Too many times when we think of interviewing, we are
overwhelmed with the thought of hundreds of questions that the interviewer might ask us.
We become concerned as to what constitutes a "correct answer". Usually there are
no "correct answers". In most situations, the interviewer is interested in the
appropriateness of your response to a task or situation and/or the process of
decision-making. Will the interviewer use behavior-based questions, and if so, what does
that mean? Behavioral questions are usually prefaced by
"tell me about a time when" or "give me a situation where".
Positive and negative questions will be asked. Many times students
are afraid of admitting to a time when they made a mistake or they experienced a failure,
but these situations usually result in extensive growth.
We never make that mistake again! Always be sure to demonstrate
growth and positive new ways of doing things.
Behavior-based interviews focus on specific skills, knowledge, and
ability to perform particular functions of the job. How do you make decisions? How
do you analyze a problem and resolve it? How do you use your communication skills with
others?
The company recruiters expect the candidate to be knowledgeable
about the organization; its products and services; geographic location and size of the
organization; the industry as a whole and its competitors. This information is used in
preparing questions for the interview that demonstrate knowledge and interest in the
company. Company information should also be used in responding to questions to demonstrate
your skills and abilities as they relate to the company’s needs. Remember the company
is interested in specific examples of situations where you made a difference by building
morale, productivity, and teamwork.
To begin your preparation, use the following general categories that
are of interest to an employer.
