Using behavioral based interview questions is a very popular and effective method for interviewing and screening applicants. But there is one challenge with it and that is that it can be tough or unclear how to develop and create the right questions when using this method.

What is Behavioral Based Interviewing?
This is a methodology that has been around for decades and the main premise for it is that the best predictor of future performance is the data that exist from past performance. With that logic, this process is to use questions that probe for how the applicant acted and performed in past situations.

Here are some examples of behavioral based interview questions:

Tell me about a time where you disagreed with something that management wanted you to do and what you did if anything.
Describe a sales deal that you lost and what you could have done differently to win the business?
Tell me about a time when you had a conflict with a member of your team and how you responded.

Benefits of Behavioral Based Interviewing
These types of questions provide extremely valuable data to the interviewer. The data will provide clues to how the applicant thinks and how they react in certain situations.

This information can be more powerful and helpful than very traditional questions like “Where do you see yourself in five years”. With this extra information, the interviewer is in a much better position to select the right person.

It is like watching a movie in color or HD compared to black and white or non-HD. Behavioral based interview questions provide much more detail to the picture and this can be the difference that leads to hiring the right people and building out stronger teams.

The Challenge with Behavioral Based Interview Questions
The only real downside to this method is that it can be a little more difficult or thought provoking to develop the right questions. They are often not the questions that might pop in your head when you are interviewing somebody.

If a company trains an interviewer on this methodology but does not provide the questions to ask, there can be some inconsistencies with how well the process of behavioral interviewing is utilized and incorporated. If someone tries to adopt on this their own but does not have clarity on how to develop good interview questions, they will not get everything that this process has to offer.

How to Make Creating Behavioral Based Interview Questions Easy
If you start by trying to think of the right questions a first step, it can be either difficult or you might not think of the right ones at first. A better place to start is to think about the qualities, characteristics, or attributes that you would like in your ideal candidate.

For example, you might know that for someone would be best positioned for success in a role if they have good communications skills, very analytical, self-starter, etc. When you know what attributes someone should have, you should ask one to three questions for each attribute.

It is knowing the attributes that you want that makes behavioral based interviewing easy.


InterviewScripter takes you through a process that helps you to develop behavioral based interview questions.