can hear what the candidate is saying and what he also isn’t saying. Also, having a list of these expected behavioural traits helps the employers know what to look out for in the employee’s responses.
Behavioural interview questions are usually centred on specific topics. Conflict, problem-solving, leadership, teamwork, failure, and success are some of the areas that employers would usually cover while asking behavioural interview questions. The questions are asked with phrases such as, “Tell me about a time when..” or “What would you do if…” With these phrases, the employee gives an answer with a real-life scenario where he had such an experience.
Examples of behavioural interview questions are:
Tell me about a time you handled a conflict with a co-worker at work. What did you do?
Tell me about a time you failed at a task and how you handled it.
Tell me about a time your responsibilities were overwhelming. How did you handle it?
Some of the important reasons to ask behavioural interview questions during an interview are:
The process helps you understand the candidate and his calibre: With behavioural questions, the employer can understand the calibre of the candidate he is interviewing. He also goes beyond just knowing his hard skills and education to understand his thought process, motivations and tendencies.
The process helps the interviewer predict the future actions of the candidate: Asking behavioural questions can help employers expect what a candidate would likely do in a similar situation. That way, they can predict possible actions and then make their decisions on the candidate.
It helps employers make wise decisions on prospective candidates during the selection process.
Behavioral interview questions offer employers a strategic tool to gauge candidates' responses and behaviors in specific scenarios, aiding in effective hiring decisions. These questions delve into conflict, problem-solving, leadership, teamwork, failure, and success, allowing employers to assess both character and competence. By carefully listening to candidates' answers and considering their behavioral traits, employers can anticipate future actions and make informed decisions during the selection process, ensuring the best fit for their organization and reducing the risk of employee turnover.
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