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Understand what the interviewer needs – your performance history.
Most likely, during the interview, the candidate will be asked to provide some examples of past performance and behaviors. That is one of the reasons that majorities of the companies use the structured interview approach for interview.
Performance can be defined as factual evidence of what a candidate has said, done or failed to do in a given situation.
Candidate past performance is the best predictor of future performance. In addition, performance-based evidence provides a clearer picture of a candidate’s skills set and abilities.
With this mindset, the interviewer is focusing on gathering complete performance info from you during an interview about the situation or task, the actions you took and the results of the action for each situation.
Below are some of the examples of the behavior questions that may be asked during an interview.
1) Please give me some specific examples of things you have done on previous jobs, which demonstrate that you could meet and exceed our performance standards.
2) Think about a past project where you had to communicate large amounts of detailed info to different departments (including the departments oversee). How have you ensured communication was effective?
3) What have you done in your most recent position to manage your workload when you have been assigned multiple projects you need to manage simultaneously?
4) Please give me an example of where you had a conflict with a customer. What was it over and how did you handle it? What resulted from it?
5) Describe a recent project you were in charge of. Indicate how you organized that project and the impact of your organization on the outcome of the project.
Hope this helps.
Most likely, during the interview, the candidate will be asked to provide some examples of past performance and behaviors. That is one of the reasons that majorities of the companies use the structured interview approach for interview.
Performance can be defined as factual evidence of what a candidate has said, done or failed to do in a given situation.
Candidate past performance is the best predictor of future performance. In addition, performance-based evidence provides a clearer picture of a candidate’s skills set and abilities.
With this mindset, the interviewer is focusing on gathering complete performance info from you during an interview about the situation or task, the actions you took and the results of the action for each situation.
Below are some of the examples of the behavior questions that may be asked during an interview.
1) Please give me some specific examples of things you have done on previous jobs, which demonstrate that you could meet and exceed our performance standards.
2) Think about a past project where you had to communicate large amounts of detailed info to different departments (including the departments oversee). How have you ensured communication was effective?
3) What have you done in your most recent position to manage your workload when you have been assigned multiple projects you need to manage simultaneously?
4) Please give me an example of where you had a conflict with a customer. What was it over and how did you handle it? What resulted from it?
5) Describe a recent project you were in charge of. Indicate how you organized that project and the impact of your organization on the outcome of the project.
Hope this helps.
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