Behavioral And Situational Interviews Questions

I am now going to look at five types of interview and approaches that can be taken for different reasons;

Please explain how your past personal and professional experience make you a quality candidate for the position for which you are applying.

Item description: This is a behavioral interview question requiring the applicant to express skill in judgment and decision making, skill in managing personnel resources, communication and speaking skills and ability to reason deductively.

Unstructured interviews tend to be unreliable and they are often not job related. These are going to be used to get a more general idea of what the individual is like. I will be starting off with these questions first then go into my structured questions.

However the interview method is both time consuming and costly. Particularly, the professional and managerial jobs due to their complicated nature of job, require a longer interview’ This may also be a possibility that bias on the part of the analyst and the job holder i.e., the respondent may cloud the accuracy and objectivity of the information gathered through interview. Nonetheless, the effectiveness of the interview method will depend on the ability of both interviewer and respondent in asking questions and responding them

A very popular, and useful, behavioral interview question is, “Have you ever had to handle a difficult situation, and if so, how?” When answering this question for interviews I call upon my first experience in a supervisory position. I had obtained my first retail job at seventeen. I was extremely satisfied with my job and got along with all my coworkers. After a few months of being a cashier an opening applied for a leadership position among the cashiers. I was promoted shortly after applying. Once I was given the position the store manager informed me that my main goal as a supervisor above the cashiers was to ensure that customers got the best possible experience when they visited. Unfortunately, one of my coworkers who also became a close

Behavioral interviews are described as having high validity, this is an interview based on having a panel asking the applicant to describe how they handled or performed certain tasks and situations. (Bethel, 2013). The interview process is designed to solicit answers that require the individual to recollect past experiences and present the interviewers with an insight as to how you handle situations. Some of the questions asked, “How would you handle working with a co-worker who does not perform up to company standards,”? “Describe a situation where you had to make a decision without input from your supervisor”? An accepted method for behavioral interviews is the STAR concept, this is questions of a situation, task, action, and result. (Kurian,

It is a behavioral question that gives insight to what type or work or environment is most important to you.

The interview would be a mix of pretest, situational interviewing and behavioral interviewing. Along with these, we would also mix an off the wall question to . This mix would give us a clear picture about the candidates abilities and decision making capabilities in varied situation. Being a branch manager in a bank could be a tedious job hence it is important to

Q. Have you ever resolved a dispute? What was the situation? What was the result?

Refer to Appendix and based on the data available, I would recommend that this company should use the structured interview method for future selection because the method has the highest utility compare with the other two selection methods. A higher utility indicates an increased validity of the method used, and this implies that the annual productivity of these selected applicants in average dollar value would increase thereby increasing the financial position of the company (pg.191). Structured interview method which is a standardized technique is the process of asking, collecting, and rating of the interviewees based on the information collected from them (pg.221). All the respondents are asked the same questions in a predetermined format and the essence of this interview method is to know and determine the past experiences and the qualities the interviewees are bringing into the company.

B) situational interviews are based on how an applicant might behave in a hypothetical situation

But when you 're asked behavioral questions, the interviewer is listening for specific examples of how you have handled situations or problems in the past.

Behavioral interviewing is a relatively new, but widely used mode of job interviewing. The behavioral interview technique is used by employers to evaluate a candidate’s experiences and behaviors in order to determine their potential for success. This approach is based on the belief that past performance is the best predictor of future behavior. In fact, behavioral interviewing is said to be 55 percent predictive of future on-the-job behavior, while traditional interviewing is only 10 percent predictive. The interviewer identifies desired skills and behaviors, and then structures open-ended questions and statements to elicit detailed responses. A rating system is developed and selected criteria are evaluated during the interview. Even if you don’t have a great deal of work experience, companies expect you to be able to relate past experiences – from undergraduate or graduate school, campus activities, volunteer work, membership in an organization, etc. – to the job for which you are interviewing (Bliga, 2016).

Competition has become very steep among job seekers today and it requires every one looking for a job to know what really the employers are looking in them before setting feet before any interview panel. This can help a candidate sell how they would be helpful to the organization. A candidate without knowledge of what the employer is looking for cannot communicate properly their qualifications to the employer and convince the employer why they are the most qualified candidates for that position. Understanding what the employer is searching for in front of the interview meeting is so that the hopeful can make sure to convey the majority of the data that is prone to be most important to the employer. Many studies that have been carried out