They are based on the discovery of how the interview acted in a previous job and the situations specific behavior related to it. The logic is how he behaved in the past?, Predict how they will behave in future performance. (more…)

This type of interview is a close relative of the behavioral interview. Questions used in situational interviews are directly derived from specific activities of the job. Applicants are asked these situational questions to evaluate how they might behave in the situation.

Example of a situational question:

A customer brings in a car for repair on Monday and is asked to return on Wednesday. The repair isn’t finished when the customer returns on Wednesday. How would you handle the situation as the service manager? (more…)

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. (more…)

Behavioral Interview Questions and Follow-up Probes

The following example asks the same question behaviorally. Make a decision when asked.

Interviewer:
Give me a specific example of a time when you had to work with a difficult customer?

Applicant:
I was working for an equipment rental company and I could see that one of the customers was really impatient. We were understaffed at the time. I was trying to run the cash register and help customers at the same time. (more…)