But you can ask each candidate the right questions to learn the most important things about them. But if you want know what makes the applicant valuable to you, it's important to get to know them beyond their written job application. The best way uncover this value is to ask behavioral interview questions. The most informative answers to behavioral interview questions don't just describe how a candidate behaved, but also how this behavior benefited them and the business. To help you develop your list of questions, we've put together five of the most effective behavioral interview questions you can ask your job candidates, and explained what an answer to each question can reveal about the interviewee. Top Behavioral Interview Questions (and What You'll Learn by Asking Them) 1. 'Tell me about a mistake you made during a project or at a certain point in your career.' It's more important that you can determine how effective their resolution was at accommodating everybody's -- and ultimately, the business's -- needs. Want to find out if your applicant can learn the skills needed in your industry? When asking about a candidate's experience with conflicting assignments, the insight you're looking for isn't how many things they can handle at the same time.
As an employer, there’s no right way to host a job interview. But you can ask each candidate the right questions to learn the most important things about them.
Learning what makes a person qualified to work for you is difficult, especially if you have just a half-hour interview with them in a conference room. Because of this time crunch, you might feel compelled to race through the candidate’s resume, asking them questions about each job title and bullet point they’ve written down from top to bottom.
But if you want know what makes the applicant valuable to you, it’s important to get to know them beyond their written job application. The best way uncover this value is to ask behavioral interview questions.
What Are Behavioral Interviewing Techniques?
The behavioral interview technique asks job candidates to describe how they’ve handled themselves in real situations during their career. Depending on the job qualifications, behavioral questions can call on a variety of past experiences to help employers determine how the candidate might fare in the position for which they’re applying.
The most informative answers to behavioral interview questions don’t just describe how a candidate behaved, but also how this behavior benefited them and the business.
To help you develop your list of questions, we’ve put together five of the most effective behavioral interview questions you can ask your job candidates, and explained what an answer to each question can reveal about the interviewee.
Top Behavioral Interview Questions (and What You’ll Learn by Asking Them)
1. ‘Tell me about a mistake you made during a project or at a certain point in your career.’
Think of this behavioral question as a more specific way to ask an interviewee: “What are your greatest weaknesses?” By asking candidates this question, you can discover many important things about them that you wouldn’t learn from their resume.
Listening to a candidate describe a mistake they once made can show you how much self-awareness they have. The best answers indicate both their thought process in making that mistake and what they learned from it. Just because it was a mistake doesn’t mean the candidate was being negligent — encourage them to explain their choice and what they’d do differently today.
2. ‘Tell me about a success you’re particularly proud of in your career and why it was a success.’
Similar to the question above, think of this one as a better way to ask an…
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