3 mistakes to avoid in a behavioral-style interview

There are a variety of interview types that an employer can use to evaluate a candidate. Some of the more common types include behavioral interviews, technical interviews and case studies. Behavioral interviews examine your past behaviors to determine how you could potentially perform in the future. Technical interviews measure your technical ability and knowledge. Case study interviews allow employers to assess your problem-solving skills in a specific situation.

This article will focus on how to prepare for behavioral-style interviews by addressing common mistakes you should avoid.

Mistake #1: Not using the STAR Method

A behavioral-style question typically asks “tell me about a time when…” Once you hear this question it’s time to activate your STAR! The STAR method is a process that helps organize how you respond to questions in behavioral-style interviews. STAR is an acronym for situation, task, action and result. To successfully answer a behavioral-style question, it is important that your interview responses incorporate each part of the STAR. Here are a few questions to consider as you prepare for your interview:

Situation – What was the background or the situation?

Task – What was YOUR (not your team) specific goal or task?

Action – What actions did YOU (not your team) take to achieve your goal?

Result – What happened as a result of your actions? Can you quantify it?

Note: It’s okay to highlight your team, but remember that you are being assessed on your skills, not those of your team. This is your time to shine!

Mistake #2: Not understanding the difference between good versus great examples

When you respond to any question in an interview, it is important that you pull from great examples. What’s the difference between good and great? A good response may answer the interview question, but a great response takes into consideration the specific skill that the interviewer is seeking and confirms your ability to drive strong results in that area.

Note: Using numbers or metrics to quantify your results helps the interviewer to understand the magnitude of your actions.

Mistake #3: Not being prepared with a list of examples

Create a master list that incorporates your past experiences and successes and then match them to attributes that the employer is seeking. Some examples of attributes may include your ability to lead, work on a team, analyze data, etc. Keep in mind an example of previous experience can highlight more than one attribute. Having a readily available list to pull from may help reduce the time you have to “think on your feet.”

Note: Be sure to carefully examine the job post and identify skills needed to be successful in the role so you have an understanding of what the employer is looking for in an ideal candidate.