BEHAVIOURAL INTERVIEWS

Behavioural Interviews and Behavioural Interview Questions

Behavioural interviews and competency job interviews are becoming widely used interview techniques. Recruiters look for evidence of past performance as an indicator of likely future candidate performance in any given role. The idea is to ask competency interview questions to evaluate examples of work scenarios and how candidates have applied their skills, competencies and experience against pre-determined job selection criteria.

Behavioural interviews: useful advice...

1) Assessing candidate suitability
2) Evaluating skills and competencies
3) Evidence of past performance
4) Structuring behavioural interview questions
5) Interviewer Perspective - Assessment process
6) Candidate Perspective - Preparation

1) Behavioural Interviews - Assessing Candidate Suitability

Competency job interviews are widely used to assess Candidate Suitability. Job selection criteria often includes abilities to perform the role, motivation to succeed, manageability, teamworking, professional development and bringing something extra to the role. Questions will be targeted by assessing skills, competencies and experience against pre-defined job selection criteria.

2) Competency Interviews - Evaluating Skills and Competencies

Behavioural interview questions allow candidates to give relevant examples of how they applied skills, competencies and experience in relation to certain scenarios. Scenarios are given by the interviewer and further interrogation or questions may follow to test the credibility of each example. Each scenario given will be the same for all candidates interviewed to ensure an objective, consistent and fair approach.

3) Competency Job Interviews - Evidence of past performance

Interviewers use behavioural interview questions to assess evidence of past performance to give a likely indicator of future performance. Interviewers ask questions to assess the relative performance of a candidate in their previous role to gauge whether or not they are suitable for the role in question. This also enables recruiters to gain an understanding of what the candidate has done, experience levels, skills and any achievements.  

4) Structuring Behavioural Interview Questions and Answers 

There are clear approaches for answering competency interview questions. Adopting a structured approach often helps candidates when devising examples and answering behavioural interview questions. We advocate four clear steps...  

1. State the example:  State what has happened and place example into context.
2. Relevance: Demonstrate why the example is relevant and important to job role.
3. Problem-solving: State how problem was solved - skills and approaches used.
4. Outcomes:  Include results, achievements and anything learnt from scenario.

5) Interviewer Perspective - Behavioural Interviews 

Interviewers assess specific competencies according to specific job selection criteria. They are seeking to evaluate overall candidate suitability, evidence of past performance and future potential of the candidate.  

Interviewers also assess how candidates respond under interview pressure and communication skills. Other evidence of suitability includes motivations, leadership, management competencies, professionalism, team working, decision-making acumen, analytical ability, commitment to a career, offering something unique and future potential. It depends on what recruiters deem important for each role.  

6) Candidate Perspective - Behavioural Interviews 

Candidates are expected to give examples of where they applied their skills and experience for different behavioural interview questions and scenarios asked. It is important to have a number of credible examples ready and be able to answer competency interview questions in a structured and coherent manner.  

Candidates may also be required to give their opinions on how they would approach certain scenarios relating to the role on offer. Please review our Job Interview Preparation page for further information on preparing for job interviews.