interviewsThere are a standard set of interview questions that have developed over the years which candidates have become to expect and be prepared for. Due to this, there tends to be a number of boring and predictable responses, but this is the stage where as a recruiter you want as much genuine information as possible about this candidate. Ideally you want to be able to see the candidate’s character, passion and their current skills. This is where behavioural interview questions can benefit a recruiter as it allows them to see what actions they have taken in the past. Below are 5 great examples from LinkedIn:

  1. Can you share an experience where a project dramatically shifted directions at the last minute? What did you do?

Unforeseen situations take place all the time within a job role, which is why this is a great question to pose to a candidate. It will allow you to see how they have worked within a team as well as individuals, along with problem solving skills and if they show willingness to learn and stay positive in a pressurised situation.

  1. Tell me about a time when you had a heavy workload. How were you able to handle the work?

This question allows a recruiter to see a candidates time management skills as well as how well they work under pressure and stress, as well as their ability to be flexible. Look for their delegation skills and if they are comfortable with redistributing and re-evaluating their workload.

  1. Tell me about a time that you missed a deadline. What happened?

In a fast paced environment, even those top performers miss the odd deadline. The main thing to take from this question is how they dealt with the delay and how they communicated to those above, hopefully with them avoiding the ‘blame game’.

  1. Tell me about a time when you were communicating with someone and they did not understand you. What were you discussing? What did you do? What were the results?

This question is ideal for seeing how a candidate communicates within a team and to others. They should demonstrate that they can communicate and listen, and be able to show empathy. Be able to apologise for the misunderstanding and adjust their communication to benefit the listener.

  1. Can you walk me through the specific steps that you took to solve a business challenge?

The ability to know what to do and the experience of carrying this out are two very different things. This question allows for follow-up questions as to what a candidate actually did and how they executed this. They may know what to do, but have no experience in doing it, something that could be crucial to the role.

Behavioural interview questions will never have a ‘right’ answer but as a recruiter it will allow you to see what this candidate can bring to the table and whether that will be beneficial to your team.

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