Skill vs. Will: Mastering the Art of Behavioral-Based Interviews
Why It Matters:
Whether you’re hunting for niche talent or filling an entry-level role, the goal is the same: find candidates who grow, thrive and add real value. Traditional interviews? No way!
It’s time to level up with a personalized approach that focuses on what really matters. Because let’s face it: past behavior is the best predictor of future performance.
Behavioral-Based vs. Situational Interviewing
- Behavioral-based interviews: A type of interview that focuses on your past experiences and how you responded.
- Situational interviews: A type of interview that focuses on how one would handle hypothetical or real-life situations that may arise at work.
Behavior-based interview questions focus on:
- Transferable skills
- Growth potential
- Real-world experiences
- The magic behind what makes someone a great fit
👥 The Interviewer’s Superpower
Your desired mission (should you choose to accept it): Spot the gold—those job-related experiences, behaviors and skills that align with your company’s needs. Look for traits like:
- 🔍 Critical thinking
- 🚀 Motivation and initiative
- 📚 Lifelong learning
- 💬 Emotional intelligence
- 🤝 Teamwork and collaboration
- 🧠 Leadership potential
- 🎩 Professionalism and civility
For the interviewer:
To prepare for an interview, select three to six competencies to create a manager’s interview guide. As a bonus, you can utilize the same template for each candidate for the specified role. If a candidate gets stuck on a question, then clarify by asking what THEIR role was in the project and asking them to share any SPECIFIC steps they took. Candidates aren’t trained to answer behavior-based interview questions. Sometimes, all a candidate needs is some clarity to get the interview back on track.
For the interviewee:
Pick several competencies and jot down noteworthy accomplishments using the STAR technique (noted below) for well-rounded responses.
🧠 Sample Questions That Spark Insight
- “Tell me about a time you solved a complex problem using logic.”
- “Tell me about a time when you missed a deadline or could not complete a project. What was the impact?“
- “Give an example of a goal you set—and crushed.”
- “Describe how you handled multiple high-priority tasks.”
- “Share a moment you resolved conflict with a colleague or leader.”
- “Recall a time you took the initiative and led the way.”
- “How did you turn an angry customer into a raving fan?”
These prompts open the door to stories that reveal true character and capability.
🌟 Why Behavioral Interviews Rock
- Real actions, real results—no fluff.
- Reveals patterns of behavior and motivational fit.
- Predicts future performance with surprising accuracy.
- Helps match candidates with the right role.
- Encourages a conversational, comfortable vibe.
- Boosts your brand and the recruitment game.
✨ STAR Technique: Your Interview GPS
Help candidates shine by guiding them through the STAR method:
- Situation – Set the scene.
- Task – What needed to be done?
- Action – What they did (ownership/accountability)?
- Result – What happened, and what did they learn?
💡 Final Thought
Recruitment isn’t just HR’s job, it’s everyone’s. A structured, thoughtful approach not only secures top talent but also spreads the word about your company’s culture, mission and values.
Happy recruiting!
Let’s make interviews less robotic and more revealing. Because when you ask the right questions, you find the right people. #accessmoretogether #talent #careerdevelopment.
Want to Know More + Resources: (Good Reads):
- Kate Weiser—Answers to the Top 20 Interview Questions: Conquering the Job
- M.L. Miller—Soaring ME: The Ultimate Guide to Successful Job Interviewing
- Sam Owens—I Hate Job Interviews: Stop Stressing. Start Performing. Get the Job You Want
- Peggy McKee—How to Answer Interview Questions: 101 Tough Interview
- Victoria A Hoevemeyer—Impact Interview Questions: 701 Behavior-based questions to find the right person for every job
- SIA Reference Manager/Employee Interview Guide
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