The three parts of the hiring
1) Do you have the minimum requirements
for the position and what additional value do you bring to the role?
2) Can they afford you? Are you going to be happy with the total
3) Do they like you? People hire people they like. Most often, the most qualified doesn’t get
What is the best way to prepare for a Behavioral Based Interview?
Behavioral based interviews are based on the theory that
past behavior is the best indicator of future behavior.
Identify the core competencies for the
position. You can pick these up in the
job description and company’s values/ mission statement.
Think about your strongest accomplishments in
each of these competencies.
Prepare stories to explain your
accomplishments. Be concise and complete
with your answers.
Keep your stories to 2-3 minutes.
Use the acronym STAR (Situation/ Task, Action,
Be positive and show enthusiasm. Make your nonverbal communication support
What is your single most significant accomplishment in your
career up to this point?
This is a Behavioral Based Interview Question. You need to answer the question using the STAR acronym method.
Start with “The accomplishment that I am most
proud of is……”
or Task was…….”
I took was…. “Here is how I approached it….”Note: They are hiring you, not we.
were…. Ex. saved $, made $, quality, productivity, etc.
Your answer should be around 3 minutes long depending on how
many follow up questions you get from the interviewer.
Questions not to ask on an interview….
Until you receive
a job offer, the focus should be on what “value” you can bring to the
employer. It’s not about you and your wants! Anything that would be of value to you, don’t
ask. Such as the following:
Salary/ Bonus/ Commission
Vacation/ Paid Time Off