Situational Behavioral Interviews

Situational and behavioral interviews are different in many ways. Employers are moving to situational and behavioral questions as a form of interviewing. This method is used because it gives the potential employee the opportunity to use past experiences as a reference when answering questions. Pulling from all avenues of experience gives the interviewer the ability to see the applicant full potential and if this candidate could be a great asset to the company. Situational and behavioral questions allows the interviewer to see how well an applicant understanding of specific processes and interpersonal or working skills would be with others in the work atmosphere, by asking situational hypothetical questions, the answers provided would explain possible how the individual would deal with certain
However it still leaves to question the applicant behavior. Behavior questions are also designed to pull information from past experiences. “Experience based or job related interviews access past behaviors that are linked to the prospective job. The assumption behind the use of experience face interviews is the same as the use of past behavior as a good predictor of future behavior. It is assumed that applicants who are likely to succeed have demonstrated success with past job experiences similar to the experiences they would encounter in a prospective job” (Heneman, Judge & Kammeyer-Meuleer, p. 459, 2012). “Here are some pretty typical behavioral interview questions:
• Tell me about a time when you adapted to a difficult situation and how you did it.
• Tell me about a time when you had to successfully balance competing priorities.
• Tell me about a time when you were bored on the job and what you did to make the job more interesting.
• Tell me about a time when you successfully persuaded someone to see things your way” (Murphy,