Karalyn Brown, owner of InterviewIQ, has over 10 years experience in public and private sector recruitment. She gets a real buzz out of seeing people succeed.

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Quick clicks

Q What's behind
   behavioural interviews?
Q How are you assessed
   in behavioural
   interviews?
Q Answering tell me about
   a time
Q How much detail should
   I give?
Q What if I can't think of
   an example?
Q Should I use a general
   example?
Q What if I can't provide
   examples based on a
   similar role?
Q Who runs interview IQ? 

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Do you have a job search question? Ask Karalyn for advice.
 

Behind Behavioural Interviews 

If you've just answered the question, "tell me about a time" then you'll most likely be facing a behavioural interviewer. So why is the interviewer asking you for a story? Behind  behavioural interviews is well founded research that past behaviour is a reliable predictor of future behaviour, that is what you've done in the past will predict what you do in the future. There are definite do's and don'ts when answering these questions. If you've found yourself struggling for an answer in the "past", then read on:

What's behind behavioural interviews?

Well constructed behavioural interviews come from some solid on the job research. A recruiter "benchmarks" top performers in a role, isolates in detail the competencies required to perform that role, then writes questions to allow the interviewee demonstrate those competencies.

How are you assessed in a behavioural interview?

You are judged on the "quality" of the example you provide. In general under each competency is a  a set of behaviours that the recruiter will tick off as you answer each question. You may be asked the same question in different ways to check that your skills are well developed and that you've used them consistently. You'll be rated the highest if you demonstrate all the behaviours required in each competency. Recruiters like this method of assessing people because it's structured and clear and a good answer is obvious to all.

The challenge for interviewers in this scenario is for them to elicit the best answer out of you to enable you to demonstrate your skills. Your challenge is to understand and clarify the intent of the question properly.

How do I answer "tell me about a time" in a behavioural interview?

The answer to this question is exactly that—it's a story. At the very least, the interviewer wants you to give an introduction, describe what you did and what happened in the end.

You need to be specific in answering these questions. Not what you would do. Not what you usually do. Not what you do every day. But something you have actually done, and preferably an example from your work environment.

Why such specifics? If you can provide recent examples that you can easily recall, you are actually demonstrating, rather than just claiming, you have the skills the interviewer is looking for. The more easily you recall these examples the more convincing you'll be.

How much detail should I give in a behavioural interview?

As you tell the story you need to provide detail about how you achieved something, but don't provide so much detail that you lose track of what you are talking about. Give enough to be credible which will reassure the interviewer you have the skills they are looking for.

So why the detail? A good interviewer will ask follow up questions if you haven't provided enough information, but a poor interviewer may not. You may miss out on a role because you have not showcased your full set of skills.

If you think you are providing too much detail, check with the interviewer. Or use your cue from the body language of the interviewer. If they stop writing, then it's a good idea for you to stop talking, and check back in.

I freeze in behavioural interviews. What if I can't think of an example?

It's not a great idea to pass on too many questions.

However it is easy to freeze up under the stare of an interviewer. Don't put pressure on yourself by trying to think of your best scenario. If you can't think of your best example, then think of your most recent. Many people take for granted the skills they use every day.

Can I use a general example if I can't think of a specific?

For a behavioural interview the short answer is no. It's too text book, and just not convincing. You could have made it all up.

What if I can't provide examples based on a similar role?

One of the beautiful things about behavioural interviews is that they allow you to showcase competencies. You may have developed these skills in a role unrelated to the position for which you are applying. So listen carefully to the question and provide an example that answers that question, regardless of where you have gained that experience.

Practice makes perfect in behavioural interviews 

Preparing for a behavioural interview is a very good way for you to determine whether you are the suitable for the role, or indeed, if you actually want the job.

Take a copy of the advertisement, or even better, the job description and look at the skills and experience listed. Think about where you have demonstrated those skills in your role. Describe what the situation was, what you did and what the outcome was. Practice with a friend, or better still, a professional.

If you find coming up with the examples easy, then you're likely to be a good fit for the job. If not, you may want to review your skills and your job search plan. Or consult a professional interview coach. They know exactly what recruiters are looking for and can let you know where you stand in comparison to the rest of the market.

Who runs Interview IQ
                                                                     
Karalyn Interview IQ is owned and run by Karalyn Brown.

Karalyn has over 10 years experience as a recruitment consultant and HR professional, which means she knows exactly what both parties are looking for.

She's coached at all levels within the public and private sector. Her clients include Accountants, Nurses, Marketers, Train Drivers, Ophthalmologists, Dermatologists,  Public Affairs Managers, Graduates, Project Managers, IT Specialists, Teachers, Lawyers, Journalists, Salespeople, Builders,  Aborists, PAs and EAs. 

Karalyn has used all the recruitment tools including behavioural interviews, assessment centres, role plays, aptitude testing, psychometric profiling and reference checking. If your interviewer is serious about hiring the best staff, you’ll be facing at least one of these in your search for a new role.

Karalyn regularly appears on abc radio on Tony Delroy's nightlife. She has been quoted as interview expert in CareerOne and written extensively on the recruitment industry for Recruitment Extra. She's been commissioned to write on a variety people topics for The Australian, The Sydney Morning Herald, Human Resources Magazine and Management Today. Karalyn's also offered career advice as "Ask Kate" on CareerOne and her job searching tips feature on the employment website www.byron.com.au. You can also join her resume group on Facebook: Last night my CV saved my life

Karalyn keeps her interview skills sharp by regularly sitting on interview panels for the public sector and recruiting staff for her own clients.

But by far the most important thing to know about Karalyn, is that she's been a candidate as well. So she’s well aware of what you’re going through right now.