(Of course, if “all” means two, that’s no big deal. There are lots of ways organizational shifts can happen. Plus, the way you handle one situation might not be a good indicator of how you’d handle another. Or, they had one bad experience with an employee, and they’re over-reacting in the interview process to make sure “THAT never happens again” (rather than, you know, just figuring out how to manage better). Working in an ICU setting is extremely fast-paced and it is essential to prioritize your tasks for the day. So if you could have answered about organizational change at school, or conflict with your peers on the intramural football team, we would have accepted those. But I read it to mean a lot more.). I can totally understand why an interviewer might ask those types of questions. (Like suggesting another tool. Good on them for doing their best to warn you, I guess? Sample Answer #1. * “I haven’t encountered that at work, but I had a similar situation at school/in a volunteer role.” One of the questions was, “tell me about a time that you had an argument about policy with a co-worker. managers and employees have different ideas about being productive, how to stay motivated when everyone else is on vacation, and more, updates: the constant screenshots, the wolf whistle, and more, update: my boss sent a chat message I wasn’t supposed to see — but it popped up on a shared screen, update: my boss refused to call an ambulance for an injured coworker, updates: the wedding invite, the creepy candidate, and more. All rights reserved. The best way to organize your behavioral answers is to use the STAR method (which is why behavioral interview questions are often referred to as STAR Interview Questions). I don’t know. You can pick whatever scenario you want. And I think it would just be a more interesting way to spend an hour for everybody. 7 project manager interview questions and answers 1. Discuss a workplace goal that was measurable and time bound. 3. … but in general, good interviewers will use behavioral questions to get a better sense of your work. When did that time ever happen? I wonder if this troublemaker ever sat in on interviews, or if they ever heard about the questions being asked, and recognized it as being about them. Safe to say while I know it’s another bullet dodged, it’s probably not the best interview tactic. I’ve used it to do Y in the past.” If they push hard and say, “But if you had to use Excel?” You’ve learned a lot more than just blank stare. It doesn’t all have to be the biggest project ever. Also, I think the media like to write headlines that say Florida Man. My issue was that the interview was comprised primarily of those kinds of questions, and very little about the technical nature of the job, and how what I would be doing would influence the direction and/or profitability of the company. Then they decide to come here for vacation and do crazy stuff. I love it and my coworkers! I still got the job though so I can’t have answered them too badly! The secret to perfect behavioral interview answers The secret to answering behavioral interview questions perfectly is to gather relevant examples from ALL your sources of experience … * a time you had to motivate a coworker(s) to do something without having formal authority I’m not sure I’d want to work for someone who can’t communicate, lacks imagination, and then blames others for both. I generally say that I try to see things from their POV and make sure I understand where they are coming from. A standard part of my interview prep is thinking of good examples for the most common “tell me about a time when…” questions, so I always find it weird when others are thrown by those same questions. For an entry level job after grad school, I was asked “Tell us about a time where you lead an interdisciplinary team.” I had no way of answering that. Rehearse your stories out loud. Well, the idea isn’t just to let the candidate tell the story and then move on to the next question. On the other side, you might get this behavioral interview question: “Can you describe a time when you failed to achieve a goal?”. (If they asked a half dozen questions about different conflicts I’d have a hard time, but each of my anecdotes has some elements of a lot of different parts so they work for a range of questions.). Give an example. The best way to prepare for and answer behavioral questions might be the STAR Method, a technique that helps your answers really shine—bad pun intended. A couple should be expected. My team would have killed him. I gave them a “light” simple example and they pressed me for more and wanted a “real” conflict example. Of course, not every story should be “I tried and failed”, but a couple of those make your other stories more believable. I mean, it’s not uncommon to be asked one or two questions about organizational politics, but having all the behavioral questions be about that is both weird and alarming. It is very hard to come up with answers to behavioural interview questions about teams, getting along with coworkers, or organizational hierarchy when you have mostly worked alone or not been in the work force recently. An effective answer is one where you spotlight your initiative, resourcefulness and drive to succeed. This might again act as a plus point for you. Was that really necessary? update: should I give up on job-searching in my new city and move back home? This is a popular interview question. I wish they would ask questions that require actual thought rather than reminiscing about history that may or may not be relevant to the job at hand. Describe a time when you missed a deadline. Have you ever convinced a manager to change direction on a project? We analyzed each question. Am I the only one who, when asked in an interview, “Tell me about a time when you. I also rehearsed answers to possible behavioral questions that would address my experience in this area (e.g., “tell me about a time you handled an angry client”). I agree with that Old Crow. I always feel like I’ve been put on the spot, in a life-or-death situation, and I just. I really like letting people know what they are getting into so will often also offer up details they may be too polite to ask questions about including work life balance and if there are a lot of politics in the job. My mind starts grasping for SOMETHING, ANYTHING to please, dear gods, be the right answer. Behavioral interview questions with example answers. I had a background very relevant to the job, and they probed that with… one question. This interview tactic can be tough, but it can also be a great opportunity to show a potential employer why he or she should hire you. Maybe they haven’t ever done X but are trying to answer the question to show gumption and a willingness to comply with what you’re demanding they answer despite the obvious fact they cannot? 20. Thank you Gwensoul! The company is about to merge with another. How deep is your IT security bench strength? Tell me about your proudest professional accomplishment. Currently at least fifty percent of the interviews I’ve had in the last four months have been focused on these questions. Here’s how to set yourself up for success. One technique for answering interview questions is called the STAR method, which stands for Situation, Task, Action and Results. For example, if the interviewee responds to all of those types of questions in the “politely assigning blame to everyone but themselves” I might have concerns about this person. and inevitably comes up with NOTHING. Needless to say, both were fired. Here is what the STAR Method stands for and how to apply it to behavioral queries: S = Situation. If I were faced with messy data like that on the job, I’d use a more appropriate tool than excel to straighten it out. (For example, ‘Tell us about a time you handled a sudden organizational shift. As Alison suggested, it’s totally ok to inquire why they’re asking those specific questions. (sigh) so it’s turnover adjustments. Florida only looks crazy because of our Sunshine laws that make most things public record. Am I supposed to have endured more bureaucratic drama at this stage of my career? For example, that coworker you think is an idiot — someone else feeling the same way you do might well have picked a fight or otherwise created tension between them and the coworker. behavioral interview questions are open-ended, so you can take them in a direction that presents you in the best light. The interview came across as a rigid process that HR dictated they follow. They can be giant or tiny. I look for answers primarily that surround communication difficulties and how it was resolved, or priority differences and how it was resolved. Best Behavioral Interview Questions and Answers. I suspect preparing to answer behavioral questions has actually made me better at my work in some ways, because it forces me to bring a critical eye to my day-to-day actions. Yes and no. They conducted the interview badly, but it’s not the fault of behavioral questions — it’s the fault of the interviewers who picked the wrong ones. The idea is to get away from hypotheticals (“how would you handle it if X happened?”), which are easy to BS your way through, and delve into how you really have operated. That does make perfect sense. Other than these few and thankfully infrequent instances, I haven’t had many issues with supervisors or coworkers. Describe a situation where you found yourself outside your comfort zone. Yeah. Tell me about how you worked effectively under pressure. To answer them, you need to learn how to craft compelling stories that fit … Share your thought process and explain how you tactfully communicated your concerns and feelings, but keep the focus on the positive outcome. Then you must describe how you handled the situation, and that answer must be one that impresses your interviewer. Here are some of the most common behavioral questions interviewers ask, and ways to answer them: 1. In a blue collar environment where most people are non-exempt, staying late equates to extra money at the rate of 1.5x normal pay. The best part about these questions is they let you have 100% control over the scenario. You must think back to your work experience and come up with specific times you exhibited the behavior. So when I’m asking about a time you had to deal with a change over which you had little control, I really want to know how you cope with random stuff coming and going and whether or not you’ve a) handled it before and b) have developed techniques/a certain amount of cynicism because that situation happens a lot in my field. Only worse. Well, you know what they say, right? Or it you continue to answer the question in terms of what your “team” did (say when I ask about a piece of policy work you’ve been involved in and ask for your role). What did you do? If the cost to service the client is repeatedly more than their order, maybe it’s better to cut your losses. In some cases, these were my own supervisors that I was training, which complicated things. The bottom line: Don’t view behavioral interview questions as curveballs meant to trip you up. In what context does it “show gumption” to answer a question with dishonesty? Do they have names? Some other common behavioral interview questions include: Other behavioral interview questions address circumstances you might encounter. With this question, the interviewer wants to see how you handle challenging ... 2. How did you do it? Every single example he gave ended with some version of “everyone else was wrong and I was right.” He wouldn’t have lasted 2 days in the role. It was clear from that question and others that they put zero thought into the interview process. Will I trigger your BS detector? Behavioral-Based Interview Questions 1 Adapatbility ... Tell us about a past experience that required you to be especially alert to details while doing the task(s) involved. I once had an all day interview with 6 different interviewers at 1 hour each that asked variations on this question. But they can be a good way to suss out how deep and diverse someone’s experience has been. They were always looking for people to volunteer to help at registration for events. I need more structure, so we worked together to develop an Asana project where he could add creative input when inspiration struck, and I had a central place for project notes to kee… . It may be that in fact you can cope with whatever seems to be the problem, but it’s -really- good to know what you’re in for. In a good interview, the behavioural questions will be relevant to the job. Think about how open you are to new ideas, how adept you are at finding common ground and what experiences you might draw upon to navigate complicated problems in the future. .” has their brain not just go blank, but go supernova? What were the results?’)”. Be as specific as possible. And if they HAVE done X, then they need to listen to the question I am asking – to talk about “a time” or “one example,” not what they “usually” or “generally” do – and answer it with a reasonable amount of clarity. I interviewed a couple of months ago in which the behavioral questions also focused entirely on how I’d cope with a toxic environment. Then, tell a single interesting story for each question that connects the dots for your listener. A good organization won’t be bothered that you asked. Maybe you’re good at acting respectful even when you think an idea is moronic; maybe you redirect the conversation to mutual goals… that sort of thing. My last interview had super weird questions like this. I think they might have been a little proud of it, actually? Yeah, this is what I do and I’ve also found that my anecdotes will work for questions I didn’t anticipate. Tell me about a time you… Here is what I did to resolve the situation.”. Honestly, I think a story that didn’t turn out great but taught a valuable lesson is actually a *very *good option to have in your back pocket for these questions. I never thought about that, but it makes perfect sense. Good questions would include some basics like “what is your understanding of this job?”, “how would you approach this job?”,but also more probing questions like “what perspective do you bring to this job that is truly unique, and how is it relevant?”, “what challenges might you encounter that could affect the success of this job?”, “how do you see the role of this company in the overall market for (our product/service)?”, “what would you change about one of our products if you could?, etc etc.