How can you conduct behavioral interviews?

1 Use the STAR method

The STAR method is a simple framework that helps you structure your behavioral questions and evaluate the answers. It stands for Situation, Task, Action, and Result. You should ask candidates to describe a specific situation or challenge they faced, the task or goal they had to accomplish, the action they took to solve the problem or achieve the result, and the outcome or impact of their action. The STAR method helps you focus on the candidate's actions and results, rather than their opinions or feelings.

2 Ask open-ended questions

Open-ended questions are important for behavioral interviews, as they provide insight into a candidate's thought process, skills, and competencies. Such questions cannot be answered with a yes or no and require more details and examples. For instance, a question may ask about a time when the candidate had to deal with a difficult customer, what project they initiated or led, or how they managed differences with someone who had a different style or approach. These questions allow you to explore how the candidate handled the situation, their objectives and how they achieved them, and the outcome of their actions.

3 Use probing questions

Probing questions are follow-up questions that help you understand the candidate's response more thoroughly and identify any ambiguities or gaps. These questions are valuable for verifying the facts, exploring the context, and assessing the quality of the answer. To illustrate, probing questions could include: How did you measure the success of your action? What were the main challenges or obstacles you faced? How did you handle feedback or criticism? What did you learn from this experience? And how would you do things differently if you had another chance?

4 Listen actively and take notes

Active listening is a skill that involves paying attention, showing interest, and providing feedback to the speaker. It is crucial for conducting effective behavioral interviews, as it helps you build rapport, understand the candidate's perspective, and identify key points. You should listen attentively, maintain eye contact, nod or smile, and use verbal cues such as "I see" or "That's interesting" to show your engagement. You should also take notes of the main facts, actions, and results that the candidate mentions, as well as any impressions or observations you have. This will help you remember and compare the answers later.

5 Rate the responses

Rating the responses is the final step of conducting behavioral interviews. It involves evaluating how well the candidate demonstrated the desired skills and competencies based on their answers. You should use a consistent and objective rating scale, such as a numerical or a letter scale, and assign a score to each question or skill. You should also provide a rationale or explanation for your rating, and highlight the strengths and weaknesses of the candidate. This will help you make fair and informed hiring decisions.

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?