Behavioral and Panel Based Interviews
 Where did Behavioral Interviews come from?
 What is the premise behind this type of interviewing?
 What are the interviewers looking for?
RESULTS vs. ACTIVITY LIST
Quick Tips
 Before the Interview
 Have a good understanding of yourself
 Research company
 Know job requirements
 Check your professional “presence”
 During the Interview
 Concise answers (STAR)
 Active listening
 Ask questions
 After the Interview
 Thank you email or letter
 Follow-up
Behavioral Interviewing Techniques
 Interviewer seeks to establish rapport
 Goal is to Ask open-ended questions
 Allow silence – Silence IS Golden
They will cross-examine to Seek Contrary
Evidence
 Use behavioral examples = Experiences
The Interview Model
Preparation
Evaluation
Open/Establish
Rapport
Closing
Information
Gathering
“You are Selling”
Information
Giving
“They are Selling”
Preparation
Desired Behaviors
Here's a list of typical behaviors that employers might be trying to get
at from job-seekers in a behavior-based interview.
Accountability
Leadership/Influence
Communication-Oral
Listening
Communication-Written
Motivation
Control
Negotiation
Analysis
Organizational
Participative
Attention to Detail
Safety Awareness
Sales Ability/Persuasiveness
Sensitivity
Strategic Analysis
Teamwork
Sensitivity
Decisiveness
Management
Delegation
Planning and Organizing
Development of Subordinates
Practical Learning
Energy
Presentation Skills
Entrepreneurial
Process Operation
Equipment Operation
Rapport Building
Insight
Resilience
Independence
Integrity
Initiative
Innovation
Judgment
Adaptability
Technical/Professional Knowledge
Technical/Professional Proficiency
Tenacity
Training
Work Standards
Fact Finding-Oral
Financial Analytical
Flexibility
Impact
• The Number One Quality Employers Are Looking For Is
What Other Qualities Should You Represent?
• Clear Vision
People who seem to understand the big picture; think LARGE
• Leadership
People who: Inspire, Motivate, Focus on Goal
Information Gathering
“You are Selling”
Questions Need Answers
Information Giving
Commitment to Personal and Professional Development
Evaluation
STAR
S
T
Describe the situation that you were in or the task that you
needed to accomplish. You must describe a specific event or
situation, not a generalized description of what you have done in
the past. Be sure to give enough detail for the interviewer to
understand. This situation can be from a previous job, from a
volunteer experience, or any relevant event.
A
Describe the action you took and be sure to keep the focus on
you. Even if you are discussing a group project or effort, describe
what you did -- not the efforts of the team. Don't tell what you
might do, tell what you did.
ituation or
ask
ction you took
R
esults you achieved
What happened? How did the event end? What did you
accomplish? What did you learn?
CAN - WILL - FIT

CAN the person do the job?
—Knowledge, skills and experience

WILL the person do the job?
—Confidence, commitment & motivation

Does the person FIT with the corporate culture?
•Be prepared for follow up questions
–Expand on your answers
–Clarify when interviewer seems unclear
Most interviewers will ask if you have any questions
–Make sure to have at least one ready
When asking questions…
Don’t
Do
Does