Most interviews these days will involve both standard and behavioural type interview questions being asked of the candidate. Standard type questions including that such as ‘Why should we hire you?’ and ‘What makes you the best person for this role?’ and so forth. Behavioural questions, on the other hand, are asked of the candidate to find out the approach that they took in a particular situation to accomplish a task or handle a matter.
Certainly, the example is important and would even be great if it was relevant to the role being interviewed for, but on many occasions, candidates simply cannot think of any relevant examples which makes it so important to both prepare for an interview and think about how your experience relates to each of the job duties and/or the key selection criteria.
Examples of behavioural questions include:
“Can you recall a time when you had a disagreement with a fellow colleague. What was the disagreement and how did you seek to resolve it?”
One approach to answering this behavioural question is to first start off by talking about the importance of resolving disagreements/conflicts with colleagues and how it can affect the workplace. Then proceed with an example using the STAR format.
S – Situation: What your role/company was and what the issue was.
T – Task: What was needed to be done?
A – Action: What approach did you take?
R – Result: What was the outcome?
Client Centric Executive Employment Solutions is an Australian based business that assists with CV/Resume writing, addressing key selection criteria and covering letters to help you with giving your best foot forward to an employer. Please feel free to visit their website: www.clientcentric.com.au
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