This Slideshare presentation is a partial preview of the full business document. To view and download the full document, please go here: http://flevy.com/browse/business-document/behavioral-competency-based-interviews-guide-242 By using this guide you will no longer evaluate job applicants based on general impression and random questions. You will evaluate applicants objectively using specific questions to test specific behavioral competences. This offers a comprehensive guide on how to systematically conduct behavioral interviews for job applicants. Choose from the list of interview questions and competences to test your candidates effectively. And evaluate applicants' competences using a rating scale. This guide provides market ready material and is already adopted by many top tier companies around the world. The secondary file contains an additional list of competencies and questions for reference.

1. Behavioral competency
based interviews
How to conduct structured behavioral
interviews to methodically and
objectively evaluate your candidates

2. Introduction
Business intellectual 3
Behavioral interviewing is based on discovering how the interviewee acted in specific employment-related situations. The idea
is that how he behaved in the past will predict how he will behave in the future. It also determines important aspects of
interviewee’s personality, attitude and ability to learn.
Prospect candidate often do exceptionally well in the behavioral interview. It is therefore necessary that the interviewer knows
how to effectively interview candidates and accurately evaluate their behavioral competences.
This document will help you:
 Conduct a systematic behavioral interview.
 Eliminate subjective judgment on candidates.
 Methodically evaluate each answer.
 Identify prospect candidates regardless of their technical skills.
In order to achieve the above, this document will:
 Provide a list of behavioral competences
 Show how to choose relevant competences to test in an interview
 Provide a clear set of questions for each competence
 Show how to accurately evaluate answers using pre-determined guidelines

3. List of competences
Analytical thinking Conflict resolution Innovation Persuasion
Adaptability Customer Service Integrity Presentation
Attention to Detail Decision Making Management Teamwork
Communication Initiative Delegation
Time
Management

4. List of interview questions
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It’s a job with constantly changing variables that requires adjustments to work
process.
Tell us about a situation in which you had to adjust to changes over which you had
no control. How did you handle it?
What do you do when priorities change quickly? Give one example of when this
happened.
How have you adjusted your style when it was not meeting given objectives and/or
people were not responding appropriately?
Adaptability
e.g. Project
management

5. List of interview questions
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It’s a job that mainly requires dealing with colleges, clients etc..
Describe a situation in which you were able to effectively "read" another person and
guide your actions by your understanding of their individual needs or values.
Describe a situation when you were able to strengthen a relationship by
communicating effectively. What made your communication effective?
Describe a situation where you felt you had not communicated well. How did you
correct the situation?
Communication
e.g. Deal
negotiation

6. List of interview questions
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It’s a job based on serving clients.
How do you handle problems with clients? Give an example.
How do you go about establishing rapport with a client? What have you done to gain
their confidence?
What have you done to improve relations with your clients?
Customer Service
e.g. Call center

7. List of interview questions
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It’s a job that requires proactive spirit to be productive.
Give some instances in which you anticipated problems and were able to influence
a new direction.
What changes did you initiate and implement at your most recent place of
employment?
Describe a project or idea that was implemented primarily because of your efforts.
What was your role? What was the outcome?
Initiative
e.g. Business and
market
development

8. List of interview questions
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It’s a job of a sensitive nature and usually involves sensitive information.
We work with a great deal of confidential information. Describe how you have
handled sensitive information in a past work experience. What strategies did you
utilize to maintain confidentiality when pressured by others?
Give examples of how you have acted with integrity in your job/work relationship. If
you can, tell about a time when your trustworthiness was challenged. How did you
react and/or respond?
On occasion, we are confronted by dishonesty in the workplace. Tell me about such
an occurrence and how you handled it.
Integrity
e.g. Jobs with
security
clearance

9. List of interview questions
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It’s a senior job that requires managing people.
Do you consider yourself a macro or micro manager? How do you go about
delegating work?
What was the biggest mistake you made when delegating work?
How do you manage cross-functional teams?
Delegation
e.g. Team leader

10. List of interview questions
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It’s a job that requires communicating information or speaking in conferences.
How do you prepare for a presentation to a group of technical experts in your field?
How would you describe your presentation style?
Tell us about the most effective presentation you have made. What was the topic?
What made it difficult? How did you handle it?
Presentation
e.g. Knowledge
transfer
professional

11. List of interview questions
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It’s a job that involves executing simultaneous functions.
Describe a situation in which you had to arrive at a compromise or help others to
compromise. What was your role? What steps did you take? What was the end
result?
Describe a team experience you found disappointing. What would you have done to
prevent this?
Describe the types of teams you've been involved with. What were your roles?
Time Management
e.g. Cross
departmental
work

12. Answer rating scale
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0
1
2
3
4
5
Candidate applies competence in extremely difficult situations,
he/she is an expert.
Candidate applies competence in very difficult situations,
requires little or no guidance.
Candidate applies competence in difficult situations, requires
occasional guidance.
Candidate applies competence in barley difficult situations,
requires frequent guidance.
Candidate applies competence in very simple situations, requires
extensive guidance.
Candidate gives unrealistic answer and/or display negative
behavior.

13. How to evaluate competences
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Adaptability
 Stays calm in face of difficulties.
 Develops strategies, not plans (i.e seeks alternative options in case things don't
go as expected without deviating from project scope).
 Thinks quickly and responds to sudden changes.
 Keeps a positive attitude towards all courses of action.
 Reprioritizes workload when faced with unexpected changes
Attention to
Detail
 Analyzes a problem/task patiently.
 Explores all elements of a problem before taking action.
 (Naturally conscious about work specifics).
 (Is sometimes a perfectionist).

14. How to evaluate competences
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Customer
Service
 Acquires thorough knowledge of relevant product/service/process.
 Treats customers with a friendly and helpful attitude and is always positive.
 Helps customers efficiently,
Decision
Making
 Makes decisions logically.
 Evaluates options systematically.
 (Experienced in effective decision making).
 Learns from past mistakes and refine his decision making process.
 (Not reckless).
 (Has a strong and rational attitude).
 (His decisions can be influenced by arguments not by appeals).

15. How to evaluate competences
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Management
 Develops and leads a team.
 Organizes effectively work plans.
 (Firm and assertive).
 (Does not bend easily to suggestions or appeals).
Delegation
 Appreciates the necessity of delegation.
 Identifies subordinates that are capable of handling delegated tasks.
 Makes best use of his team.
 Acquires the big picture of work plan.
Persuasion

16. How to evaluate competences
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Teamwork
 Knows what makes a team successful.
 Cares about team results, not only satisfied with accomplishing his own tasks.
 Takes responsibility for team mistakes; doesn't throw the blame around.
 Assists colleagues in their tasks when necessary, even if the workload distribution
is unfair.
Time
Management
 Monitors progress done by colleagues working in the same project.
 Manages large workload, distributed on several tasks.
 Determines priorities in scheduling his time effectively.
 Determines the reasonable amount of time required for each task

17. Interview case scenarios
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 Scenario 2: the interviewee gives an incomplete answer, the interviewer asks for details.
Give an example of how
you have been successful
at empowering a group of
people in accomplishing a
task.
I once led a team of four members
working on a university project to
write a comprehensive business plan
for an ICT business idea. We
successfully finish the project before
deadline and receive a very good
grade.
How did you ensure
effective cooperation
between the team members

18. References
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Content references
http://apps.opm.gov/adt/contentfiles/siguide09.08.08.pdf
http://new.sipa.columbia.edu/sites/default/files/Interviews-Behavioral.pdf
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