Interviewing: Traditional versus Behavioral Method HIREDTexas Interviewing: Traditional versus Behavioral Method

Amanda Osuna Accruent Recruiting Manager

200+ certified interviewers Accruent Practices 71+ trainees in process 200+ certified interviewers

What is traditional style interviewing?

Traditional Interviews Hypothetical based questions Gut feeling vs facts Open ended responses

Traditional Interviews Examples of traditional questions… What would you do if… What’s your greatest strength? If you were in xyz situation, how would you resolve it? Why do you want to work for us? Where do you see yourself in 5 years? What would your manager say about your work ethic?

What is behavioral style interviewing?

Behavioral Interviews Questions based on past experience Facts versus gut feeling Responses that require specific examples

Benefits of Behavioral Interviewing for Employers Uncovers actions candidate took to deliver strong or positive results in the past May predict job performance more accurately for the future Requires the candidate to think quickly on their feet Shows whether or not candidate is a proper values fit

Benefits of Behavioral Interviewing for Candidates ability to give examples about your actual work history proof you’re a strong candidate for the role provide more in depth responses to one question eliminate unconscious bias

Behavioral Interviews Examples of behavioral questions… Tell me about the first job you had. What did you learn from it? Describe a time you had a difference of opinion with a supervisor. How were you two able to reach a compromise? Give me an example of a time you failed on a project. What did you learn for the next project? Tell me about a specific instance where your job got too overwhelming. What did you do to prioritize and make sure you got everything done?

questions?

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Amanda Osuna Accruent aosuna@accruent.com 512-851-0077