{"id":681,"date":"2022-09-21T09:00:00","date_gmt":"2022-09-21T09:00:00","guid":{"rendered":"https:\/\/staging-blog.rocketreach.co\/resources\/?p=681"},"modified":"2023-11-28T19:32:40","modified_gmt":"2023-11-28T19:32:40","slug":"6-behavioral-interview-questions","status":"publish","type":"post","link":"https:\/\/staging-blog.rocketreach.co\/resources\/6-behavioral-interview-questions\/","title":{"rendered":"6 Behavioral Interview Questions That Predict Future Employee Performance"},"content":{"rendered":"\n<p class=\"wp-block-paragraph\">All of us on hiring teams know how hard it typically is to hire for soft skills vs hard skills. Here at <a href=\"http:\/\/staging-blog.rocketreach.co\">RocketReach<\/a>, of course, you need to have some of the core skill-set to do your specific job, but we really do over-index on culture and behavioral skills because the character and who you are matters a lot here. One of the most difficult things to do in the interview process is to get a read on how someone will truly operate and perform in their role before you actually see them working on the team. It\u2019s nearly impossible to know for sure how successful someone will be in the role before hiring them. However, we can try and get close! Getting a read on the likelihood of someone adapting to your company culture and performing well with the team is crucial.\u00a0<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Enter behavioral interviewing.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-behavioral-interview-questions-every-hiring-manager-should-ask\">Behavioral Interview Questions Every Hiring Manager Should Ask<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Behavioral interviewing<\/strong>&nbsp;is a technique used by hiring managers to assess a candidate\u2019s past behavior to predict their future behavior. The idea behind behavioral interviewing is that past behavior is the best predictor of future behavior. This is essentially finding examples of what a candidate has done in the past rather than their general views or opinions.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">There are a few things to keep in mind when asking behavioral interview questions:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Make sure you ask about specific behavior rather than general views or opinions.<\/li>\n\n\n\n<li>Be sure to ask follow-up questions to get more information about the behavior.<\/li>\n\n\n\n<li>Avoid leading questions that hint at the answer you\u2019re looking for.I\u2019ll share a few behavioral interview questions that hiring teams should ask:<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-1-tell-me-about-a-time-when-you-had-to-work-with-a-coworker-with-whom-you-didn-t-get-along-how-did-you-handle-the-situation\">1. Tell me about a time when you had to work with a coworker with whom you didn\u2019t get along. How did you handle the situation?<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">This question shows how teammates influence employee performance. It also gets at how collaborative and diplomatic someone is, and really whether they are a good problem solver. If the candidate can clearly and respectfully communicate their approach and how they found a resolution, they may be able to do the same in difficult future situations. Suppose the candidate struggles to answer this question or seems unable to share a resolution. In that case, it may indicate that they are either difficult to work with themselves or lack ownership, and problem-solving skills.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-2-tell-me-about-a-time-when-you-made-a-mistake-at-work-how-did-you-handle-it\">2. Tell me about a time when you made a mistake at work. How did you handle it?<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">This question gauges the candidate\u2019s ability to self-reflect, evolve, and learn from past mistakes. If the candidate can reflect on a time when they made a mistake and articulate what they did to correct it, this shows that they have the self-awareness that will help them improve their potential performance over time. It\u2019s a big red flag if someone can\u2019t recall or talk about a time they\u2019ve made a mistake at work\u2014come on we\u2019re all human.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-3-can-you-give-me-an-example-of-when-you-had-to-go-above-and-beyond-to-get-the-job-done\">3. Can you give me an example of when you had to go above and beyond to get the job done?<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">This question reveals an applicant\u2019s level of commitment, creativity, and problem-solving skills. If the candidate provides a detailed, specific answer that demonstrates their ability to think on their feet and find creative solutions, they are more likely to have proven success repeated in their future work on your team. On the other hand, if the candidate struggles to come up with an answer or can\u2019t get specific about past projects, it\u2019s likely they were not involved in solving more complex, impactful problems.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-4-tell-me-about-a-time-when-you-faced-a-roadblock-on-a-project-and-how-you-solved-it\">4. Tell me about a time when you faced a roadblock on a project and how you solved it.<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">This question explores both problem-solving and resourcefulness. If a candidate can share a detailed story about how they identified and overcame an obstacle, they\u2019ll likely be able to do the same in future situations and have learned from the situation. This question also allows candidates to demonstrate their creative thinking and resourcefulness, essential skills for 90% of roles at your company. Similarly here, if the candidate struggles to come up with an answer or can\u2019t get specific about past projects, it\u2019s likely they were not involved in solving more complex, impactful problems.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-5-give-me-an-example-of-a-time-you-disagreed-with-your-superior-s-choice-or-approach-and-how-you-handled-it\">5. Give me an example of a time you disagreed with your superior\u2019s choice or approach and how you handled it.<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Ah\u2014the classic workplace power dynamics! In the workplace, inevitably, employees will sometimes disagree with their boss. It\u2019s helpful to know how candidates have dealt with these situations in the past and their general approach to conflict resolution with the people they report to. Some form of this question will help hiring managers predict future employee performance because it allows them to gauge an individual\u2019s ability to handle conflict professionally and respectfully.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-6-can-you-tell-me-when-you-were-unsure-how-to-solve-a-problem-how-did-you-go-about-it\">6. Can you tell me when you were unsure how to solve a problem? How did you go about it?<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">This question assesses a candidate\u2019s ability to work through a problem when they don\u2019t have all the necessary information. For most companies, and especially smaller to mid-sized companies, assessing how resourceful someone is in a fairly ambiguous or unclear environment, is critical to that individual\u2019s success on the team. The candidate\u2019s answer could also reveal whether they are the type to take accountability for their work or if they prefer to delegate when a task gets complicated. This information can help them understand how the candidate would react under pressure and if they can problem-solve independently and need an unwanted amount of hand-holding.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">It is true that the best predictor of future employee performance is past behavior, so hiring managers should ask behavioral interview questions at some point in their interview process. The example questions I shared today are relatively standard\u2014but I\u2019m curious to hear from you all. Are there any specific behavioral interview questions that have made a big impact on the interview process at your company?<\/p>\n","protected":false},"excerpt":{"rendered":"<p>All of us on hiring teams know how hard it typically is to hire for soft skills vs hard skills. Here at RocketReach, of course, you need to have some of the core skill-set to do your specific job, but we really do over-index on culture and behavioral skills because the character and who you&#8230;<\/p>\n","protected":false},"author":5,"featured_media":806,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"content-type":"","footnotes":""},"categories":[6],"tags":[],"class_list":["post-681","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-recruiting"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v25.3.1 (Yoast SEO v26.5) - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Behavioral Interview Questions: A Guide to Hiring the Right Person - RocketReach<\/title>\n<meta name=\"description\" content=\"Tap into the power of behavioral interview questions to get the best fit for your team with our comprehensive guide to 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