1. Interviewing: Traditional versus Behavioral Method
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Interviewing: Traditional versus Behavioral Method

2. Amanda Osuna Accruent Recruiting Manager

3. 200+ certified interviewers
Accruent Practices
71+ trainees in process
200+ certified interviewers

4. What is traditional style interviewing?

5. Traditional Interviews
Hypothetical based questions
Gut feeling vs facts
Open ended responses

6. Traditional Interviews
Examples of traditional questions…
What would you do if…
What’s your greatest strength?
If you were in xyz situation, how would you resolve it?
Why do you want to work for us?
Where do you see yourself in 5 years?
What would your manager say about your work ethic?

7. What is behavioral style interviewing?

8. Behavioral Interviews
Questions based on past experience
Facts versus gut feeling
Responses that require specific examples

9. Benefits of Behavioral Interviewing for Employers
Uncovers actions candidate took to deliver strong or positive results in the past
May predict job performance more accurately for the future
Requires the candidate to think quickly on their feet
Shows whether or not candidate is a proper values fit

10. Benefits of Behavioral Interviewing for Candidates
ability to give examples about your actual work history
proof you’re a strong candidate for the role
provide more in depth responses to one question
eliminate unconscious bias

11. Behavioral Interviews
Examples of behavioral questions…
Tell me about the first job you had. What did you learn from it?
Describe a time you had a difference of opinion with a supervisor. How were you two able to reach a compromise?
Give me an example of a time you failed on a project. What did you learn for the next project?
Tell me about a specific instance where your job got too overwhelming. What did you do to prioritize and make sure you got everything done?

12. questions?

13. ACCRUENT IS HIRING!

14. Amanda Osuna Accruent aosuna@accruent.com 512-851-0077