How to Create Behavioral-Based Interview Questions

What Is Behavioral-Based Interviewing?

Behavioral-based interviewing is a popular pre-employment technique used by employers to assess a candidate’s past behavior to predict future performance. It focuses on asking specific questions about real situations and experiences rather than hypothetical scenarios. This type of interview helps hiring managers determine if a candidate possesses the right qualities for the job and if they will fit into the company culture. Rather than relying solely on a candidate’s qualifications, behavioral-based interviewing provides a more holistic approach.

Why Is Behavioral-Based Interviewing Important?

By understanding how candidates have handled specific situations in the past, behavioral-based interviewing gives employers valuable insight into their future success. Whether it’s their ability to work under pressure, think on their feet, or resolve conflicts, behavioral-based interviews provide a comprehensive snapshot of an individual’s capabilities. This interviewing technique also makes the hiring process fair. It eliminates biases and prejudices by focusing solely on a candidate’s qualifications and experiences, providing equal opportunities for all.

Examples of Behavioral-Based Interview Questions

Below are some examples of behavioral-based interview questions:

Asking unconventional questions can reveal a candidate’s ability to think on their feet and fit into your team’s culture, but remember, there’s a fine line between fun and discomfort.

Get the conversation flowing with questions like:

If you were stuck on a deserted island, what three personal items would you bring?
If you were a superhero or supervillain, who would you be and why?
Name five uses of a stapler other than stapling.

These questions not only help you gauge creativity and quick thinking, but they also provide insight into a candidate’s cultural fit.

When asking these questions, make sure to avoid inappropriate or discriminatory questions. Don’t randomly throw weird questions throughout the interview. Stay organized and professional. Use ice breaker questions to help candidates relax and showcase their personality. Have a purpose for each question you ask and know what you’re looking for. Inform candidates before transitioning from serious questions to fun ones to keep the interview enjoyable for everyone.

Interview Probing Questions

Sometimes candidates give short or incomplete answers, leaving you wanting more. That’s where the STAR method comes in. STAR stands for Situation, Task, Action, and Result, and it’s a great guide to probe deeper into their experiences.

Let’s break it down:

Situation: What was the business problem or goal? Who else was involved? What were the budgetary considerations and time constraints?
Task: What was their objective? How did they reach it? Who did they consult? What information did they review?
Action: What actions did they take? What tools and resources did they use? Who did they work with? Did they face any obstacles?
Result: What were the business outcomes? Did they receive positive feedback? And most importantly, what did they learn from the experience?

By asking these probing questions, you’ll get a complete picture of the candidate’s approach and decision-making skills. Whether they’re familiar with the STAR method or not, it’s a great way to draw out more information during the interview.

AAIM provides HR professionals with the pre-employment solutions they need to successfully recruit, hire, and train employees.

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How to Create Behavioral-Based Interview Questions

Behavioral-based interview questions aren’t your typical query, but rather thought-provoking statements that prompt job candidates to share a scenario from their past experiences. Below, we’ll explain three components of behavioral-based interview questions to help you create your own:

The Opening
Instead of asking generic questions, start your interviews with specific prompts like “Tell me about a time when…” or “Describe a situation when…”. These openers encourage candidates to share real-life experiences and showcase their problem-solving skills. By analyzing their responses, you can determine whether they possess the desired traits for the role. For example, if you need someone who can handle high-pressure situations, ask them to recount a time when they successfully navigated a challenging deadline. Remember, behavioral-based questions are all about demonstrating past actions and outcomes, so tailor your questions to the skills and characteristics you value most in a candidate.
The Situation or Problem
The second part of the behavioral-based interview question should address a common problem or situation you want to find out more about. To create this part of the question, identify a core value or skill you’re looking for in a candidate.

Let’s say it’s resourcefulness. Craft a question to showcase the candidate’s ability to navigate a tough situation that requires using that value or skill. For example, you could ask the candidate to describe a project they had to complete with very limited resources. By asking questions like these, you’ll gain insight into how candidates think on their feet, problem solve, and innovate when faced with obstacles. Ask follow-up questions like, “How did you overcome the challenges?” or “What specific actions did you take to ensure success?”
Adding Specifics
When asking candidates about their experiences, don’t settle for vague answers. By adding a qualifier to your question, you can gather more specific information related to their role. For instance, if you want to assess their conflict resolution skills, go beyond the generic, “Tell me about a time you had a conflict at work.” Instead, ask them to elaborate on a conflict they had with a customer, manager, colleague, or employee. Each option will provide unique insights tailored to your desired outcome and the nature of the job. By incorporating these qualifiers, you’ll gain a deeper understanding of how candidates handle different situations, making it easier to identify the perfect fit for your team.

Key Takeaways

While behavioral-based interviewing is essential to finding the right fit, it’s difficult to know if you’re selecting the right candidate based on the interview alone. Adding pre-employment assessments to your recruitment process can increase the chances of finding the ideal candidate for your business. AAIM Employers’ Association offers a range of recruiting assessments that evaluate work ethic, integrity, critical job-related skills, and cultural fit, among others. Contact us today to learn more about our pre-employment solutions.

In today’s fast-paced business world, it’s essential to hire the right person. That’s why we’re excited to announce our upcoming LIVE ONLINE class: KLS: Interviewing Skills for Supervisors.

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How to Create Behavioral-Based Interview Questions

What Is Behavioral-Based Interviewing?

Why Is Behavioral-Based Interviewing Important?

Examples of Behavioral-Based Interview Questions

Interview Probing Questions

How to Create Behavioral-Based Interview Questions

The Opening

The Situation or Problem

Adding Specifics

Key Takeaways

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