What is behavioural questions in interview?
In the realm of job interviews, behavioural questions have become an integral part of the assessment process. These questions are designed to delve into a candidate’s past experiences, actions, and reactions to specific situations. By asking about past behavior, interviewers aim to gain insights into how a candidate might handle similar scenarios in the future. This article will explore what behavioural questions are, why they are important, and how to effectively answer them.
Behavioral questions typically fall into two categories: situational and hypothetical. Situational questions ask candidates to describe a specific event or experience they have encountered in the past. These questions might include scenarios such as “Tell me about a time when you had to work under a tight deadline” or “Describe a situation where you had to resolve a conflict with a team member.” On the other hand, hypothetical questions present a scenario that the candidate has not yet experienced but could potentially face in the future. Examples include “If you were assigned to a project with a tight deadline, how would you prioritize your tasks?” or “What would you do if you discovered a mistake in a report you were working on?”
The primary purpose of behavioural questions is to assess a candidate’s soft skills, such as teamwork, leadership, problem-solving, and adaptability. By understanding how a candidate has handled similar situations in the past, interviewers can make more informed decisions about their potential fit for the role and the organization. Here are some key reasons why behavioural questions are important:
1. Predictive power: Research has shown that past behavior is a strong predictor of future behavior. By asking about past experiences, interviewers can gain a better understanding of how a candidate might perform in the role.
2. Insight into soft skills: Behavioural questions allow interviewers to assess a candidate’s soft skills, which are crucial for success in most roles.
3. Standardization: By asking the same types of questions to all candidates, interviewers can compare and evaluate them more objectively.
To answer behavioural questions effectively, candidates should follow a structured approach known as the STAR method:
– Situation: Start by describing the context of the situation. Be specific and concise, focusing on the most relevant details.
– Task: Explain the task or challenge you were facing in that situation. What were you expected to do?
– Action: Describe the actions you took to address the situation. What steps did you follow? What strategies did you use?
– Result: Conclude by sharing the outcome of your actions. What was the result of your efforts? How did it impact the situation?
By using the STAR method, candidates can provide clear, concise, and compelling answers that showcase their skills and experiences.
In conclusion, behavioural questions in interviews are a valuable tool for assessing a candidate’s past behavior and predicting their future performance. By understanding the purpose and structure of these questions, candidates can prepare effectively and present their experiences in a way that highlights their strengths and suitability for the role.
