The modern day interview process and its dynamics have changed a lot. A new addition to this is inclusion of behavioural questions alongside the traditional and most recurring questions like tell me about yourself, why should we hire you? and such others…
What are Behavioural Questions?
Behavioural questions as the name itself suggests are questions which try to decipher the true self of a candidate by asking him to give his reaction on certain professional scenarios that he already has encountered in his previous job or may be a hypothetical situation in the prospective job role for which he is being interviewed.
Some of the examples for Behavioural Questions
Have a quick glance at the below mentioned behavioural questions to get an idea on how to tackle these kind of questions:
- Give an example of a time when you took up a leadership for a team and successfully delivered it.
- Imagine that you are made in charge of a project and the client that you are to handle is highly arrogant and inconvincible, tell us now how will you handle the client and make this project successful.
- What if your idea although perfect for the project is denied by your senior and he recommends a substitute idea in which you are able to find flaws. How do you handle this situation.
How to answer Behavioural Questions
As we have understood the motive of the interviewer in asking these questions, now we should formulate the answers accordingly.
Here are few of the aspects of candidate’s personality around which most of the behavioural questions are centered :
- Candidate’s ability to handle stress
- To test his/ her leadership skill.
- Candidate’s ability to work in teams.
- To test interpersonal skills of the candidate.
- Candidate’s honesty and confidence in accepting his mistakes and to know his/her subsequent action in handling an issue sprung out of the mistake.
- Crisis management (Problem Solving) quality
Some of the points to remember while encountered with such questions
- As discussed in the video follow the STAR Approach – That is, Situation, Task, Action and Result. This helps your interview to have a complete picture of what you are referring to.
- Be prepared in advance to substantiate (explain) your strengths or skills that are required for the job role that you are being interviewed. This substantiation can made from the incidents that took place at your previous office or may be during your academic years (mostly for the freshers).
For Example: Your strengths like leadership skills, team worker, good communication skills, perfectionist, creative minded person or such others.
- As you are expected to illustrate (describe) your answer with real life incidents, please do not fantasize or overdo the incidents, because if this is found false the trust on you will be broken even before it is established firmly.
- Be precise and clear. That is, if the question is just to check your leadership skill, limit your answer to the same. Do not try to show off all your skills in a single answer and look clumsy or a self-flatterer (one who praises himself in an exaggerating way).
Tip: Kindly remember the employer will always have a set expectation in his mind before he pops a question before you. So try understanding his expectation and this is understood by having a thorough research on the company and also on the job role. Try to draw parallel line