Behavioral interviewing requires candidates to respond with specific examples of past experiences rather than generalized or hypothetical responses. At the root of this interview style is the belief that past performance is the most accurate predictor of future performance. Typical behavior-based questions begin with, “Tell me about a time when…” or “Give me an example of…” and require candidates to provide a complete, three-part response in a format known as SAR: situation, action and result.

While behavior-based interviewing is not a panacea for complex recruitment and retention challenges, it is a time-tested methodology for improving hiring results. It has been studied, evaluated and practiced for more than 30 years and is a central component of selection strategy at some of the world’s best known companies.

This type of interviewing technique is engaging and requires the candidate to go beyond the “yes/no” programmed response. It also allows the candidate to show their interpersonal skills – which may or may not be a requirement for the position you are hiring for. For example; if you are hiring for a clean room assembly line, where chattiness and talking are prohibited, behavioral interviewing would tend to reveal how communicative an employee is.

This interviewing type also has to be planned out in advance. Questions need to be though provoking for all types of applicants – and a listening ear is key for the person doing the interviewing. Some sample type of questions can be:

1. Describe a situation in which you were able to use persuasion to successfully convince someone to see things your way.
2. Describe a time when you were faced with a stressful situation and how you handled it.
3. Give me a specific example of a time when you used good judgment and logic in solving a problem.
4. Describe your goal setting process and how you meet them.
5. Tell me about a time when you had to use your presentation skills in front of a group.
6. Give me a specific example of a time when you had to conform to a policy with which you did not agree.
7. Please discuss an important written document you were required to complete.
8. Tell me about a time when you had to go above and beyond your job requirements in order to get a project done. What did you do and how were you recognized for it?
9. Tell me about a time when you had too many things to do and you were required to prioritize your tasks.
10. What is your typical way of dealing with conflict? Give me an example.
11. Tell me about a time you were able to successfully deal with another person even when that individual may not have personally liked you (or vice versa).
12. Tell me about a difficult decision you’ve made in the last year.
13. Give me an example of when you showed initiative and took the lead.
14. Tell me about a recent situation in which you had to deal with a very upset customer or co-worker.
15. Give me an example of a time when you motivated others.
16. Tell me about a time when you delegated a project effectively.
17. Give me an example of a time when you used your fact-finding skills to solve a problem.
18. Tell me how you handle making mistakes.
19. Describe to me how you give and take criticism.
20. Describe a time when you anticipated potential problems and developed preventive measures.
21. Tell me about a time when you were forced to make an unpopular decision.
22. Please tell me about a time you had to fire and/or discipline a co-worker (if applicable).
23. Describe a time when you set your sights too high (or too low).
24. What personality characteristics do you get along well with, and why?
25. Describe your proudest moment in life, and why?

Each of these examples can be tailored to the exact job you are hiring for. Depending of the time allotted, picking about 5-7 questions is a good sample and may give you enough feedback to make a decision. You can have more prepared, but pick your top 5-7 questions before you conduct the interview. Document the responses quickly – don’t spend the entire time during a candidate’s answer writing down notes; instead listen, watch their response for body language, and make a few notes on your interview form.

When used properly, behavioral interviews can reduce legal risks because all candidates are treated the same. All candidates are asked the same questions, assessed against the same set of job-related competencies, and rated using the same method regardless of who interviews them. Behavioral interviewing can also help a company increase the size and depth of its applicant pool because the method helps managers evaluate candidates who have little or no traditional work experience. You can choose to hire an employee based on their interview responses rather than their work history for entry-level jobs, and jobs that may not require prior work experience based on how your phrase your questions. This type of interviewing will be more insightful to the applicants you hire, and allow your company to make more comfortable hiring decisions going forward.