The top ten behavioral based interviewing questions and why they are so effective.

People today are so sophisticated at taking interviews that it can be difficult to get beneath the rehearsed phrases and get to what really makes the person tick. Behavioral based questions that are of an unsuspected nature can reveal much about an individual. Watch for response time. By asking for specific examples of desired behavior you can discover a lot more about the candidate. Do they have to hesitate and conjure up an answer or does it come naturally? How do they handle stress? How well do they think on their feet? Are they more optimistic or pessimistic?

If you use this they should be used for all interviewees and in a structured format. Wait until you have asked all of your questions before you make a decision on hiring the individual.

1. Give me a specific example of when you have taken the initiative to get a job done. You want to find someone who seeks out and seizes opportunities, who is willing to take ownership of problems and go beyond the call of duty to surmount obstacles and create opportunity. Taking initiative, wanting challenge, and the enthusiastic tackling of goals is the greatest differentiator between A (top 10% of people available for the position), B (Next 20%), and C (middle 40%) players. The high initiative person will not hesitate to seize this opportunity to share this characteristic with you, the only challenge being which example to use.


2. Define how you view success and give me an example of when you have been successful. High achievers think about this all of the time and will have no problem giving you several definitions. B and C players will equivocate, wanting you to give them an idea of what you are looking for.


3. Share with me a time when you took the time to share another person’s achievement with other people. This can help you determine two issues. How helpful and selfless is the person, i.e. willing to put others ahead of him or herself. It can also give you a handle on how good a motivator of others this person may be. This can give you a good reading on their empathy for others.


4. What makes you different from other people applying for this position? A person who answers this question confidently and reasonably usually indicates someone with a healthy level of self-acceptance and courage. A person who answers it uncomfortably might not be up to the challenge of a tough job. Someone who uses this opportunity to regale you with tales of great accomplishments is probably a little too hung up him or herself to work well with a team.


5. What will your previous boss say was your greatest strength and area for improvement when/if I talk with him/her? Even if you don’t plan to call references this is a key question. Just thinking you will call makes the candidate hesitate and gives you a more accurate description of how they really see their strengths and areas for improvement. You might also ask: “What is your greatest weakness” or “What has been your greatest professional mistake and what did you learn from it?” What you are looking for from any of these three questions is how well the person can put a positive spin on something that could be seen as negative.


6. Define integrity for me and give me an actual example of when you have recently acted with integrity. You will be stunned to find that many people can’t define integrity for you or give you an example. An example of a good answer is: “I never cut corners and am consistent in what I say or do. To be successful I must have people trust me. For example…” Without ‘ironclad’ integrity you can’t build a climate of trust so essential to any high achieving team.


7. If you could go back in time and spend one year with anybody of historical importance, who would it be and why? This is a great way to determine what a person’s values are and the things they admire and respect.


8. If you had to describe yourself as a vehicle, what would you be? This really tests the person’s ability to think on their feet, and also their abstract thinking capability. I had one person tell me a hummer, because they find a way to get through any tough situation. Another told me, ‘since you said vehicle I would be a jet engine. It moves fast and doesn’t have rear view mirrors.’


9. Tell me one new thing you have learned in the last week? Month? Year? Hopefully the person can give you something they have learned in the last week! With such an emphasis on continuous learning and adaptability to succeed today you need to find people that are always improving their mind and capabilities.


10. Give me an example of the most innovative thing you have done in the last year. Again, fast moving organizations need people who are innovative adapters. Unless you have a very stable and routine position, the person’s success will be determined by how well they can adapt to new situations and ideas, so now is the time to find out how well they can do this!