Page 71 - Boost Your Hiring

The Manager’s Hiring IQ Test 57

Test Two: Behavioral-Based
Questions (26–50)
Behavioral-based questions ask for specific examples from a candi-
date that reveal his or her past behavior on the job. Using past behav-
ior is a proven technique for accurately determining the future
performance or success of an individual. In other words, if the candi-
date did it before, he or she may do it again. This applies to both pos-
itive and negative behavior. If candidates were top performers in their
last job, the chances are good that they will be top performers in your
company.
The difference between a behavioral question and a general question
is that the behavioral question asks for a specific example. Behavioral
questions usually begin with a request such as, “Tell me about a time
when . . . ,” or “Describe a situation in which . . . .”
To reap the benefits of the behavioral style of questioning, you will
have to ask questions that require a very specific example of past be-
havior. You are basically asking the candidate to tell you a success
story.
An example of a behavioral question is, “Tell me about a time when
you solved a problem.” The key words here are “a time.” This answer
calls for a specific example of a specific incident.
Any candidate can claim to be good at anything, but when you ask for
an example of a detailed incident, you are asking for proof of past behav-
ior—an example of a time when the candidate actually did what he or
she is claiming. In other words, behavioral questions say, “Prove it by
giving me an example.”
There is a formula to be followed when asking behavioral questions.
You want the candidates to tell you:
• What the problem or situation was.
• What action they took to resolve the situation or problem.
• What the outcome or result was.

One way to follow this model is by asking the behavioral question in
three parts:
• Can you give me an example of a time when . . . ?

• I want to hear what the problem or situation was and what you did
about it.
• What was the result?

If the candidate fails to give these parts in his or her example, you will
need to probe further to get the whole story.

Copyright © 2007 by Carole Martin. Click here for terms of use.