You would be hard pressed to find a candidate today who isn’t familiar with and prepared for a behavioral interview. A behavioral interview is based on the premise that past performance predicts future behavior. It’s designed to elicit information about how candidates handled a past challenge and the behaviors and decision-making process that went into it. A classic example of a behavioral question is: “Tell me about a time when you had to deal with a difficult customer.” If you’ve been hired in the last 20 years, you’ve probably been asked that.
A Google search for “behavioral interviewing” yields 6.4 million results. Candidates research and rehearse for the most common questions and may even be able to drill down to the specific questions your hiring managers ask via “reviews” from recent candidates on social sites.
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