No matter the role you’re interviewing for, companies want to know that you’re curious, hard-working, and most importantly, a good fit for their team. The behavioral interview is a way to gauge if your past experiences, current interests, and future goals align with the company’s needs.
Hired and SheCanCode are here to help you build confidence in this part of the process with our new guide.
What is a behavioral interview?
Behavioral interviews specifically evaluate a candidate’s past behavior to predict their future performance in the prospective role.
Expect questions like, “Can you tell me about a time when you faced a conflict while working on a team?” or “Describe a situation when you had to use your leadership skills to resolve an issue.”
Get more insights into the kinds of questions to expect in the eBook and this blog.
Situational versus behavioral interviews
Unlike traditional interviews, which focus on hypothetical scenarios or inquiries about qualifications and skills, behavioral interviews dig deep into your past experiences.
In a situational interview, you might be asked, “What would you do if you were given a project with a tight deadline and limited resources?” The goal is to understand how you would handle potential scenarios in the future, rather than analyzing how you’ve handled situations in the past.
Why behavioral interviews matter
The primary purpose of a behavioral interview is to assess whether you have the capabilities to excel in the role. These types of interviews are based on the premise that past behavior is the best predictor of future behavior.
By analyzing your responses, interviewers identify patterns, understand how you approach problems, deal with challenges, or collaborate with teams. They’re not looking for the “correct” answer. Instead, they want to understand how you think, operate, and react in various scenarios.
Behavioral interviews help employers get to know who’s behind the resume and uncover the skills they know the job requires. They capture insight into your problem-solving skills, adaptability, communication abilities, leadership qualities, and other key characteristics.
While your technical skills and qualifications might get your foot in the door, your behavioral competencies often determine whether you’ll fit into the company’s culture and perform well in your role.
Behavioral interviews and the hiring process
Behavioral interviews typically happen during the later stages of the hiring process, often during the second or third round of interviews. Typically, a hiring manager or someone who has a deep understanding of the role and its requirements conducts behavioral interviews in those stages.
However, the timing of the interviews varies depending on the company and the specific job role. Some organizations may have a behavioral interview right off the bat. In this case, you’d likely be interviewed by the recruiter.
Whomever your interviewer may be, they’re seeking a well-rounded perspective on your behavioral traits and potential fit in the company.
But don’t get too nervous – Hired and SheCanCode are equipping you with everything you need to ace your next behavioral interview!
Source: Talent Acquisition - hired.com
