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Behavioral Interview - Basic Concepts and How to Do Better

 


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Behavioral interview involves assessment of your skills, capacities and suitability for a post by reviewing your past performance. It’s not about what you can do; rather, it’s all about what you have done. Behavioral interviews are based on the basic premise that past performance can be good indicators of future performance. If you have really faced tough situations in your job before, and have got over them efficiently with excellent results, you have a firm ground to excel in the behavioral interview.

Every post requires specific skill sets. The organization knows them best, and their hiring agents design a questionnaire to understand an interviewee’s competency to meet the requirements of the post by responding to these questions based on their past experience. You can be prepared for questions like…. it’s two weeks to the financial year closure and your sales are still 25% short of the target and you have to achieve it at any cost…have you faced situations like this in your past assignment and what did you do to negotiate the challenge?

The best tip for preparing for behavioral interviews is to ready sharp case studies of all your challenging assignments in your current and past jobs, and keep the facts, figures and action statements right on your finger tips. As soon as you have a ‘situation’ to handle from the interview board, you can present your case in an organized manner and impress the board. In one way, these sorts of interviews are quite good, as they provide a level playing ground for the aspirants to play on their actual performance and not indulge in ‘tall’ talks. Remember, your response in interviews of this type should clearly focus on the issues (problems), the steps taken and the results obtained. If there was something to learn from that experience, you must narrate that too.

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