Behavioral questioning as a topic is rarely discussed. Only a few people know about it. Less limelight does not mean anything less important in any way. These are frequently asked in personal interviews. The questions assist recruiters in assessing a candidate's experience and abilities in the simplest way possible. If you're not used to answering these kinds of questions, you could hit a stumbling block. These types of problems necessitate proper planning ahead of time. Otherwise, one can begin rambling because they are unsure how to proceed. This means that a prospect is no longer a possibility.
Recognizing the questions
When a vacancy or opportunity becomes available in an organization, the recruiting manager's job is to find the ideal candidate for the advertised position or opening. As a consequence, his job is to assess the candidates' desired abilities and expertise. Managers are trained to ask behavioral questions to candidates to observe their responses.
These questions can be differentiated by their type.
These are depicted below.
(1) Tell me about a time when….”
(2) Describe a situation when…..”
If you observe these questions, you will note that the best way to answer them is to rely on previous experiences. To present your case, you must tell them a suitable tale about a similar scenario. If you are not well-prepared with ready stories, you would be unable to draw them on the spot for fast comparison. Often you want to skirt the topic or cut corners. But it's all for naught.
Preparing the questions
It is said that knowledge is power. You may also achieve such knowledge by going through the job description over and over again minutely. It holds the secret to all of the puzzles. For eg, a company is looking for a graduate trainee in marketing and sales. Then, one should be ready to handle behavioral questions dealing with sales & marketing in the past. Similarly, you should draw your stories from your graduation days. You would be able to discover out if you did some volunteer work in college with event marketing. Similarly, you can quickly draw anecdotes from your teamwork experiences when serving in different teams during your college days. The only thing that matters is that you were exposed to such a situation and that you learned from it. The lesson could be a huge success or a complete disaster. However, no story is a negative story. You should also present the points that you failed and possible changes that should be made.
I was asked similar questions when interviewing for the position of assistant professor at Dibrugarh University. The recruiters inquired about how I would approach drawing lessons (graphics) in the B.Tech program. I told them that I was taking a subject called Machine Drawing in 3rd semester already at GIMT ( where I was working at that time) that was more or less similar to graphics and if I needed to teach the students, I could easily read the subject matter quickly and brush up on my skills. This seemed to convince them. People generally dislike teaching graphics because it is very exhausting. However, in interviews, you cannot express your displeasure with handling anything that would be seen as a fault. You have to send a positive vibe at any cost.
Better research means better preparation. In the olden days, kings used to dispatch spies to every nook and corner of their country and kept tabs on the goings-on so that there were no surprises. This was an excellent preventative measure for dealing with any eventuality. That was good research in those days. Currently, in a job-hunting setting, we may say that one would do extensive research on the business profile and its potential ventures. You will do adequate research on the firm by simply looking for it online. There will be company-related information and news that you will use during the interview. You should also request assistance from alumni in this respect. To obtain more detailed details, you can contact them online or by phone. One more useful technique could be reaching out to the people in the company through various social media platforms such as LinkedIn and Facebook (Social Networking). The key goal is to collect as much information as possible to shape an opinion about the questions. One should not shy away from asking. I recall the story of Dorothy Parker, a well-known New York writer. During her younger years, she used to compose poetry and send them to magazines. She was regularly turned down by publishers. Fortunately, she landed an interview with Vanity Fair magazine. She went straight to the publisher and showed him her poem. She inquired about jobs. Even though she was turned down, the publisher kept her name in view. When the editor of Vanity Fair launched another publication named Vogue, he sought her out. She would not have had the job if she had not asked for it. The moral of the story is that we must continue to strive and engage with people and solicit advice and feedback. However, one should avoid being annoying or distracting.
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