A behavioral interview is an interview method in which a job seeker is asked to provide an example of his personal involvement, where he presents specific characteristics or skills of interest to the interviewer. Situational interviews are a theoretical or hypothetical style. The interviewer gives an assessment of the applicant's behavior in this situation. The main difference between behavioral and situational interviews is that behavioral interviews focus on the applicant's past experiences and behaviors, while situational interviews focus on the applicant's response to specific situations. These two interview methods are often used in combination with each other.
The style of these interview applicants is tailored to the specific abilities required for a particular position, so applicants must also take the specific case as an example. Blurring must be avoided. These examples may be ordinary events in his life, not necessarily previous work experiences. These styles can be used to interview experienced applicants and fresh graduates.
For any style, the interviewer needs to determine the abilities he needs to fill the job. He must then examine the actual work-related situation, and these capabilities [or lack of ability] play a key role in their success [or failure]. A set of questions can be developed and built so that a fixed response can be avoided. After analyzing the work and determining the ability, a rating scale is also prepared.
For respondents, behavioral and situational interviews required him to be fully prepared and to draw concrete examples from his past experience to prove his abilities. He can check and list his assets and ideal qualities. He can also view the job descriptions of the positions he will be interviewing and try to suggest a list of jobs that may be needed. For these two lists, he can think of situations in which he has a positive effect. He should think about the problems he encountered in these situations and the steps he took to solve them. He should practice telling his "story", which should be concise and concise. This story should naturally appear, and the applicant should be prepared to have the interviewer interrupt him at a certain time interval and ask inquiry questions. Some of the common abilities that interviewers look for among job seekers are skills in decision making, problem solving, communication, negotiation, leadership, teamwork, and planning. He may also be asked questions about working under pressure, especially if he is applying for a sales position and is convincing.
For any type of interview, the applicant should conduct some research on the company he applied for. The company website may contain information that may be useful. If possible, the applicant should also get some information about who will interview him. Most importantly, in addition to behavioral and situational interviews, applicants should prepare for different styles of interviews.
Orignal From: Behavioral and situational job interview
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