Interview techniques and interview questions

Questions

1. Behavioral interview questions are a different format from traditional interview questions. Behavioral interview questions are in a "STAR" format, which stands for Situation, Task, Action and Result. The interviewer will ask such questions as: "Give me a situation in which you took a risk. What was the situation? What was the task that you performed? What was the action(s) that you took? What were the end results?" The interviewer is looking for specifics and will ask probing questions to understand the thought processes behind the behaviors performed.

Responses

2. Interviewees should answer the questions in the format provided and keep their examples succinct. Describe the situation and provide background information. Do not use jargon, but if it must be used, define the terms. Set the stage for the interviewer and paint a picture in the interviewer's mind. Describe the atmosphere in terms of people, processes and technology. Provide details about the task that was undertaken. Was the task self-initiated or assigned by a manager or co-worker? Explain to the interviewer the logic behind the actions taken. Was another department engaged because of obstacles? Was it necessary to go outside of the company to get the job done? Last but not least, highlight the positive results of the actions. Was money or time saved?

Preparation

3. Preparation is key to a behavioral interview. Speak with the company to find out what skills are missing within the department. Prepare the behavioral interview responses that will address the gap in skills. Have at least two to three examples for each skill that the job listing highlights. Do not be afraid to use examples from community, school or church activities; all of the examples do not need to be work-related. Using examples from outside activities also shows that the interviewee is well rounded.