By Akshay Patel Brinda Majithia Karan Parmar Nilesh Patil Parimal Kulkarni Sanket Meshram Shriya Koul Yogendrasing

Patil

109 81 108 112 75 89 72 116

Introduction
Definition:

A behavioral interview technique is a job interview technique that is focused on discovering how an applicant acted in specific employment-related situations in the past. A thorough, planned, systematic way to gather and evaluate information about what candidates have done in the past to show how they would handle future situations.
-Herbert G. Henneman III

Traditional
are asked.

v/s

Behavioural
on the required skill sets.
Questions are based on

Straight forward questions Questions asked are based

Questions are based on

hypothetical situations in situations occurred in the the future. past. What would you do if What did you do when
Less interactive More interactive

Advantages
Evaluate Communicative or social skills
Selection among equally qualified applicants Determines compatibility between the applicant and the

organizational values
Past behavior can predict future job performance
Behavioral questions can establish a pattern of behavior

Disadvantages
Assumes one repeats behavior when faced with certain

situations > People do change supplemented

It does not give complete information , requires to be Relies on the interviewers ability to correctly assess the

answers objectively

Discomfort discussing personal experiences

Costing

Stages

Give an example of a goal you have achieved

A : Whatever goal had been set for me , I achieved it

B : My team has been consistently winning the

platinum performer of the year.

Have you been in a situation where you didn't have work to do?
A : I always found work for myself.

B : Whatever spare time we had, we conducted a

brainstorming , grooming sessions for all young management trainees.

You have been booked by police? What was it about?

A : No sir! It was not my mistake at all.

B : Yes sir! Actually I met with an accident where I

drove my car and got involved. But I took complete care of the persontook him to the hospital

What if we dont select you for the job?

A : But why? Sir I need this job very badly. Tell me

why.

B : I will try to improve on my negative points

Dos and Donts for Interviewer

Dos
Make the candidate

feel comfortable Allow for moments of silence Provide a timeline; Ask if candidate has any questions.

Donts Go unprepared Make a hiring decision

on gut instinct Lead the candidate to answers Use body language which shows disinterest Make any promises of employment, benefits, etc.