The document provides information on behavioral-based interviewing. It explains that behavioral-based interviews are based on the premise that past behavior predicts future success. Interviewers ask competency questions to get examples of how candidates have demonstrated important skills in prior situations. Candidates should prepare by studying the job description, thinking of examples that demonstrate the needed skills, and practicing answering competency questions using the STAR response format of describing the situation, action, and result. Interviewers evaluate responses based on factors like effectiveness and impact.

1. Preparing for a
Behavioral-Based
Interview
presented by Cyndi McCabe
Lorain County Community College Career Services

2. What is Behavioral-Based
Interviewing?

3. What is Behavioral-Based
Interviewing?
• Many organizations are adopting this
form of interviewing
• Based upon the premise that past
behavior predicts future success

4. What is Behavioral-Based
Interviewing?
• Systematic and professional
interviewing method based on:
• Determining job requirements
(competencies/dimensions)
• Gathering complete information about
candidates relative to the requirements
• Systematically evaluating the
information

5. What is Behavioral-Based
Interviewing?
• Competencies are the combination of
knowledge, skills, traits and attributes
that collectively enable a person to
perform successfully in a given job.

6. What is Behavioral-Based
Interviewing?
• A behavioral question requires a candidate
to recall and describe a specific situation
or event in which he or she demonstrated
(or failed to demonstrate) a competency
critical for success

7. Competency (Behavioral
Based) Questions
• Interviewers probe candidates for specific
examples:
“Tell me about a time when you…”
“Describe a situation in which you…”
“Describe the most significant…”
“What did you do in your last job to…”
“How did you address…”

8. More Competency (Behavioral
Based) Questions
• Interviewers probe candidates for specific
examples:
“Describe a time when you [Insert a specific
task that illustrates a job-related
competency].
What was the situation, what actions did you
take, and what was the
result/reaction/outcome?”

9. How to Prepare for a
Behavioral Interview

10. Who’s the Ideal Candidate?
• Study the Job Description for the position for
which you’re interviewing
• Visit the organization’s website to gain
additional information about “fit”
• List the personal and professional attributes of
the ideal candidate for this job with this
organization
Adapted from: http://www.wikihow.com/Prepare-for-a-Behavioral-
Interview

11. How to Demonstrate That You
Are the Ideal Candidate
• Think about which of your experiences can be
used to demonstrate that you have these
personal and professional attributes
Adapted from: http://www.wikihow.com/Prepare-for-a-Behavioral-
Interview

12. Create Practice Questions
• Develop practice behavioral interview questions
that demonstrate you have each of these
attributes
• Behavioral questions usually start with phrases like:
• "Describe a time" or "Tell me about a situation“, which compel
the interviewee to talk about specific experiences.
Adapted from: http://www.wikihow.com/Prepare-for-a-Behavioral-Interview

13. STAR Response Format
• Describe the Situation you were in or problem you faced
• Describe the Action you took or took part in as a result
• Then describe the Result of your actions.
S/T
A R

14. STAR Response Format
• Spend less time on the situation and more time
on Action and Results. This is what the
interviewer cares about.
Adapted from: http://www.wikihow.com/Prepare-for-a-Behavioral-
Interview

15. Practice
• Practice answering the behavioral interview
questions you invented, using the stories you
created, so your stories become second nature.
Adapted from: http://www.wikihow.com/Prepare-for-a-Behavioral-
Interview

16. How Interviewers
Evaluate Responses

17. How Interviewers Evaluate Data
• Each dimension is rated
• Try to get 2-3 STARs per competency/dimension
• Effective or ineffective (“results” positive or negative)
• Similarity
• Impact
• How recent
• STAR is not provided
• Example is vague, theoretical or future-oriented
• Interviewee states an opinion
• Missing important details of the Situation/Task, Action, or Result

18. Probing Questions for Incomplete
STARS
• Interviewers will ask follow-up questions:
• when they do not fully understand a response,
• when answers are vague or ambiguous
• when they want to obtain more specific or in-
depth information.
Adapted from: http://blog.readytomanage.com/examples-of-
probing-interview-questions/

19. Sample Probing Questions for
Incomplete STARS
• Situation/Task probes
• Who was involved?
• What factors led up to this situation?
• Action probes
• How did you respond?
• What was your role?
• Result probes
• What was the outcome?
• Is there anything you would have done differently?
Adapted from: http://www.hhs.gov/asa/ohr/new_structured_training.pdf

20. Essential Interview Tips
• Keep it brief
• Stop talking when you’ve said enough
• Listen carefully
• Don’t be modest
• Don’t exaggerate
• If you can’t think of something work-related example, use
volunteer, school, example, etc.
• Speak in concrete terms
• Never defend or argue
• Never attempt to “invent” an example
• Make connections for the interviewer