Behavioral Interview Techniques: Specific Examples Explained

Landing a job often hinges on acing the interview, and understanding the different types of interviews is crucial for success. One common scenario is when the interviewer asks you to provide specific examples related to your past experiences. This approach isn't random; it's a deliberate technique used to assess your capabilities. So, which type of interviewing technique is it? The answer lies in understanding the core principles behind various interview styles. This article delves into the world of competency-based and behavioral interviews, highlighting why providing concrete examples is so important and why it's a cornerstone of effective hiring practices.

Decoding the Interview Question: Why Specific Examples Matter

When an interviewer asks you to give specific examples, they're not just making conversation. They are actively trying to gauge your actual skills and behaviors in real-world situations. This technique stems from the belief that past behavior is the best predictor of future performance. By asking for concrete instances, the interviewer can move beyond hypothetical scenarios and delve into your practical experience. This approach helps them understand not just what you did, but how you did it, the challenges you faced, and the outcomes you achieved.

The interviewer is essentially looking for evidence to support your claims. Anyone can say they are a good leader or problem-solver, but providing a compelling example demonstrates that you have the skills and experience to back up those statements. Specific examples add credibility to your answers and help the interviewer assess your suitability for the role. Furthermore, these examples reveal your thought process, decision-making abilities, and how you handle pressure. They offer a glimpse into your working style and how you might fit within the company culture. Think of it as a storytelling exercise where you are the protagonist, and your examples are the plot points that showcase your skills and accomplishments. By mastering the art of providing specific examples, you can significantly increase your chances of making a positive impression and landing your dream job.

The Prime Suspect: Behavioral Interviewing

The interviewing technique that heavily relies on asking candidates for specific examples is the behavioral interview. This type of interview is structured around the idea that your past behavior is the best predictor of your future performance. Interviewers using this technique will ask you questions that start with phrases like "Tell me about a time when..." or "Describe a situation where..." These questions are designed to elicit detailed accounts of your past experiences, allowing the interviewer to assess your skills, abilities, and how you handle different situations.

Behavioral interviews are incredibly effective because they force you to go beyond theoretical answers and provide concrete evidence of your capabilities. Instead of simply stating that you possess a particular skill, you need to demonstrate it through a specific example. For instance, if the interviewer asks about your problem-solving skills, you wouldn't just say, "I'm a good problem-solver." You would describe a specific situation where you encountered a problem, the steps you took to address it, and the outcome you achieved. This level of detail provides the interviewer with a much clearer picture of your actual abilities and how you approach challenges. The STAR method (Situation, Task, Action, Result) is a popular framework for structuring your answers in a behavioral interview. This method helps you provide a clear and concise narrative, ensuring that you cover all the essential elements of your example. By focusing on specific examples, behavioral interviews help employers make more informed hiring decisions, reducing the risk of hiring someone who doesn't possess the necessary skills or experience.

Competency-Based Interviewing: A Close Relative

While behavioral interviewing is the primary technique that focuses on specific examples, it's closely related to competency-based interviewing. In fact, the two are often used interchangeably, as they share a similar approach. Competency-based interviews also aim to assess your skills and abilities, but they do so by focusing on specific competencies or key skills required for the job. These competencies might include leadership, communication, teamwork, problem-solving, or any other skills that are deemed essential for success in the role.

In a competency-based interview, you'll likely be asked questions that probe your experience in areas related to these key competencies. For example, if the job requires strong leadership skills, you might be asked to describe a time when you led a team through a challenging project. The interviewer will be looking for specific examples that demonstrate your leadership abilities, such as how you motivated your team, how you delegated tasks, and how you resolved conflicts. Like behavioral interviews, competency-based interviews rely heavily on the use of specific examples to validate your claims and assess your fit for the role. The key difference is that competency-based interviews are more explicitly tied to the specific skills and qualities outlined in the job description. By focusing on these competencies, the interviewer can gain a better understanding of whether you possess the necessary attributes to perform the job effectively.

Differentiating from Other Interview Styles

To fully understand why behavioral and competency-based interviews rely on specific examples, it's helpful to contrast them with other common interview styles, such as informational and stress interviews.

• Informational interviews are primarily about gathering information. They are often conducted early in the job search process and are designed to help you learn more about a particular company, industry, or role. In an informational interview, the focus is on the interviewer providing you with information, rather than assessing your skills or experience. While you might share some anecdotes or examples during an informational interview, they are not the primary focus.
• Stress interviews, on the other hand, are designed to test your ability to handle pressure and think on your feet. In a stress interview, the interviewer might ask you difficult or provocative questions, challenge your responses, or create an uncomfortable atmosphere. The goal is to see how you react under pressure and whether you can maintain your composure in a stressful situation. While you might still provide examples in a stress interview, the focus is less on the specific details of the examples and more on how you handle the stressful environment.

Therefore, while examples might come up in other interview types, the emphasis on specific, detailed examples is the defining characteristic of behavioral and competency-based interviews.

Mastering the Art of the Specific Example

So, now that we've established that behavioral and competency-based interviews heavily rely on specific examples, the question becomes: how do you effectively provide them? The key is to be prepared and to structure your answers in a way that is clear, concise, and compelling. One of the most effective techniques for structuring your answers is the STAR method, which we mentioned earlier. The STAR method is an acronym that stands for Situation, Task, Action, and Result.

• Situation: Begin by describing the specific situation you were in. Provide enough context so that the interviewer understands the circumstances. Who was involved? Where did it take place? When did it happen?
• Task: Next, explain the task or goal you were trying to achieve. What was the challenge you faced? What were your responsibilities?
• Action: This is the most crucial part of your answer. Describe the specific actions you took to address the situation or achieve the task. What steps did you take? What skills did you use? Be specific and avoid generalizations.
• Result: Finally, explain the outcome of your actions. What was the result? What did you achieve? What did you learn from the experience? Quantify your results whenever possible.

By using the STAR method, you can ensure that your answers are well-structured, comprehensive, and easy for the interviewer to follow. In addition to the STAR method, it's also important to choose examples that are relevant to the job and that showcase your skills and abilities. Think about the key competencies required for the role and select examples that demonstrate your proficiency in those areas. It's also helpful to practice your answers beforehand so that you can deliver them confidently and effectively. By mastering the art of the specific example, you can significantly improve your performance in behavioral and competency-based interviews and increase your chances of landing the job.

Conclusion

In conclusion, when an interviewer asks you to give specific examples of topics you are discussing, they are most likely conducting a behavioral or competency-based interview. These interview techniques rely on the premise that past behavior is the best predictor of future performance, and specific examples provide concrete evidence of your skills and abilities. By understanding the principles behind these interview styles and mastering the art of providing compelling examples, you can significantly improve your interview performance and increase your chances of success. Remember to use the STAR method to structure your answers and to choose examples that are relevant to the job and showcase your key competencies. Good luck with your job search!

For further insights into interview techniques and career advice, you can visit reputable resources like SHRM (Society for Human Resource Management).