Ace your behavioural interview with the top 6 tips

Are you going for a job interview but nervous about how to handle the questions of interviewers? Don’t worry, we are here to excel in behavioural interviews.

What is a behaviour interview?

A behavioural interview is one of the most important techniques to assess the future work behaviour of candidates by analyzing their past performance. It is based on the idea that man is the result of his past, and the past is the best indicator of future performance. This technique uses this formula to analyze candidates.

In this technique, the interviewer asks questions based on previous experience and knowledge and analyzes the candidate’s skills, abilities, and behaviour. This method is more effective than other traditional methods because it provides a true, real-life experience of the candidate rather than relying on hypothetical situations. This method gives a real picture of the candidate to the interviewer and a better understanding of the job for the candidate. As it is based on experience, it reduces bias and puts all candidates on the same page.

Why does the company prefer behavioural interviews?

1. Behavioural interviews assess a candidate's experience and accomplishments, providing deep insight into their problem-solving and decision-making abilities and how they handle adverse situations.
2. An interviewer can evaluate a candidate's essential skills and abilities that are important for most positions, such as communication, teamwork, leadership, and adaptability.
3. Behavioural questions are designed to discuss specific examples from the candidate's work history rather than hypothetical scenarios or general answers because real-life scenarios have great learning experiences.

1. Candidates who can provide well-structured, detailed answers to behavioural questions facilitate the ability to think critically, organize ideas better, and communicate their experiences effectively, which has a positive impact on both the company and the employee.
2. Behavioural interviews generally reveal a candidate's level of self-awareness, emotional intelligence, and ability to learn from past experiences.
3. Questions and answers are structured in a good way and focus on actual past behaviour rather than subjective opinions or hypothetical scenarios, providing a better evaluation process. These are driving qualities for professional growth and development.
4. Behavioural interviewing also helps employers assess a candidate's alignment with the previous company and their value.

Top 6 Tips to Excel in a Behavioral Interview

1. The STAR (Situation, Task, Action, Result) Method: 

To get success in a behaviour interview, you just don’t need to explain your experience, but your response structure should be in a good manner. The STAR Method will help you excel at the method of storytelling. In this, you need to start by setting the situation you faced, followed by a task. Then describe the actions you took and the results you achieved through all your efforts. You can give an answer in quantity or statistics, which adds credibility.

1. Prepare for the Common Behavior Interview Question: 

While it’s impossible to predict every question the interviewer will ask, there are some common questions that you should prepare for. Here are some questions, like

• How do you handle stress and pressure in the workplace?
• How did you handle feedback and criticism?
• Can you describe any difficult situation you faced and how you overcame it?
• How did you handle your team?

1. Tell them about your experience in a proper manner.

You will need to narrate how your previous experience demonstrates your skills for the role. Take your time and think about difficult situations you've experienced in your career that demonstrate how your experience has helped you be a good fit for the company and the position you are applying for. Focus on your strengths and the lessons you learned from that situation, and make your answers convincing. Remember that a recruiter's assessment of your past behaviour can only be determined by the relevant details you share.

1. Ask questions of the interviewer.

An interview is not just replying to the interviewer's questions. Asking relevant questions about the company and role also shows your genuine interest, allows you to assess whether the position is a good fit for your goals, and has a positive impact on the interviewer. Ask about topics discussed in the conversation or aspects of the company or team you want to know better. Present yourself with a positive attitude and enthusiasm to serve the company with your 100%. Remember that if you value the opportunity and company as much as the employer values you,

1. Get key points from your resume

Please evaluate your resume to identify key points from your work experience that match the skills and attributes required for the job role. Choose recent and diverse examples from different projects or roles that present different challenges and responsibilities. Also, be prepared to disclose any challenges you faced and how you managed to overcome them. This exercise is designed to show your adaptability, problem-solving skills, and temperament in different professional scenarios.

1. Be authentic.

Authenticity is the main key in interviews. Be yourself during the interview and avoid exaggerating about your skills and experience, as this can lead to mistrust. Instead, be 100% honest about your answers. Interviewers appreciate candidates who are genuine and humble, not those who are boastful. By being yourself and showing your true abilities, you can gain the trust of the interviewer easily and increase your chances of getting the job. Remember that honesty and authenticity go a long way toward making a great impression.

What if you don’t have any job experience?

If you're a recent graduate or don't have work experience, you should still prepare for behavioural interview questions based on your academic, extracurricular, and volunteer experiences. When answering questions, use the STAR or CAR method to give a well-structured answer that highlights your skills and abilities. For example, you might discuss a time when you solved problems in a group project or handled a difficult situation with a teammate or family member. Also, be prepared to discuss your strengths and weaknesses. By presenting your abilities clearly and precisely, you can show interviewers that you have the potential and necessary skills to provide excellent service.

Behavioural interviews are structured and based on experience and learning to ensure equal opportunity for every candidate and reduce unconscious bias. They ask for specific examples of experience to assess candidates, and the STAR method is often used to answer these questions. For candidates with less relevant work experience, academic and extracurricular experiences can be used to demonstrate skills and abilities. Authenticity is key in interviews, and honest descriptions of your strengths and weaknesses are appreciated by interviewers. Preparation is important for behavioural interviews; identifying the competencies required and developing relevant stories can help candidates succeed.