Purpose

• Responses during an interview are used as a sample of behavior

• Past actions and behaviors indicate future performance
• Allows interviewers to make a decision based on performance vs. assumptions about a trait
• Successfulness in a position can be gaged because every question will relate back to a basic skill needed to succeed at the job
• Rated on evidence of the skill being present - Very strong evidence to insufficient evidence

How to Master a Behavioral Interview

• Describe a situation and specifically what you did in that situation; do not use traits to describe yourself.
• Include facts and figures if applicable
• Good: I was president of SWE
• Bad: I am a leader
• Types of examples to pull from
• Calls experience - projects, groups, research
• Internships/part-time jobs
• Athletics
• Campus Leadership
• Note: Examples where a goal is not accomplished may show as much or more about your behavior that an accomplished goal
• Provide as much detail as possible
• Without rambling, becoming redundant, or getting off track
• There is a short amount of time and the interviewer is trying to get as much info as possible
• Give a short background synopsis, followed by a specific example, then complete by relating back to the question.
  
• Aspects that interviewers look for in your answer
• How long ago did this example occur
• How many example support that a particular skill is present
• Is the candidate consistent over time and across all answers
• Does the answer relate to the skill being examined
• What was the candidate's role in the situation
• To what depth did the candidate explain the situation
• Be aware of body language
• Eye contact, posture, facial expressions, anxious hands or fingers, etc...

What to expect from a Behavioral Interviewing Session (good interviewers)

• Introductions
• Review of agenda for session
• Process description
• Explanation of types of questions being asked and types of answers sought after
• Relationship between questions and skills needed for the position
• Explanation of note taking - do not be bothered by this, the more notes they take , the better the evaluation process
• Help, if needed, to direct and focus candidate to get desired answer - called probing questions
• Questions presented with description of skill they pertain to - typically 3-5 for a 45 minute interview

Typical process for question period

• Question asked
• Time for thinking and thought gathering - don't be unnerved by silence, it is expected
• Behavioral example given by candidate
• Note completion
• Clarification probes
• Seeking contrary information, if necessary

Standard skills