Presentation on theme: "Behavioral interviews are important to employers because: Past performance is indicative of future performance. If you have a track record of reacting."— Presentation transcript:
Behavioral interviews are important to employers because: Past performance is indicative of future performance. If you have a track record of reacting well to pressure, working cooperatively with others, and handling challenges, the employer trusts you will carry those skills into a new role. It’s their chance to get to know you better. Up until this point, they know you more or less by only your resume. You can convey personality and passion in a one-on-one interaction. Behavioral Interviews
– Tell me about a time when you worked effectively under pressure. – Give an example of how you worked on team. – What do you do if you disagree with someone at work? – Have you handled a difficult situation? How? – Have you had to convince a team to work on a project they weren't thrilled about? How did you do it? Common Questions
Research and brainstorm the night before – Find recent news articles or developments pertaining to the firm. The employer wants to see genuine interest, and it’s impressive if you know what’s going on with the company. You can also formulate a few questions to ask at the end of the interview. – Think about a variety of situations where you faced difficulties or had to work in a team. You are guaranteed to get asked about them, so know them well. Preparation
Make sure you actually answer the question being asked. Answer the questions with detail but without going overboard. There are no right or wrong answers. It’s all about the way in which you communicate your response. Keep in mind a few of the qualifications and expectations of the specific role you are applying for. If you can tie back your answers to them, you’re making it clear that you are a good fit for the job. Tips
Interviewers will often begin by asking you about your resume just to get things started. Make sure that you can stand by every line on your resume and provide an idea of what you did, how you did it, and what you got out of the experience. If you can’t do this, do not include it. Otherwise, you’ll already be off to a rough (and awkward) start! Warning!
Behavioral interviews aren’t meant to be a strictly static question-and-answer format. If the interviewer sees something on your resume that he or she shares as a common interest, or if you say something at any point that leads the interview towards a more casual conversation, go with it. This kind of rapport is invaluable and shows that you are someone with whom others at the firm can also easily communicate and work together. Final Note