Behavioral Evaluation

Early in the fall I had been to Campus hiring in few universities. The evaluation is 2 folds.

1)    Technical  Evaluation

2)    Behavioral  Evaluation

Being focused on operations in my  day to day work, I get to handle the Behavioral Evaluation.

Behavioral interview questions are a big part of most job interviews. Employers and hiring managers use these types of questions in order to get an idea if you have the skills and competencies needed for the job

The rationale is that if they know how you performed in the past it will help give a sense of how you might do in the future

For interviewers, asking behavioral interview questions is the most reliable way to get a sense of who the candidate is and how they approach their work. For candidates, strong answers to behavioral questions allow them to stand out from the pack and highlight their best qualities. Rather than simply asking candidates what they did in their jobs, behavioral interviewers ask candidates how and why they did it.

This approach is extremely effective at identifying unqualified applicants or those who exaggerate in interviews and on their resumes. The result is that more of the most competent and best-qualified candidates get hired. These questions can help you uncover a candidate’s approach to problems, conflict and stress, as well as illuminate values that are important to your company’s culture. 

Types of questions

1.    Teamwork Interview Questions

Most jobs require you to work with other humans. Before hiring you, a smart manager will want to find out, How well do they function in a matrix environment

• Are you easy to get along with? 
• Can you communicate effectively with different personalities / difficult personalities?
• Do you know how to push back diplomatically when necessary?
• Can you mediate disagreements?

2.    Leadership interview Questions

If people may be reporting to you (or you’re a project manager), then you should expect questions about your ability to lead and motivate others

This type of question can seem daunting. It requires a bit of bragging and many of us are not comfortable with “selling” ourselves.

Not to be humble, talk with Confidence and NOT show Cockiness.

3.    Handling Conflict  interview Questions

Why Interviewers Ask About Conflict

Some roles require a lot of interaction with clients or prospective customers (or challenging situations with other employees). The employer may ask for examples of how you handled tricky situations.

Unearths the candidate’s conflict resolution abilities. It also may illustrate how flexible the candidate is in adapting their expectations and/or behaving with humility to achieve a greater organizational goals.

4.    Problem Solving interview Questions

If the role requires creativity and critical thinking, then the employer may want to hear about challenging issues/situations that required some innovation or outside-the-box thinking

Here are just some of the competency areas that can be considered part of “problem solving:”

• Initiative — you step up and take action without being asked. You look for opportunities to make a difference.
• Creativity — you are an original thinker and have the ability to go beyond traditional approaches.
• Resourcefulness — you adapt to new/difficult situations and devise ways to overcome obstacles.
• Analytical Thinking — you can use logic and critical thinking to analyze a situation.
• Determination — you are persistent and do not give up easily.
• Results-Oriented — your focus is on getting to the desired outcome — solving the problem.

Exposes the candidate’s advanced customer relationship management skills, as well as tenacity in problem-solving. It also reveals how well they connect the dots between a problem and a have meaningful outcome. Even better if they can measure the results or articulate how their resolution contributed to longer-term gains.

5.    Biggest Failure interview Questions

More and more recruiters and hiring managers are asking failure questions. Whether you like it or not, you need to be prepared to have a good answer.

They know that everybody fails.

They ask this question to understand:

• Are you someone who can learn from failure?

• Are you self-aware enough to acknowledge your failure /weakness ? 

• Do you take smart risks?

• How do you view success, failure, and risk in general?

6.    Work Ethics interview Questions

Every hiring manager loves a hard worker. No matter the job or the industry or the experience level, they want to hire someone with a strong work ethic and a commitment to getting the job done.

•    Initiative — You look for opportunities to solve problems and make a difference.

•    Reliability – You show up when you say you’re going to show up and you deliver what you promise.

     Determination — You are persistent in the face of obstacles.

7.    Greatest achievement  interview Questions

What is your greatest accomplishment?

Every manager wants to hear about your “greatest hits.” They want to know you’ve left a trail of amazing accomplishments.

If your interviewer asks you this question, consider yourself lucky. It’s the perfect opportunity to talk about your most impressive experience.

Evaluate Candidate Responses for Each Question: Review the candidate’s responses to each question and decide if they truly answered the questions.

When evaluating candidates, it can be helpful to use a rating instrument. A rating instrument can consist of multiple categories (unacceptable, acceptable, and target), or even a simple numeric scale of 1 to 5 or 1 to 10. The rating instrument can be used for each answer provided by the candidate and can provide an easy way to see how many questions were answered on target or who had the highest scores.

With these guidelines is that you want to hire people who are creative, innovative, and willing to step outside of the box.

People with more analytical / methodical - are left brained

With more creativity / artistic - right brained

To hire anyone, you do need both. And, a candidate who can demonstrate creativity, while seeming to make logical decisions, is potentially a great hire.

The result is that more of the most competent and best-qualified candidates get hired.