Interviewing Techniques

Today many employers use behavioral interviewing to evaluate an applicant’s experiences and behaviors and to determine potential for success in a particular job. Use the desired competencies/behaviors to structure open-ended questions that will elicit detailed responses from the applicant.

These questions assist the interviewer in helping to assess a potential applicant’s future success based on actual past behaviors and reactions to specific situations. Behavioral-based questions challenge applicants to provide concrete examples of their achievements and reactions in different types of work-related situations.

These interviews are based on the job candidate’s responses to certain types of situations in the past as good predictors of how that person will respond in the future.

The following are examples of behavioral interview questions:

• Give me an example of a time when you had to deal with a difficult customer. Describe the situation, the person’s reaction, and how you addressed that customer’s concerns/issues. Were you successful in resolving the customer’s concerns?
• Describe a situation when others you were working with on a project disagreed with your ideas. What were your ideas and how did you react to their feedback? What was the outcome?
• Describe the most difficult/complex presentation you have given. What was the size of the group? How did it turn out?

These questions are general inquiries about the applicant’s background. They are based on information included in the application or resume and should focus on the most relevant jobs and experiences. The following are some examples you can use:

• What are/were your major responsibilities and duties? Has there been any recent change in responsibilities?
• Did you have supervisory or management responsibilities?
• What did you like best about this position?
• What equipment did you operate?

These questions help determine whether the candidate has the technical expertise to perform the job. Answers to these questions confirm that the applicant possesses the technical expertise he/she has described on the application form.

• What software applications have you used? Describe the most difficult/complex assignment you’ve ever undertaken with this software.
• Explain the steps you go through to...

Describe a situation to the applicant that he/she may encounter in a real-life work situation in the position and ask how he/she would react in a similar situation. In the absence of real experience in the area, this is a good way to determine technical knowledge and analytical and problem-solving abilities.

• What would be your first steps in establishing yourself as a manager of this section?
• You’re in charge of inventory and you discover that a large amount of inventory is missing since your last count. What do you do?

These questions consider whether the candidate is willing to accept certain unusual requirements of the job:

• Are you willing to work overtime on a regular basis?
• Are you willing to travel extensively?
• Are you willing to work specific hours?

The following are sample questions to expand on an applicant’s background and determine if the applicant has the qualities needed for the position.

• Why should you be chosen for this position?
• Describe the biggest challenge on the job where you succeeded and the biggest challenge where you failed.
• What additional strengths do you have that we haven’t talked about?
• Describe the three most important events of your education and career.
• Tell me about the three most important people in your education and career.
• Describe your most satisfying work experience.