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The Interview
Step 3: Answering Behavioral Interview Questions
How would you "FIT" in our company?
Behaviorally-based questions are asked in interviews to determine whether or not you would be a great "fit" for the company. The interviewer is looking for how you responded to comparable past challenges and the results of those responses. From this, they will make assumptions as to how you would "behave" in situations within their company.
When answering behaviorally-based questions, create a brief, clear and concise response using the following 3-part response format:
1. What happened? (Issue)
2. How did I respond to the situation? (Action)
3. What was the result of your action? (Result)
Practice using this format to answer the following interview questions.
1. Tell me about a time when you handled a difficult situation with a co-worker.
Example: I was leading a team on a $15 million project with a strict timeframe. One of the members was not completing his assignments and blaming others for his failures. He was dealing with issues outside the workplace. I sought advice from my boss who recommended that I also talk to a representative from the Employee Assistance Program (EAP). My boss, EAP and I met with this person. He agreed that his personal problems were affecting his work and agreed to take a short leave of absence to resolve some of his issues. In the meantime, I enlisted the help of a former employee, turned consultant. She helped us complete my co-worker’s part of the project and we were able to make the project deadline which made my boss and the client very happy.
Your story:
2. Tell me about a time when you worked effectively under pressure.
Example: Well, actually, I thrive on pressure. However, there was one particular time when I was even feeling the pressure. We were bidding on a huge government contract, about $45 million. Our competitors knew about the bid way before we did so they had already been working on it for over a month. The timeframe in which we had to deliver was unbelievable. But, that is where excellent project planning, project management and great team dynamics come into play. Everyone worked long, hard hours. We kept injecting in incentives and "fun" challenges along the way. We were exhausted when we turned in our bid, but we turned in a great bid, on-time.
Your story:
3. Tell me about a time you were creative in solving a problem.
Example: When I took over as Senior Account Manager, there were some initiatives that I felt we needed to implement. However, the budget could not support them. So, I created and led a team whose principle goal was to identify and eliminate areas where training efforts and expenses were being duplicated among the different sectors. We identified common hardware platforms, consolidated sector training and eliminated multiple vendor contracts. We saved over $20 million in engineering tools, licenses and training. As a result, we were able to implement most of the initiatives.
Your story:
4. Can you describe one of your strengths and one of your weaknesses?
Strength Example: I work well with others and can motivate teams to exceed goals. We had a team once that was totally unmotivated, so I thought of …… and their production increased as a result.
Weakness Example 1: I need to be learning something new all the time. So, I take advantage of training programs and accept new assignments whenever I can.
Example 2: I don’t know your product line well. However, the same was true when I joined my last company and it only took me a few weeks to feel comfortable with it, so I am confident that the same will hold true for your product.
Example 3: I’m a perfectionist. I look for and accept projects that need someone with my "weakness".
Your story:
Other behaviorally-based interview questions:
Tell me about a time:
- When you had to deal with an irate customer.
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- You were forced to make an unpopular decision.
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- When you had to adapt to a difficult situation.
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- You were tolerant of an opinion that was different than your own.
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- When you were unable to complete a project on time.
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- When you persuaded team members to do things your way.
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- When you anticipated potential problems and developed preventive measures.
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- When you had to make an important decision with limited facts.
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- When you surmounted a major obstacle.
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- When you lost or won an important contract.
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- When you made a bad decision.
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- When you demonstrated your skills as a team player.
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- You had to persuade people to do something they didn’t want to do.
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- Your leadership style (and how you use it).
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What Would YOU Like Them To Know About You?
If the interviewer does not ask a question that gives you an opportunity to highlight a relevant skill or accomplishment, you must initiate the discussion. Or, sometimes the interviewer will ask you to explain in detail an accomplishment statement. Be prepared to talk about the items on your resume. Practice explaining in detail your skills, accomplishment statements, training and development courses and any other items of relevance to the position.
Speak about your accomplishments in the form of a story with a beginning, middle and ending. Speak with interest when explaining what you have done and how you have added value to the companies you have worked for.
Example:
Interviewer: Is there anything that you would like to add?
Interviewee: Yes, I just wanted to highlight a few past accomplishments that I feel are relevant and address some of the experience that you are looking for that I have. The first involved a project that I worked on where I __________. The second accomplishment that I would like to mention concerns a team that I led that is similar to the team that you described earlier. Some of the challenges were similar to those you described. I was very successful in _________.
Note three items on your resume that are "musts" for coverage.
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Next - Step 4: Asking Questions >
< Prev - Step 2: Impressing Them At The Start
Copyright 2004, Ann Malloy. All rights reserved. E-mail: domolloy@juno.com.
Permission to print granted.
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