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Demystifying the behavioural interview

Many job search candidates become uneasy and fearful upon hearing that they are going to be attending a "behavioural interview." For the well-prepared job seeker, there is no need for concern at all. The key is to demystify the process and understand the purpose of a behavioural interview.

SHARON GRAHAM

[ 2005-10-12 ]

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DAISY WRIGHT
Career transition coach

Behavioural interviewing is not a new concept. It has been around for about 20 years. The theory is based upon the premise that the candidate's past behaviour will predict his or her future performance on the job. Although large organizations and recruitment firms commonly use the approach, an increasing number of smaller employers are starting to recognize its value.

You may have already experienced a behavioural interview and not know it. Generally, when you walk into the meeting, you will encounter quite specific questions such as "Tell me about a time when you failed to meet a deadline." The questions asked encourage you to tell a story. They usually start like this: "Can you give me an example of ..." or "Describe a situation where ..."

Here's the good news: Knowing that you are going to attend a behavioural job interview gives you the edge. Both you and the employer are looking for the same thing -- to determine if there is a good match for the position. If you understand the requirements of the job and match them up to your accomplishments, you can prepare yourself well in advance.

The first step in preparing for the behavioural interview is to understand what the potential employer is looking for; in other words, you need to identify the exact competencies that are required for the job. You can do this easily enough by going through the job posting and highlighting skills and qualifications listed. You'll quickly start to uncover required competencies such as communication, leadership, team building, stress management, initiative, decision-making and problem-solving.

Then, develop some high-impact stories linked to each competency. Verbalize your stories using the SAR (Situation, Action, Result) technique. First, describe a specific situation or task that you needed to accomplish or resolve. Next, describe the action you took. Finally, describe the positive results you achieved. If you feel that you do not have enough specific stories to tell, develop more using the SAR formula.

It is best not to write down or memorize your stories. Rather, practise telling them aloud. Rehearse in front of the mirror, in the shower and in the car.

Set up a few practice interviews with a colleague. Listen carefully to each question asked. Select the story that best demonstrates the competency identified within the question. Focus on delivering a concise and interesting story that will show how you fit the position. Then, listen to your colleague's feedback with an open mind

Career transition coach Daisy Wright of The Wright Career Solution summarizes the process into these simple steps to winning the behavioural interview:

- Identify the competencies asked for in the job posting.

- Develop at least four stories for each competency.

- Create specific SAR (Situation, Action, Results) stories, not hypothetical ones.

- Ensure you have proof of the stories, in case they are verified.

- Incorporate behavioural techniques even when you are answering traditional questions.

If you are still having difficulty mastering the behavioural interview, consider working with an interview strategist. Connect with Career Professionals of Canada at www.CareerProCanada.ca. You can research and compare services from interview professionals. Alternatively, you may want to join the next Interview Strategy Teleclass program starting Oct. 19.

Your next behavioural interview does not need to be a daunting venture. By using some of these techniques, you will be equipped to succeed. In no time, you'll be well on your way to a job offer with a company that is a good match for you!

Sharon Graham is a professional resume writer, employment interview strategist and author. She is executive director of Career Professionals of Canada and services job seekers though her consulting firm Graham Management Group.

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