Behavioral Recruiting and Interview Questions
Unlocking Human Potential: A Guide to Behavioral Recruiting Strategies and Insightful Interview Questions
Once we (your preferred recruiters) have searched and screened applicants’ resumes, we identify quality candidates who fit your requirement. After careful selection, it’s time to know them even better through the behavioral interviewing & recruitment process. Within an interview, it’s always the quality of questions asked which determines what information they will get from the candidate. Be it a traditional interview or an interview over video conferencing, you need to ask the right questions that would help you understand the candidate better.
Interview Questions and S.T.A.R Interviews
A typical interview would include questions in relation to the candidate’s experience history (work experience), qualifications (education), technical training (other skills), and finally, their aspirations and interests. Although these questions help you understand the candidate in general, they do not help evaluate the mindset and behavioral traits that the candidate may come with. In order to take a look at these traits, employers and recruiters resort to “behavioral interview” or “S.T.A.R” interviews as they are more commonly known within the recruitment industry. So, let’s try and understand how behavioral interviews work and how asking the right S.T.A.R questions can help in selecting the right executives for your organization.
Most Common Work Related Questions
Usually, behavioral questions involve querying candidates’ about their work related tasks, typical work related situations they may face regularly and how they handle those situations and achieve the desired results. You may ask candidates to talk about any situation they may face at work while performing regular tasks. Such behavioral questions in particular and behavioral interview in general help employers and recruiters reveal a candidate’s skills, attitudes, beliefs, work ethics, competence and style of functioning.
Use of Open Ended Questions Not Closed Ended Questions
Most of the behavioral questions need to be open-ended. This encourages the candidates to open up and answer them in whatever way they feel fit. As compared to closed-ended questions, open-ended questions cannot be answered with a yes or a no and require inputs from the candidates. Such inputs usually help the interviewer gather information that can help evaluate a candidate’s mindset.
Some of the commonly used behavioral question that should be present in a well planned behavioral interview are included below:
Ask them about how they would work effectively under pressure.
Question them for mistakes they make at work and how they handle them.
Ask them about their goals and aspirations at work.
More Behavioral Questions you can include in your behavioral interview:
Ask them about decisions they make at work and how they handle their popularity or unpopularity.
Ask them questions in relation to team participation and their role.
You may also ask candidates about how they motivate subordinates or co-workers.
Work Related Behavioral Hiring for Best Results
Work Related Behavioral Hiring for Best Results
A set of questions that relate to the work the candidate will be doing within the position he/she is applying for would be best suited for the interview. For example, if you are hiring a sales executive, ask him/her questions about when they last sent a wrong quotation to a client and how they handle the client to correct the mistake. You can use top behavioral questions within your interview to elicit information on how candidates work. Their attitude towards the work, their style of work etc.. to ensure you get the best match executives for your openings.
