As on first dates, employment candidates usually put their best foot forward during a job interview, manipulating responses to reflect what they believe the interviewer is seeking. Learning about an employee’s true character and ability, then, is not easy. They may know all the right answers in an interview setting, but does the candidate really know how to apply that knowledge to the workforce on a daily basis?
Interview questions regarding past behavior are an effective way to learn about a potential candidate’s knowledge and attitude and ability to apply them to every day work functions. Candidates are likely to answer behavior based interview questions honestly as they require very specific details regarding personal and professional experiences that can’t be pulled from textbook memory.
The following behavior-based interview questions are both thought-provoking and insightful:
- Tell me about a time you had too much to do.
- A candidate’s response may give insight into their ability to multitask and manage stress.
- Have you ever worked under a supervisor you didn’t care for?
- How did you handle that situation? This question allows the interviewer to predict how the candidate will address conflict and treat authority.
- What are your strengths? How did you apply them to your previous job to achieve goals?
- The response to this question allows the supervisor to understand the candidate’s ability to apply knowledge to real life situations.
- What is your greatest weakness?
- How has it affected your performance in the past? A candidate’s ability to use a weakness to his or her advantage is a good sign of emotional strength and intelligence.
- Tell me about the last time you missed work.
- The past tends to repeat itself, so this question may provide an accurate indicator of future attendance.
- Tell me about the biggest challenge you have ever faced in a professional role.
- A smart candidate will show an interviewer how he or she applied emotional intelligence and strategy to a problem to produce a desirable outcome.
These interview questions allow an interviewer to imagine a candidate’s ability to contribute and react to the organizational environment, ultimately allowing the interviewer to make an informed hiring decision. Thoroughly screening both personal and professional references as well as ordering comprehensive criminal background searches are also important steps in making the right selection.
Disclaimer Statement: All information presented is for information purposes only and is not intended to provide professional or legal advice regarding actions to take in any situation.