Recruiter's advice and tips: What is a behavioral interview?
I have been specializing in IT Recruitment for the past few years. It has been a very interesting and challenging journey, which allowed me to meet many professionals at various stages of their careers. In the past few years, I noticed that recruitment for IT professionals has changed. Our clients were no longer interested only in IT skills and the technical abilities of our candidates, but also their personalities and social skills (particularly for client facing positions).
This, I realized, presented a problem for some of my technically minded candidates. Although they fulfilled all the technical requirements and flew through the IT interview, they often failed the HR interview. From a personal point of view, this was very frustrating as many candidate and client efforts were wasted due to this fact.
I noticed that clients began to use “Behavioral Interviews” for more complex screening of applicant’s personalities.
So, what is a Behavioral Interview?
The aim of “Behavioral Interviews” is to reflect upon past behavior to achieve an insight into future potential. In this interview scenario, candidates are asked to describe particular experiences, situations, reactions and their reasoning behind their actions.
For example, instead of asking what would you do in a particular situation, the potential employer is likely to ask what did you do/how did you behave in a particular situation. In this way, the interviewer is trying to gauge how you may react in a real world situation, instead of what would you do in a hypothetical one.
To help my candidates to prepare for “Behavioral Interviews”, I decided to put together a few facts and questions that would allow them to prepare in slightly different ways.
If you feel that you could benefit from knowing a bit more about behavioral interviews, please join us next month when we will be looking at: How to prepare for behavior-based interviews.