How to behave in behavioural interviews and improve your interview skills

Behavioural interview tips and techniques

Do you want to improve your interview skills?

If so, you’ll you need to be able to answer the question – what is a behavioural interview?

Hopefully this post will help.

Behavioural interview questions often start with:  “tell me about a time,”  “describe a time” or “provide me with an example.”

The idea behind behavioural interviews is based on well founded research that past behaviour is a reliable predictor of future behaviour. So what you’ve done in the past, will predict what you do in the future.

If the behavioural interview is well constructed, the questions you are asked will come from some solid on the job research.

A recruiter may “benchmark” top performers in a role, isolate in detail the competencies required to perform that role, then writes questions to allow the interviewee to demonstrate those competencies.

That is best practice, but mostly not always the case.

However, it is safe to assume that the competencies you will see listed in an advert, you will be asked to address in a behavioural interview.

How are you assessed in a behavioural interview?

You are judged on the “quality” of the example you provide.

In general under each competency is a set of behaviours that the recruiter will physically or mentally tick off as you answer each question.

You may be asked the same question in different ways to check that your skills are well developed and that you’ve used them consistently.

You’ll be assessed highly if you demonstrate all the behaviours required in each competency.

Recruiters like this method of assessing people because it’s structured and clear and a good answer is obvious to all.

The challenge for interviewers in this scenario is for them to elicit the best answer out of you to enable you to demonstrate your skills.

Your challenge is to understand and clarify the intent of the question properly – and to present as many answers as possible relevant to the role that the interviewer can connect with.

STAR interviewing technique

You’ve probably seen this term many times before.

This is an easy to remember structure to help guide your answers.

So, how do you answer STAR questions: “tell me about a time” or “describe a time” in a behavioural interview?

1. 1. Describe the situation you faced (S)
   2. Describe the task that was presented to you (T)
   3. Describe how you handled that situation, eg: the action you took (A)
   4. Describe the result of your actions, eg: the result (R)

Think of it like a story where the interviewer wants you to give an introduction, describe what you did and what happened in the end.

You need to be specific in answering these questions.

Don’t say what you would do.

Don’t say what you usually do.

Don’t say “I do this every day.”

You need to describe something you have actually done, and preferably an example from your work environment.

Why am I being so pedantic about this?

Well, truthfully as an interviewer, it used to drive me bonkers when I had to prompt people more than twice for a real life actual specific example.

via GIPHY

But seriously.

If you can provide recent examples you can easily recall, you are actually demonstrating, rather than just claiming, you have the skills the interviewer is looking for.

The more easily you recall these examples the more convincing you’ll be.

Ninja STAR interviewing technique

Ok, so nailing the STAR technique is going to help put you ahead of many people.

But what I often find is while people understand the idea of the STAR technique, they still do a few things:

a) They skimp on one section. So, for example, they do not provide enough detail on the how they did something.

b) They forget one section. Typically I see people forgetting to say the result, or the benefit of that result to the organisation.

c) They assume the interviewer will know why the example they present is important.

Beyond giving complete answers, to really nail the interview you need to help the interviewer understand why the example you present is an important demonstration of your skills.

You can do this by being explicit in how you describe the situation you faced. By this I mean, really think about and discuss the challenges you faced in the example.

You also want to outline at the end, how the skills you are showing in the example you use, relate to the job you’re applying for.

How much detail should you give in a behavioural interview?

As you tell the story you need to provide detail about how you achieved something, but don’t provide so much detail that you lose track of what you are talking about.

Give enough to be credible which will reassure the interviewer you have the skills they are looking for.

If you are confused, remember interviewing does not need to be a one way interaction.

You can always ask the interviewer if they need more detail or how much detail they need.

If you think you are providing too much detail, check with the interviewer. Or use your cue from the body language of the interviewer.

If they stop writing, then it’s a good idea for you to stop talking, and check back in.

What if you can’t think of an example in a behavioural interview?

It’s not a great idea to pass on too many questions.

However it is easy to freeze up under the stare of an interviewer.

Don’t put pressure on yourself by trying to think of your best scenario.

If you can’t think of your best example, then think of your most recent – the one that is freshest in your mind.

Many people take for granted the skills they use every day, yet if you are doing these things every day, you may under rate your competency.

Can you use a general example in a behavioural interview if you can’t think of a specific example?

For a behavioural interview the short answer is no.

Try not to.

It’s too text book, and just not convincing.

You could have made it all up and you will sound just like the next person in line.

What if you can’t provide examples based on a similar role to the job you’re being interviewed for?

If you’re struggling too much to do so, it’s probably a sign that:

a) You need to do more preparation to understand the job, or:

b) You’re not a great fit for the role.

Here’s how to tackle this if you’ve been thrown a curve ball.

You may have developed the skills you’re being asked to demonstrate in a role unrelated to the position for which you are applying.

So listen carefully to the question and provide an example that answers that question, regardless of where you have gained that experience.

When you do this, you will need to explain how your answer relates to the role. So, what skills does this demonstrate that would be useful to the job?

If you are not sure whether you can present an answer from another context, ask the interviewer.

So, these are my top tips.

Putting these into practice is a completely different thing, and starts with great preparation.

If you want more help nailing your next interview, then download the free e-book below.

Or get in touch with me: karalyn@interviewiq.com.au.

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Need to get ahead of the pack for your next interview?

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