How to behave in behavioural interviews and improve your interview skills

by K B , updated on November 11, 2020

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. 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.

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

Get our free e-book The 7 Deadly Sins to Avoid at Job Interview!

Deborah Barit wrote this book. She is one of Australia’s leading interview coaches.

To get your free e-book and some of our best interview tips direct to your inbox, simply click on this link.

Here’s what happy readers said about the e-book and interview tips:

“Deborah Barit is a very smart lady…She is good at figuring out what an employer is looking for. It’s like she has ESP, with her help in preparing, I found no surprises in a recent interview and I was prepared for every question….” Cathy, Leichhardt, NSW

“Because I read so many of your posts, I feel as if you were my personal employment coach. I start my new position in two weeks. I had so many obstacles to overcome and each day you posted a solution to my dilemma and how to improve my search. Thank you so much for your input and PLEASE continue to do what you do!”

Click here to get access to the e-book.

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Be a good target…how to get yourself headhunted

by K B , updated on November 11, 2020

Headhunters’ secrets on how to get headhunted!

“Where did you get my name?” If you receive a call from nowhere from a head-hunter, you’ll always ask this question. But you won’t get any real answer, from a professional head-hunter at least. They’ll never reveal their sources, or even discuss the job with you on the first phone call.

So what’s with all the mystery? Keeping things secret to make you feel specially selected is part of head-hunters tool box of techniques to lure you out from your office to meet them for an informal first coffee or chat.

So how do people get headhunted? Is there anything you can do to hit the radar? The good news is, yes indeed. The better news is here are a few ideas on how.

Be visible

A former colleague of mine has been head-hunted twice. He made an effort to be visible and social. He’d go to forums, lunchtime seminars or conferences in his industry and simply talk to people. When he wanted to be serious about his job search, he’d target the seminars that recruitment consultants had sponsored. His favourite tactic was to make sure his name, title and organisation were on all of the attendance lists of events. Many head-hunters scan these for contacts.

Give out your card freely

This same friend also swapped his cards freely at functions. Like any good networker he followed the networking maxim, if you give something out it may come back in a different way. When he received calls from one head-hunter about a role, if he wasn’t interested, he’d try to provide another person’s name. (Some from the cards he’d collected at events). That way he’d made a future ally of someone professionally useful in the long term.

Be well a well rounded professional

There is more to it than just being out there. Head-hunters will target you if you are well rounded in your career. The head-hunters I know seek people who have developed themselves and contributed to their industry. As starting points they may search the web for people who’ve published, spoken at conferences , perhaps volunteered their professional skills or even set up a blog.

Work

This one’s cruel I know and particularly unfair if you are out of a job. But I do know for a fact that you are a far more attractive target for a head-hunter if you are working. It’s partly psychological, from a sense that if you’re not working, there’s a reason for it, even though everyone knows good people out of work from time to time. It’s also partly a suspicion that you may be desperate, you’ll take anything. You are therefore not as desirable as someone who wouldn’t. Think of it as a bit like dating!

Put yourself online, but be aware of your presence

Whatever you put online is in the public domain. Many employers routinely check Facebook, Twitter, Linked In and the like. They know it’s wrong. They know there’s a legal minefield attached to potential discrimination issues, but they do it. What this means for you is that you need to manage your professional persona even on social networking sites. If you want to be searchable, keep your profile open. But keep it clean and keep it interesting.

Also be aware that many of the comments you put on these sites, go further than the sites themselves. Your comments can end up in Google searches, so do a vanity search and keep a regular eye on your profile and what your friends may post.

Many of the head-hunters I’ve spoken to say to Google your name and keep Googling. Put yourself in the mind of an employer who is digging for dirt.

Say yes

If a head-hunter asks you out for coffee say yes, even if you are not really interested. You’ll gather useful information about salaries and information in your industry and you’ll stay on their radar for other likely roles.

Don’t get too carried away with all the excitement

Again like dating there’s a dynamic here that starts with you being pursued. You feel desirable. You feel flattered. You forget to ask questions. But this is the stage that you should be asking all the questions you need to help you decide on the job.

You’re in a secure position in these early stages. You don’t have to move. So you can afford to be a little relaxed. Your part in this chase is actually to be “difficult to move.” You are instantly better at negotiation when you don’t have anything to lose.

Remember who’s paying

The client is paying the head-hunter to get you across the line.

The more professional head-hunter is making sure you’re the right fit and will answer all your questions. But there is still a lot of money at stake for the head-hunter. So that has to cloud any true objectivity. The fees they charge the client are enormous. And even though they may be paid a retainer for the search (which is supposed to eliminate the “sales” aspect), they will receive a hefty success fee at the end.

Some of the better head-hunters I’ve had dealings with, suggest you do your own due diligence on the role and the company, separate of what they say. Take notice of this. That’s a warning, directly from them, about them.

Act in good faith

I know I’ve said be aware of your value in this process. You need to. But don’t be unprofessional. Good head-hunters will start asking questions early about your salary expectations, package content and super. They will keep confirming this along the way. They are trying to present a realistic position to their client. While they are doing this, you should be doing your own research on the role, so you can establish all its worth to you.

Once you have agreement on salary and all the perks, unless something dramatically changes in the role, then that’s it. You’ll do yourself no favours if you suddenly up a salary demand at the last minute when an offer is on the table. Many people up the ante when they know that they’re wanted and the last in the race. However you will make the head-hunter look unprofessional to the client and you’ll look manipulative to the employer. If you’re still fortunate enough to be offered the role despite this, you start a role on the wrong note.

What’s the difference between a head-hunter and a recruitment consultant?

Professional head-hunters say they’re different from someone who’ll call you at your desk and launch into a conversation.  A professional head-hunter will arrange to meet you at a time of your convenience. They will answer all your questions readily and if they don’t know the answer, they’ll quickly find out.

You can tell the professionalism of a head-hunter by the quality of the questions they ask you, the closeness of their relationship with their client and that they will always make themselves available to talk through your concerns.

They will be discreet, interested in you, establish mutual interest before divulging the name of the client and not just talk to you about the job over the phone

And as I said at the start, a professional head-hunter will never tell you how they first found your name. One other reason is this. It could be too bizarre. I once helped a head-hunter source a senior manager for an accounting firm. He was listed on a website as the captain of the company’s touch football team. There was absolutely no way this manager would have agreed to a coffee with the head-hunter, if he knew how he we found his name!

If you’d like to be head-huntable, you may need to ramp up your online profile. Email karalyn@interviewiq.com.au or call Karalyn on 0439 595 687 to find out how.

For more information on resumes, read this:

Why a career objective on your resume is important
Watch out for these resume red flags
How long should a resume be?
Seven things you don’t know I know from reading your resume
Don’t make these top 10 resume mistakes

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