Behavioral Interview Questions by Competency: Team Work

Behavioral Interview Questions: Team Work

Team Work is the ability to share due credit with coworkers; display enthusiasm and promote a friendly group working environment.

  • Behavioral Interview Question: “Helping a team organize itself to get results is often a difficult thing to do. Tell me about a time when you had your greatest success in helping organize a team. What specific results were accomplished by the team?”
    Evaluating the candidate’s answer: Did the candidate help create a common goal/vision, and/or use a feedback/reward system, to coalesce a team? Were there an absence of team activity and/or use of pressure to achieve results?
  • Behavioral Interview Question: “The term ‘participative management’ has been used for years to describe a technique of building a team spirit by collecting suggestions from others. Describe a time when you used suggestions to build team commitment.”
    Evaluating the candidate’s answer: Did the candidate commit to productive participation by such things as asking meaningful questions, defining group authority and/or provision of adequate resources/time? Was there inexperience with, or rejection of, participative decision-making?
  • Behavioral Interview Question: “It is sometimes important to deal with a negative attitude to build team motivation. Give me an example of a time when you confronted a negative attitude successfully with the result of building teamwork and morale.”
    Evaluating the candidate’s answer: Did the candidate recognize a negative attitude in himself/herself or another person, have insight into its causes, and take constructive corrective action? Ws there a reaction to an attitude problem with little evidence for productive action?
  • Behavioral Interview Question: “We cannot do everything ourselves. Give me an example of a time when you dealt with this reality by creating a special team effort. Highlight the special aspects of the situation which best demonstrate your skill in this area.”
    Evaluating the candidate’s answer: Did the candidate use participative decision-making, goal setting, and/or constructive confrontation to build commitment to perform separate tasks in an integrated/productive way? Was there a directive/autocratic style in establishing team roles and supervising performance?

Behavioral Interview Questions by Competency: Perseverance and Commitment to Task

Behavioral Interview Questions: Perseverance and Commitment to Task

Perseverance and commitment to task is the ability to start and persist with specific courses of action while exhibiting high motivation and a sense of urgency; willing to commit to long hours of work and make personal sacrifice in order to reach goals.

  • Behavioral Interview Question: “We all have to make decisions on the job about the delicate balance between personal and work objectives. Give an example of a time when you had difficulty balancing your personal and work objectives. What did you do?”
    Evaluating the candidate’s answer: Did the candidate sacrifice time/plans/energy for the sake of a work objective, without compromising values or dignity? Was there resistance/low effort to make a personal sacrifice to reach a work objective? Was the candidate able to balance all objectives to his/her satisfaction?
  • Behavioral Interview Question: “Getting the job done may necessitate unusual persistence or dedication to results, especially when faced with obstacles or distractions. Tell me about a time in which you were able to be very persistent in order to reach goals. Be specific.”
    Evaluating the candidate’s answer: Did the candidate make an uncompromising commitment to a goal, as shown by long hours of work?
  • Behavioral Interview Question: “We both recognize that being successful takes more than luck. Hard work is necessary in order to achieve. Tell me about a time when you had to work very hard to reach your goals and be specific about what you achieved.”
    Evaluating the candidate’s answer: Did the candidate make an unusual commitment in order to reach an objective, reflecting both high effort and accomplishment? Was there a routine response to work demands, rather than self-directed effort?
  • Behavioral Interview Question: “Tell me about a time when you were able to provide your own motivation to produce even though you were working alone. What were the circumstances of the situation and how did you manage to motivate yourself?”
    Evaluating the candidate’s answer: Did the candidate have a performance strategy, which enhanced alertness, productivity, or efficiency? Was there compliance with a standard or requirement set by a team, manager, or organization?

Behavioral Interview Questions by Competency: Verbal Communication and Assertiveness

Behavioral Interview Questions: Verbal Communication and Assertiveness

Verbal Communication and assertiveness is the ability to clearly present information through the spoken word or written word; read an interpret complex information; listen well; Ability to maturely express one’s feelings and opinions in spite of disagreement; accurately communicates to others regardless of their status or position.

  • Behavioral Interview Question: “What have been your experiences in making presentations or speeches to small or large groups? What has been your most successful experience in speech making?”
    Evaluating the candidate’s answer: Did the candidate make a well-planned, tasteful presentation, perhaps involving use of visual aids, appropriate examples, and/or written speeches? Was there a lack of presentation experience, fear of public speaking, poor self-expression, and/or little awareness of presentation techniques?
  • Behavioral Interview Question: “Give me an example of a time when you had to be assertive in giving directions to others.”
    Evaluating the candidate’s answer: Did the candidate give firm, clear direction, perhaps with concern for another’s feelings? Was there an emotional reaction such as anger or anxiety?
  • Behavioral Interview Question: “Give me an example, taken from your experiences in report writing, preparation of memos, or general correspondence that illustrates the extent of your written communication skills.”
    Evaluating the candidate’s answer: Did the candidate describe professional skills in writing, including independent development of lengthy/creative/research documents or important business/professional correspondence? Were there activities, such as coding or preparation of documents, with little discretion on the candidate’s part?
  • Behavioral Interview Question: “What has been your experience in giving explanations or instructions to another person? Feel free to talk about your experiences in management, training, or coaching others.”
    Evaluating the candidate’s answer: Did the candidate make a clear, confident presentation in a manner consistent with the listener’s needs and abilities? Was there little preparation and/or fear/anxiety about the presentation?

Behavioral Interview Questions by Competency: Leadership

Behavioral Interview Questions: Leadership

Leadership is the ability to influence the actions and opinions of others in a desired direction; to exhibit judgment in lading others to worthwhile objectives.

  • Behavioral Interview Question: “Give me an example of how you have used your own personal qualities and appeals to lead others.”
    Evaluating the candidate’s answer: Did the candidate make a presentation with an emphasis on feelings rather than facts, perhaps using metaphors/examples/stories to express the feeling? Was there little skill in using another person’s emotions to influence his/her decision?
  • Behavioral Interview Question: “Communications and leadership go hand in hand. Give me an example of a time when your communication skills were powerful enough to enable you to influence the way others thought or acted, even in a very difficult situation.”
    Evaluating the candidate’s answer: Did the candidate prepare a message, with careful choice of words, in order to be effective in light of individual/situational needs? Was there some reluctance to communicate, an absence of preparation, and/or an overuse of authority?
  • Behavioral Interview Question: “Give me an example of a time when you used facts and reason to persuade another person to take action. Be specific.”
    Evaluating the candidate’s answer: Did the candidate make an organized presentation, making benefit statements, dealing with concerns, and/or asking for a decision? Was there little/superficial attempt to influence?

Tips for Telephone Interviews

Tips for Telephone Interviews

Phone interviews are quite common in the initial stages of interviewing job candidates. They save recruiters and candidates a lot of time.

Do not assume that phone interviews are easy just because you can sit comfortably at your home, you do not have dress up for the interview. Here are some tips to help your prepare for a phone interview.

  • Schedule the phone interview for a quiet time, possibly when you can give it your full attention.
  • Use a room where you can close the door and lock it. Avoid distractions or loud noises. Be in the room studying for the interview at least ten minutes in advance.
  • Have your resume next to the phone. Make sure that it is the same version that you had sent out to the recruiter.
  • Research the company and the job.
  • Prepare brief structures of your answers to major questions. Print them or write them in large letters and place them in front of you.
  • Have your questions ready for the interviewers.
  • Stand up. You sound better when you do.
  • Smile and talk with confidence. Talk a little more loudly than you would in a conversation. The phone robs you of some of your energy, because they cannot see facial expressions and body language.

Behavioral Interview Questions by Competency: Problem-Solving and Decision-Making

Behavioral Interview Questions: Problem-Solving and Decision-Making

Problem-Solving and decision-making is the ability to use a systematic approach in solving problems through analysis of problem and evaluation of alternate solutions; use logic, mathematics or other problem solving tools in data analysis or in generating solutions. Ability to take action in solving problems while exhibiting judgment and a realistic understanding of issues; Ability to reason, even when dealing with emotional topics.

  • Behavioral Interview Question: “Good problem solving often includes a careful review of the facts and weighing of options before making a decision. Give me an example of how you reached a practical business decision by an organized review of the facts and weighing of options. “
    Evaluating the candidate’s answer: Did the candidate use a process to define a problem and then identify/evaluate alternative solutions prior to taking action? Was there a routine, obvious, and/or speculative course of action, perhaps based on an inadequate review of information?
  • Behavioral Interview Question: “Enumerate the analytical tools with which you feel competent, and then give me an example from any time in your working history, which shows your ability to use analytical techniques to define problems or design solutions.”
    Evaluating the candidate’s answer: Did the candidate make an informed decision on which tool was best for a specific task, and use the tool with minimal supervision? Was there little actual use of the tool, even with supervision?
  • Behavioral Interview Question: “Even though you may be dealing with a complex problem, it is often important to use a common sense approach in making a decision; not all analytical solutions will seem practical. Tell me about a time when your common sense paid off for you.”
    Evaluating the candidate’s answer: Did the candidate make an effective decision, particularly in light of practical opportunities/constraints? Was there a lack of effectiveness and/or great inefficiency, perhaps accompanied by insecurity, resistance, rigidity, withdrawal, and/or dependency?
  • Behavioral Interview Question: “Solving a problem often necessitates evaluation of alternate solutions. Give me an example of a time when you actively defined several solutions to a single problem. Did you use any tools such as research, brainstorming, or mathematics?”
    Evaluating the candidate’s answer: Did the candidate develop alternative solutions to a problem based on a clarification of objectives and a review of facts/causes? Was there an obvious/standard solution or an autocratic solution, reflecting little specification of alternatives?
  • Behavioral Interview Question: “Solving problems requires more than good plans; it means taking action. Give me an example of a time when you were able to take meaningful action in solving a practical problem.”
    Evaluating the candidate’s answer: Did the candidate take action based on a systematic approach, meaningful review of facts/issues/timing, and willingness to commit to a solution? Was there impulsive action taken due to pressure instead of a practical analysis of what actions were desirable?
  • Behavioral Interview Question: “Having a good solution for a problem often entails more than just being intelligent. Often, exercise of good judgment is needed to complement logic in choosing a practical solution. Describe when you used good judgment in solving a problem.”
    Evaluating the candidate’s answer: Did the candidate systematically gather and evaluate information, and use priorities/practical circumstances to guide a decision? Was there avoidance/withdrawal from a problem or an uninformed/impulsive decision?
  • Behavioral Interview Question: “Often, extensive job training and experience are required to get the best results in decision-making. Describe, in detail, a situation in which you used your training and experience in making a decision, which required sound judgment.”
    Evaluating the candidate’s answer: Did the candidate review important/available facts/feelings, and then apply a principle learned in training? Was there little application of information learned in training to make a decision correctly?

Behavioral Interview Questions by Competency: Commitment to Task

Behavioral Interview Questions: Commitment to Task

Commitment to task: ability to start and persist with specific courses of action while exhibiting high motivation and a sense of urgency; willing to commit to long hours of work and make personal sacrifice in order to reach goals.

  • Behavioral Interview Question: “Tell me about a time when you were able to provide your own motivation to produce even though you were working alone. What were the circumstances of the situation and how did you manage to motivate yourself?”
    Evaluating the candidate’s answer: Did the candidate have a performance strategy, which enhanced alertness, productivity, or efficiency? Was there compliance with a standard or requirement set by a team, manager, or organization?
  • Behavioral Interview Question: “Some individuals have a strong sense of urgency about getting results–others are more relaxed and less driven in their approach to work. Give me an example of a time when you had a sense of urgency about getting results.”
    Evaluating the candidate’s answer: Did the candidate take immediate action directed toward a specific objective, so that non-task activities and interests were given low priority while productivity and efficiency were of prime importance? Was there little emphasis on effectiveness/speed/efficiency?
  • Behavioral Interview Question: “Getting the job done may necessitate unusual persistence or dedication to results, especially when faced with obstacles or distractions. Tell me about a time in which you were able to be very persistent in order to reach goals. Be specific.”
    Evaluating the candidate’s answer: Did the candidate make an uncompromising commitment to a goal, as shown by long hours of work? Was there compliance to routine work requirements, perhaps in a mechanical/uninspired/fatalistic way?

Behavioral Interview Questions by Competency: Analytical Problem Solving

Behavioral Interview Questions: Analytical Problem Solving

Analytical problem solving is the ability to use a systematic approach in solving problems through analysis of problem and evaluation of alternate solutions; use logic, mathematics, or other problem solving tools in data analysis or in generating solutions.

  • Behavioral Interview Question: “Thinking back over the last five years of your work, describe a situation in which you had to use mathematics to solve a complex problem. Take your time, remember a good example, and tell me all about it in detail.”
    Evaluating the candidate’s answer: Did the candidate show knowledge/skill in mathematics, perhaps deriving formulas, using modeling techniques, and/or conducting statistical analyses? Was there elementary skill in mathematics, requiring only basic addition/subtraction/multiplication/division?
  • Behavioral Interview Question: “To what extent has your past work required you to be skilled in the analysis of technical reports or information? Pick any specific experience, which would highlight your skills in this area and describe it in detail.”
    Evaluating the candidate’s answer: Did the candidate conduct a close review of detailed technical information, requiring a professional education or training to understand? Was there a superficial/ incomplete review of information, perhaps covering materials such as popular magazines?
  • Behavioral Interview Question: “What was your greatest success in using the principles of logic to solve technical problems at work? Be specific.”
    Evaluating the candidate’s answer: Did the candidate use inference/deduction to solve a technical problem, using tools of logic such as mathematics or computers? Was there little use of more than obvious facts/procedures for problem solving?
  • Behavioral Interview Question: “Describe a time when you were proud of your ability to use your mathematical knowledge or research techniques to solve a problem.”
    Evaluating the candidate’s answer: Did the candidate conduct/direct work which used research designs and/or statistics/mathematics? Was there use of only basic clerical skills/elementary mathematics as directed by someone else?
  • Behavioral Interview Question: “Solving a problem often necessitates evaluation of alternate solutions. Give me an example of a time when you actively defined several solutions to a single problem. Did you use any tools such as research, brain- storming, or mathematics?”
    Evaluating the candidate’s answer: Did the candidate develop alternative solutions to a problem based on a clarification of objectives and a review of facts/causes? Was there an obvious/standard solution or an autocratic solution, reflecting little specification of alternatives?
  • Behavioral Interview Question: “Give me an example of any time when you used tools such as survey data, library research, or statistics as important contributors to the definition of a specific problem.”
    Evaluating the candidate’s answer: Did the candidate have a primary role in research design, formal data collection, and interpretation? Was there acceptance of questionable information or assumptions, or over-dependence on others?
  • Behavioral Interview Question: “Enumerate the analytical tools with which you feel competent, and then give me an example from any time in your working history, which shows your ability to use analytical techniques to define problems or design solutions.”
    Evaluating the candidate’s answer: Did the candidate make an informed decision on which tool was best for a specific task, and use the tool with minimal supervision? Was there little actual use of the tool, even with supervision?
  • Behavioral Interview Question: “Tell me about a time when you were systematic in identifying potential problems at work. Feel free to display your analytical skills.”
    Evaluating the candidate’s answer: Did the candidate anticipate and identify a problem, then collect data and analyze it? Were there a lack of anticipation/preparation and/or use of a trial-and-error approach?

Behavioral Interview Questions by Competency: Customer-Orientation & Customer Service

Behavioral Interview Questions: Customer-Orientation

Customer-orientation is the ability to show care and concern for customers and make them feel valued; willing to deliver timely and reliable customer support and exceed customer expectations; Ability to create a customer-led orientation in a work group.

  • Behavioral Interview Question: “Describe a time when you chose to exceed, rather than meet, a customer’s expectations. Why did you do so, and what were the results?”
    Evaluating the candidate’s answer: Did the candidate identify a level of customer support to achieve and actively pursue it? Were there results below the customer’s expectation, or above expectation but due to other than the candidate’s actions?
  • Behavioral Interview Question: “Describe a time when you went way beyond the call of duty to ensure reliability and make sure your customer’s needs were met.”
    Evaluating the candidate’s answer: Did the candidate take proactive steps, such as making sure a product worked, double-checking delivery schedules, or identifying backup plans? Was there little management of a product/service, and/or little effort to make sure all details were in order?
  • Behavioral Interview Question: “All companies have some customers or accounts that are less profitable or more trouble than others do. Describe a time when you made such a customer feel highly valued, possibly leading to additional business.”
    Evaluating the candidate’s answer: Did the candidate show attention to the customer and clearly indicate the high priority of meeting the customer’s needs? Was there inattention to the customer, incomplete or inferior treatment, or a failure to prioritize his/her needs?
  • Behavioral Interview Question: “Describe a situation in which normal or planned turnaround time or delivery would be too slow for a customer’s needs. How did you address the customer’s needs?”
    Evaluating the candidate’s answer: Did the candidate take concrete steps to speed up delivery, such as rescheduling, or changing shipping approach? Was there lack of concern for the slowness, or little or superficial effort expended to correct it?
  • Behavioral Interview Question: “Describe a situation in which you converted a hostile or dissatisfied customer into a repeat buyer.”
    Evaluating the candidate’s answer: Did the candidate take proactive steps to gain the confidence of the customer, perhaps addressing necessary issues or focusing on approaches to improvement? Was there avoidance of the customer and a failure to address the issues?
  • Behavioral Interview Question: “Describe a situation in which you took initiative to create or improve a customer-led orientation in a work group you managed or were part of. How did you ensure success of this effort?”
    Evaluating the candidate’s answer: Did the candidate initiate a multifaceted approach, perhaps including education, values analysis, and/or measurement? Was there resentment of the customer or a belief that customer support was someone else’s responsibility?
  • Behavioral Interview Question: “Customers often need support in deciding exactly what they want. Describe a time when you invested time and effort in helping a customer evaluate his/her needs.”
    Evaluating the candidate’s answer: Did the candidate invest time/effort into meeting with the customer, including asking/answering questions and reviewing options? Were there little effort to help, brief/ forced answers to questions, and little initiative to explain options?
  • Behavioral Interview Question: “Describe a time when your care and concern for a customer was clearly manifested in the way you delivered your product/service.”
    Evaluating the candidate’s answer: Did the candidate attend closely to the customer’s needs, perhaps showing high attention to detail and/or following up on progress or results? Was there an absence of concern, evidenced by little management of the product/ service, perhaps with an assumption that delivery would take care of itself?