Behavioural interviewing techniques are increasingly being used to investigate candidate suitability.  It has often become a preferred interviewing technique for recruiters and involves assessing specific competencies against specific job selection criteria.

The idea is to assess evidence of past performance as an indicator of possible future performance.  Winning CV gives an overview of these techniques and what you can expect from both the interviewer and candidates' perspective. 

Before going any further, it is important to remind you of four key steps to answering interview questions effectively.  These steps should form the basis of any answer.

STEP 1:  State the example.

State what has happened.

STEP 2:  State why it is important / relevant.

Demonstrate why is this example relevant to the job role.

STEP 3:  How the problem was solved (overcoming difficulties). 

Demonstrating problem-solving capabilities.

STEP 4:  Outcome. 

State what you learnt or achieved from resolving this problem.

                                                                                                            

Assessment process

Assessing specific competencies in relation to job specification criteria.
Evidence of past performance is an important indicator of likely future performance.

Assessing effective communication

Delivering information in an interview (pressured situation) gives a good indication of how
people will perform in a job role.

Assessing other aspects relating to...

Communication, motivations, leadership qualities, manageability, professionalism, decision-making ability, team-working, analytical ability, commitment to a career, offering something unique, future potential, etc.   See  Evidence Of Suitability.

                                                                                                                                                              

Candidate overview

Candidates are asked to give specific examples from career, education & training experiences, etc.
Important to prepare structured answers & give credible examples.  See  Interview Preparation.

Candidates may also be asked to give their opinions on how they would deal with certain situations / scenarios relating to the role on offer.

               

Behavioural interviews - competency-based selection methods are being increasingly used! 

STEP 1:  State the example.

State what has happened.

STEP 2:  State why it is important / relevant.

Demonstrate why is this example relevant to the job role.

STEP 3:  How the problem was solved (overcoming difficulties). 

Demonstrating problem-solving capabilities.

STEP 4:  Outcome. 

State what you learnt or achieved from resolving this problem.