How do you run a behavioral interview?

Running a behavioral interview involves assessing a candidate's past behavior in various work-related situations to predict how they will perform in similar scenarios at your company. The goal is to evaluate soft skills such as communication, teamwork, problem-solving, leadership, adaptability, and cultural fit. Here’s a step-by-step guide on how to effectively run a behavioral interview:

1. Prepare for the Interview

Understand the Role Requirements:

• Review the job description and identify the key soft skills and attributes required for the position (e.g., leadership, collaboration, conflict resolution, time management).
• Align your questions with the values and culture of your organization to ensure the candidate will be a good fit.

Create a List of Behavioral Questions:

• Prepare open-ended questions based on the specific soft skills you want to assess. The most effective behavioral questions start with phrases like "Tell me about a time when..." or "Give an example of how you..."
• Use the STAR framework (Situation, Task, Action, Result) as a guideline to structure your questions and expect answers with clear examples of past experiences.

Example Questions:

• Teamwork: "Tell me about a time when you had to work with a difficult team member. How did you handle the situation?"
• Problem-Solving: "Describe a challenging project you worked on and how you approached solving the problem."
• Leadership: "Give me an example of a time when you took the initiative to improve a process in your team or company."
• Adaptability: "Can you describe a time when you had to adapt quickly to changes in the workplace?"

2. Set the Stage for the Interview

Create a Comfortable Environment:

• Start with a friendly introduction, welcoming the candidate and briefly explaining the format of the interview. Let the candidate know that you’re looking for real-life examples of their past experiences.
• Explain that the focus of the interview is on understanding how they handle situations and solve problems.

Example Introduction: "Thank you for joining us today. In this interview, we'll focus on understanding how you've handled certain situations in your past roles. I'll ask you to share specific examples of your work experience, so feel free to take a moment to think before answering. We're interested in learning about your approach to problem-solving, teamwork, and how you align with our company's culture."

3. Ask Behavioral Questions

Use Open-Ended, Situation-Based Questions:

• Ask your pre-prepared behavioral questions, one at a time, and give the candidate space to explain their past experiences.
• Listen actively and take notes to capture key details of their responses.

Encourage Detailed Responses:

• If the candidate’s answer is vague or too brief, prompt them for more details by asking follow-up questions like:
  • "What steps did you take to resolve the situation?"
  • "What was the outcome?"
  • "What would you do differently in hindsight?"

4. Listen and Assess Using the STAR Method

Assess for Specific Examples:

• Pay attention to how well the candidate follows the STAR structure in their responses. Ideally, they should describe:
  • Situation: The context of the example.
  • Task: What their responsibility or goal was.
  • Action: What specific steps they took to address the challenge.
  • Result: The outcome of their actions and what they learned.

Evaluate Key Soft Skills:

• As the candidate speaks, evaluate their answers based on:
  • Problem-Solving: How well did they assess the problem and create solutions?
  • Teamwork: How did they collaborate with others and handle conflicts?
  • Leadership: Did they demonstrate initiative and lead by example?
  • Communication: Were they clear and effective in their interactions with others?
  • Cultural Fit: Do their values and approaches align with your company’s culture?

5. Ask Follow-Up Questions for Depth

Probe for Deeper Understanding:

• If a candidate gives a superficial answer, ask follow-up questions to dig deeper into their thought process and actions. This helps you assess their critical thinking and reflection.
• Examples of follow-up questions include:
  • "What did you learn from that experience?"
  • "How did you handle the pressure?"
  • "How did your actions impact the team or project?"

Example:

• If the candidate describes a time when they worked with a difficult team member, you could ask, "What specific strategies did you use to resolve the conflict, and what was the long-term result of your actions?"

6. Allow the Candidate to Ask Questions

Gauge Their Interest and Fit:

• Toward the end of the interview, give the candidate an opportunity to ask their own questions. This can give you insight into their curiosity, interest in the company, and whether they have carefully thought about how they would fit into the organization.
• Example: "Do you have any questions for me about the team, the company culture, or the role?"

7. Close the Interview and Provide Next Steps

Wrap Up Politely:

• Thank the candidate for their time and participation. Let them know what the next steps are in the interview process and when they can expect to hear back from you.
• Example: "Thank you for sharing your experiences today. We’ll be in touch in the next few days to update you on the next steps."

8. Evaluate the Candidate Post-Interview

Review the STAR Responses:

• After the interview, review the candidate’s responses and assess how well they demonstrated the key skills and attributes you were looking for.
• Use a scoring system to rank their answers against specific criteria, such as teamwork, leadership, problem-solving, and cultural fit.

Consider the Overall Fit:

• Think about whether the candidate's behaviors, values, and experiences align with your company's culture and the team they would be joining.
• Discuss the candidate with other interviewers (if applicable) to gather different perspectives.

9. Common Pitfalls to Avoid When Running a Behavioral Interview

• Leading the Candidate: Avoid giving hints or leading the candidate toward a specific answer. Let them come to their own conclusions and share their own experiences.
• Being Too Vague: Ensure your questions are clear and specific. Vague questions can lead to vague answers.
• Relying on Hypothetical Questions: Stick to real-life examples rather than asking hypothetical questions like "What would you do if...?" Behavioral interviews focus on past behavior, which is a better predictor of future performance.
• Ignoring Non-Verbal Cues: Pay attention to body language, tone, and enthusiasm, as these can reveal a lot about the candidate’s confidence and engagement.

Conclusion

Running a successful behavioral interview requires preparation, active listening, and the ability to dig deeper into a candidate’s experiences. By asking well-structured, open-ended questions and assessing responses through the STAR method, you can gain valuable insights into how a candidate operates in real-world situations. This helps you evaluate their soft skills, cultural fit, and potential for success in your organization.

Good luck with your behavioral interviews!