by Linda Matias
The cornerstone of a companys success relies on the caliber of its workforce -- the smarter the workforce, the more successful the company. In an effort to find the perfect employee, recruiters have embraced behavioral style interviews as their interview of choice. This is because a behavioral-based interview is designed to make the candidates think on their feet since recruiters dont ask typical questions that can be easily prepared for in advance. For instance, Where do you want to be in five years?
During behavioral style interviews, recruiters will probe for specific details and ask you to recall successes and/or failures in your experience so they can easily assess your hands-on knowledge. This is why the behavioral style interview is tricky because it is difficult to anticipate questions, although not impossible.
Step One: Understanding what behavioral-based interviews measure
Behavioral-based interviews are designed to assess general core competencies (i.e., problem-solving, decision-making ability, conflict resolution) and competencies that are specific to your industry. For example, if you are a customer service representative, core competencies that recruiters will be interested in include customer retention, account management, and customer satisfaction.
Step Two: Comb job descriptions
Interviewing with companies doesnt have to be a mystery. Most companies spell out exactly what they want in the job description. Take the time...
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