Behavioral Based Interview Questions

Specific purpose associated with some agreed subject matter. Therefore, the interview is a highly purposeful task that goes beyond ordinary conversation and involves several approaches (Johnson & Christensen, 2008). This study will use a type of interview called the interview guide approach or semi-structured open-ended interview. In an interview guide approach, topics and issues to be covered are specified in advance in outline form, and the interviewer decides sequence and wordings (Johnson & Christensen, 2008).

The most effective questions tend to be behavioral, focusing on situations and experiences that the candidate is likely to face on the job, or that the candidate has faced in a prior position.

how the questions are answered. Your goal in choosing an interviewee is to simulate the interaction

Interview Questions for Any Position Initiative……………………………. ………………Page 2 Stress……………………………….. ………………Page 3 Motivation………………………….. ……………... Page 5 Goal Orientation…………………….………………Page 6 Attendance/Punctuality…………….. ………………Page 8 Creativity and Innovation………….. ……………... Page 9 Problem Solving/Analytical Skills….……………... Page 9 Career Ambitions…………………... ……………... Page 11 Ability to Learn…………………….. ……………... Page 13 Dependability………………………………………. Page 14 Flexibility…………………………........................... Page 16

The individual I chose to interview is Mrs. Felicia Colbert. She is a current assistant principal at my school. Mrs. Colbert’s experience familiarity extends from a classroom instructor to instructional educators as an assistant director. Her capability surpasses 15 years of service in and out the core content of science. Her experience in administration includes two years at middle school level and five years at a high school level as an assistant principal. I designated Mrs. Colbert as my professional to interview because I recently completed my administrator practicum under her supervision. Throughout those six months as an intern, I got to analyze just how much of an expert she is in administration leadership. Therefore,

3.Provide training on the appropriate questions to ask a potential candidate during job interviews. For example, an interviewer should not ask questions relating to race, color, religion, sex or national origin.

In the interview method of job analysis, the following questions are often asked of employees except

Evans, D. R., Hearn, M. T., Uhlemann, M. R., & Ivey, A. E. (2011). Essential Interviewing: A Programmed Approach to Effective Communication (8th ed.). Belmont, CA: Brooks/Cole.

Additionally, this study will involve the development of a survey instrument to examine interrogators attitudes

The traditional job interview is flawed as it can be loaded with softball questions that are easy to memorize (Grahram, 2007). In other words, the questions can be answered with canned answers, which if one is hiring for an actor it might be a good thing but not if the company is hiring for an engineer. For example, I happened to overhear an interview while sitting at Tim Hortons and one of the questions was where do you see yourself in five years with the company. Furthermore, traditional job interview do not work due to the interview bias; humans have a biological preference to seek out others like themselves (Heffernan, 2012) As Lazlo (2017) pointed out interview who are trained will make snap judgments when running the interview often in the first 10 seconds of the interview. Also, the traditional interview falls because of the interview technique, perception, and abilities to access the situation due to his or her ego may be more inflated than their abilities (Heffernan, 2012).

them, enjoy them and then want to purchase them in the future. We would associate this

We do behavior-based interview questions --- I suspect this is may have been true in 2001 as well. These questions are aimed at understanding how you have faced challenging situations, with the understanding that history is a good predictor of

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,

Behavioral interviews are used at several companies. Behavioral interviewing is used by employers to learn job applicants past behavior in certain situations. It is said that behavioral interviewing is a good way to predict future behavior and employers can also predict how individuals would act or react in hypothetical future situations. There are specific questions asked during a behavioral interview. Here is a list of sample behavioral based job interview questions:

Competency-based interview questions vary depending on the level of the candidate; if you are interviewing a