Don’t try to skate by with generalities like, You’re not answering the question. Avoid raising red flags by talking about problems that you caused or negatively contributed to.
Remember that you want to be the hero in your interview stories whenever possible (we’ll talk about responding to behavioral questions about negative experiences in a future post).
The interviewer wants to hear about a particular situation where you used good judgment to solve a work problem.
Be sure to showcase your logic and reasoning abilities.
Good stories offer an opportunity to connect with your interviewer. The goal is to find a nice balance between interesting detail and conciseness.
The beauty of the STAR format is that it keeps you focused.
Behavioral interview questions are the ones that ask you for specific examples of past work experiences.
Studies have shown that the best way for hiring managers to predict future job performance is by understanding past performance.
As today’s market place is dominated by uncertainty, employers are placing an increasingly high value on a candidate’s ability to problem solve, show sound judgement and make quick decisions. The following are examples of “problem solving” competency questions: · Describe a difficult problem you had to solve in your last job.
· Give me a specific example of a time when you used good judgment and logic in solving a problem. · Describe a time when you had to analyse a problem and generate a solution.