Types of Interviews There are two common interview types you should be prepared for - behavioral interviewing and traditional interviewing. Review both types below and make sure you are prepared. Behavioral Interviewing The behavioral Interviewing method assumes that past performance is the best way to analyze the interviewee. The applicant is asked to describe past behavior in order to determine whether she is suitable for a position. For example, an interviewer may ask, "Tell me about a time when you dealt with a disruptive customer". Employers predetermine which skills are necessary for the job opening and then ask very pointed questions to determine if the candidate possesses those skills. Past behavior is a good indicator of future performance; the behavioral interview method provides great analytical value. In the interview, your response needs to be specific and detailed. Tell them about a particular situation that relates to the question, not a general one. Tell them briefly the situation, what you did specifically and the positive result or outcome. Frame it in a four-step process: STAR Method: § Situation § Task § Action § Result/Outcome The interviewee tells a story for a few minutes. The interviewer may probe further for more depth or detail such as “What were you thinking at that point?” or “Tell me more about your meeting with that person,” or “Lead me through your decision process.” § Always listen carefully to the question, ask for clarification if necessary and make sure you answer the question completely. § Your interview preparation should include identifying examples of situations where you have demonstrated the behaviors sought by a company. § Your resume will serve as a good guide when answering these questions. Refresh your memory regarding your achievements in the past couple of years. Demonstration of the desired behaviors may be proven in many ways. Use examples from internships, classes, activities, team involvement, community service and work experience.
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Recruitment Handbook 2024-2025
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