This interview technique is quickly becoming a favorite among employers. You will know you are in a behavioral interview when the interviewer starts asking you for specific examples of past performance. The basic premise driving behavioral (competency-based) interviews is that an applicant's recent, relevant past performance is the best predictor of future performance, in a similar environment. You can rest assured that a behavior-based interview question is directly linked to an important task or essential function of the position. When answering behavior-based interview questions, be sure to mention a SPECIFIC situation, or task, what you did, and how it turned out. Example: Interviewer: Give me a specific example of a time when you failed to complete a project on time, despite your best efforts. The interviewer wants to see

how you manage your time and "why" you failed to meet your deadline. Interviewers using behavior-based interviewing techniques will probe for additional details. Be sure to give concise, highly specific examples. Follow-up probes will often include questions like: "What was your specific role?" "How did you decide which task to do first?" "How did the outcome affect your company?" "What could you have done differently?" "How has that experience affected the way you conduct…today?"