أنشئ حسابًا أو سجّل الدخول للانضمام إلى مجتمعك المهني.
I found the best way to prepare for these types of interviews is to focus on coming up with the stories rather than the questions. There are so many possible questions they could ask it would be impossible to come up with a different example for each and every one. Instead think of several experiences in your life that could each illustrate several qualities they might ask about. In the interview just tailor your example to fit their question. My other trick was to ask a lot of questions of them (about the company, the position, or theirs) when the time came. This showed I was interested enough to have come up with my own questions and ate up enough time so that we didn’t have to revisit the tough behavioral questions
What's the best way to prepare? It's important to remember that you won't know what type of interview will take place until you are sitting in the interview room. So, prepare answers to traditional interview questions.
Then, since you don't know exactly what situations you will be asked about if it's a behavioral interview, refresh your memory and consider some special situations you have dealt with or projects you have worked on. You may be able to use them to help frame responses. Prepare stories that illustrate times when you have successfully solved problems or performed memorably. The stories will be useful to help you respond meaningfully in a behavioral interview.
Finally, review the job description, if you have it, or the job posting or ad. You may be able to get a sense of what skills and behavioral characteristics the employer is seeking from reading the job description and position requirements.
It’s often hard to tell what employers are looking for when they ask behavioral interview questions. Take our example about conflict resolution. You might think the interviewer is looking for a certain textbook method of conflict resolution. But maybe the employer’s own managerial philosophy doesn’t line up with the typical conflict resolution technique. I enjoy reading a weekly feature in the New York Times called “The Corner Office.” They ask CEO’s about leadership and what they’re looking for when interviewing a candidate for a job. Each CEO has a different rubric for what makes a good employee. So just concentrate on coming up with a concrete, truthful example that answers the question and presents you in a good light. And let the chips fall where they may.
Be honest. Don’t try to B.S. your way through a behavioral interview. If you don’t have an example for a question you’re asked, don’t try to make something up. For starters, you’ll probably get called on it with follow-up questions. But more importantly, the questions are designed to see if your skill set and personality fit with the position. If your answers aren’t what the interviewer is looking for, this position may not be the best job for you anyway, and you’d be miserable at work if you did get the job. That’s not good for anyone.
Use all your life experiences as examples for your answers. Behavioral interview questions often require you to give examples from your past work experience to answer a question. This can pose a problem for younger job candidates who haven’t held many, if any, prior jobs. To get around your lack of work experience, call on all your life experiences. Take examples from college or any volunteer organizations that you may have been a part of to answer the question.
What’s your experience with behavioral interviews? Any other advice on how to prepare for them? Share your tips with us in the comments
Job Description knowledge of the work
To know the company's activity and its dealings
Good preparation for the interview from the scientific point of view, makes you comfortable psychologically, which is what appears on your potential behavioral during the interview
good job Farrukh Salim Khan
