Common mistakes at behavioral interviews include:
Questions about managing others are not limited to management jobs. Businesses want to see examples of leadership in their employees. There are a variety of behavioral interview questions that are designed to see how well you handle a leadership role. The best way to wer this is to highlight why you delegated each task to its recipient. "I focused on the staff member's strength. I delegated the tougher IT tasks to Todd because he was more experienced. Jeff had an eye for accuracy, so I had him run data check. I handled the overall QA since I had the most experience with the details of the project."
This is a standard question in Customer Service, Sales & Marketing, IT and education sectors. Provide specific, job-related examples.
For example − “Yes, I designed a presentation that explained all the points in a clear manner. I also created a document describing the concept in simple words and handed it to the audience.”
Give a brief introduction about all the changes you brought to the company and pick the one which is absolutely dynamic in nature. This question is very important as it can be in the record of your previous company and it will also be in the record of your current employer.
When wering this question explain to him the situation or circumstances in which you had to fire your friend. As an employee of an organization your prime goal is to do just to the company and anything which can harm the development of the organization cannot be tolerated.
Sometimes you will have an wer that does not reflect well on your candidacy. It may be a good idea to feign amnesia and act as though you have not had the experience before. It may also be useful to tell the interviewer what you would have done differently. An wer for a difficult question may be "Well, at the time I did this, but soon after I realized that the ideal way to handle it would be that." Minimize the negatives and put more focus on how you would have handled the situation. Good wers will show the employer that you are willing to learn from your mistakes.
When wering these types of questions you need to specify a real life example about the situation you faced if you hadn't faced such type of situation explain to him how you can deal with an angry customer. It would be an added situation to explain about the possible scenarios.
Always remember while wering this question you need to be careful about addressing points, don't move into the negative side because it can give out negative vibes. Explain to him about the advantages and disadvantages about the product.
Many jobs require a motivated self-starter that will seek out tasks and ensure they are on the right track. Employers are not looking for someone that gets confused and does not look for help. Many questions will focus on your own personal responsibility and how you handled issues that arose while you were working alone.
Questions about managing teams are not asked only in managerial jobs. Employers want to see managerial skills in their employees. They want people in their team who can motivate others and accomplish a task in a given time-frame. The best way to wer such questions will be to base your wer on capability, experience, task force, etc.
For example − “Based on their individual strengths, I delegated the complex algorithm-writing tasks to Tarun, as he has more experienced than the others. I asked Rohan to handle data check, as he was very accurate in his testing skills. I handled QA, as I had maximum experience in Quality Analysis.”
Companies do not want to hire someone that is always right. They want to hire someone that makes mistakes and learns from these mistakes. Questions about mistakes or errors in judgment are common. Come up with a few mistakes you can discuss if requested. Always make sure that you are able to follow up with what you learned from the experience and how it has affected your current decision making strategies.
If you have used logic and judgment in solving a particular problem then explain it to him otherwise politely say that you never faced it and explain him about the possible ways you would have approached at the logic (brain storming, decision making, etc).
In this situation you would tell your immediate superiors about the situation and you wait for their orders while completing the work on your hand. On specific orders about managing the branch you will be explaining about the situation or work currently you are handling.
Companies prefer candidates who have made mistakes in the past and have learnt from them, as opposed to those who follow rules only because someone has told them to. They need people who know the reason behind a decision.
Mention the mistake and be honest about it, but always make sure that you follow it up with what you learnt from that episode and the improvements it has brought to your efficiency.
For example − “In the first week of my appointment, I had miscalculated the estimated time needed to complete a project assigned to me, which resulted in a chain of miscommunications. It taught me that deadlines are to be respected.”
This question is common for customer service, sales, marketing, management and IT jobs. Provide specific, job related examples. Did you create any documents? Did you practice its presentation? Did you run it by another employee? Remember to discuss all of the methods you used to simplify the information.
While wering this question don't take any negative or positive stance about your vision. Explain to him how your way of thinking benefited the organization and aided in completion of the project in time.
By asking this question, the interviewer is checking your ability to implement logical decisions. You need to express your logical method of thinking out each step, calculating the implementation with team-mates, weighing in alternatives, and choosing the best action route.
For example − "I was assigned the task of purchasing office equipment. We used to follow a "purchase-per-month" mode of purchase and payment. I thought of opting for a bulk purchase of six months, as I could hardly see the difference in payment in the per-month structure. Also, by ordering in bulk, we could get discounts and freebies. We opted for a bulk purchase in January, which proved to be a wise decision, as the prices of electronic goods increased by 15% with the new budget."
There would be questions on wide range of topics such as adaptability, ambition, analytical thinking, relationship building, thinking, communication, etc. Always remember behavioral questions do need a little bit of thinking while wering to them. Make sure that you think and wer to those questions, it is always good to pause and think about them rather than giving a wrong wer in haste.
Most of the questions would be based on your previous jobs and concerned with real life time experience. If you are a fresher questions would be the same which ask you to be in their shoes while wering them.
Never bad-mouth previous colleagues and ex-employees. Instead of focusing on the details of the incident, put more emphasis on the part where you managed to make him see your point-of-view.
For example − “They were thinking from a different point of view, but in the end, they managed to understand my concerns as well.”
Behavioral interviewing or competency based interviewing explores workplace competencies that are required for successful job performance.
If the job requires a person to be able to analyze and find solutions to problems the interviewer will ask the candidate to provide an example of when they previously displayed that behavior.
common behavioral interview questions that explore:
When questions like these are asked, give an wer that portrays your ability to identify, analyze, and solve problems.
For example − "We were getting a lot of complaints about the customers not getting the deliveries on time. I met the Manager of Delivery Department and he told me that the problem was acute during peak traffic hours. We both charted alternative routes with lesser traffic congestion during peak hours, i.e., 5:00PM till 8:00PM. Due to our efforts, our complaint call volume was reduced by 30%."
Questions about your ability to change your mind will be very common during behavioral interviews. The employer is going to be testing your decision making skills. They also are seeing if you are rigid in your beliefs. Share a time during your past employment where you needed to change your mind or adjust a process. No employer wants someone that is rigid in their beliefs.
Give a brief intro about how you achieved the goal and also state to him about all the difficulties you faced during the process. Give solution to each and every difficulty you faced which will convince the interviewer much more.
Standard interview tips and techniques still apply. Do not speak negatively about any supervisors, coworkers or former jobs. It is acceptable to share a specific situation that occurred with a former boss, but do not go into detail about the disagreement. Focus instead on what you did to help the supervisor see your point of view.
You may be asked a follow up question, such as "Did they ultimately see your point of view?" Be honest. Did they follow your advice or didn't they? The wer is not as important as the presentation. Do not sound bitter in your response if they did not. "They did see my point of view. They chose a different path, but they understood my concerns and beliefs in the end."
The ability of being a self-starter who likes to explore suitable alternatives of arriving at a solution and coming up with practical ideas are very important at any workplace.
For example − "Our Company had launched a new product and the Sales Team were getting trained on it. We, being from the Orders Department, were not privy to the training. I requested the Management to include us in the training team too, as that would help us understand the orders and provide better solutions to customers.”
behavioral questions that explore the key competencies of:
Without preparation, these job interviews are prone to mistakes. Recall can be difficult when put on the spot, especially during an interview. If you do not remember specific examples of when you encountered these situations, you may struggle.
Behavioral questions assume you have experienced the situation the question refers to. You may not have an experience to provide. It is important that you do not try to make one up.
Your interviewer will have enough experience evaluating applicants that they will easily be able to catch you in a lie. Instead, explain to the employer that you have not experienced the situation and describe what you would do if the issue occurred.
behavioral interview question that explores about candidate's:
If the work is huge the best way to get it done is to share it among the team leaders and members. First you would explain to the manager about the project size and then share it among your batch members for better efficiency. Answer this question in your own way and style of doing work.
Personality plays a role in behavioral interviews. Employers want to see that you are well balanced person that knows how to handle themselves. These types of questions are designed to see how you handled situations that can be very personally stressful. Try to share examples that reflect positively on all parties involved. "Once I was blamed for not double checking marketing data, which drastically impacted one of our campaigns.
Though I was not the staff member in charge of the data collection and analysis, I knew it would be unproductive to try to pass blame, so I simply asked what steps I could take to help resolve the problem. Afterward I spoke with the staff member in charge of checking data and let them know of the error so that both of us could ensure it would not be repeated."
Applying STAR to this situation, recall an incident in your life that suits the question, mention what task you set to address the issue, the actions you took, and the results you got.
For example − “We had once designed a template for a group presentation, however one member wasn’t too happy with him being asked to conclude. I suggested he should give it a trial run. At the end, he realized that he was as good at concluding as he was at opening a presentation.
Asking about incidents where you had to change your style of working is very common in Behavioral Interviews. Recruiters want to check your adaptability skills, as someone with a firm notion won’t be flexible to adjust to a process.
For example − “The management had decided to move on to Macintosh for all their company devices which took a bit of getting used to, however I spent a lot of time on it and this practice helped me a lot.”