Posted on 27 Aug, 2024

Modern recruiting procedures often now include behavioural interviews to provide employers with insightful information about a candidate's previous performance and future prospects. Behavioural interviews dive into a candidate's real experiences as opposed to traditional interviews, which tend to concentrate on more hypothetical circumstances. Interviewers look for particular instances of how candidates overcame difficulties, displayed their abilities, and produced outcomes. The foundation of this strategy is the idea that historical conduct is the most accurate indication of future results. Below we examine in more depth this concept and how applicants can be more prepared.

Understanding Behavioural Interviews

The purpose of behavioural interviews is to evaluate a candidate's abilities, competences, and character qualities based on their prior experiences. This interview approach is based on the idea that an individual's past conduct in comparable circumstances is likely to foretell their future behaviour.

Typically, interviewers start their questions with statements like "Tell me about a time when..." or "Describe a situation where..." Candidates are encouraged by these suggestions to give particular instances from their professional background, educational background, or personal experiences.

Common types of behavioural questions focus on areas such as:

- Leadership

- Teamwork

- Problem-solving

- Conflict resolution

- Adaptability

- Time management

Many experts advise applying the STAR approach in order to successfully answer these issues. This abbreviation represents Situation, Task, Action and Result. Through the use of this framework, applicants may organise their responses into a clear, concise and relevant response that highlights their qualifications.

The initial stages in getting ready for this interview style are to familiarise yourself with typical question types and grasp the concepts of behavioural interviews. Use your Recruiter to help you identify and articulate the experiences that are most relevant to you.

Research the Company and Position

By conducting extensive study allows the interviewee to be fully prepared. Candidates can customise their replies to match the requirements and values of the firm by learning about the business and the particular job.

Look over the company's mission statement, basic principles, and current initiatives on their website first. For creative positions, pay special attention to the firm's portfolio and design philosophy. This data sheds light on the priorities, aesthetic tastes, and corporate culture.

Examine the job description in detail next. Keep a close eye on the duties, credentials, and abilities particular to the design position. These specifics frequently point to the kinds of behavioural enquiries that might come up in the course of the interview. For example, enquiries on problem-solving and communication in a design setting should be expected if the role places a strong focus on client engagement.

Identify the key competencies the employer seeks in a design professional. These might include:

- Creativity and innovative thinking

- Technical skills in design software

- Project management abilities

- Client relationship management

- Attention to detail

Candidates might present relevant examples from their expertise that highlight their skill in these areas by identifying these desirable attributes. Responses to the position are guaranteed to directly meet the goals and expectations of the firm thanks to this focused approach.

Comprehensive research not only helps in crafting more relevant answers but also demonstrates genuine interest in the position, a quality highly valued by employers.

Identify Your Relevant Experiences

The next stage is to think back on past experiences that illustrate the necessary abilities and competences after investigating the organisation and the role. An extensive self-evaluation of one's volunteer, academic, and professional background is required for this procedure.

Make a list of your major accomplishments, conquered obstacles, and finished projects to start. Think about your experiences in a variety of spheres of life, such as:

- Previous jobs

- Internships

- Academic projects

- Extracurricular activities

- Volunteer work

- Personal endeavours

List the abilities utilised and the results obtained for each experience. Compare these experiences to the essential skills and qualifications listed in the job description. The most pertinent tales to give during the interview are chosen with the aid of this matching technique.

Make a series of narratives that highlight various facets of your skills. Make sure these samples are varied and demonstrate a variety of abilities. For example, tell tales that illustrate:

- Leadership in a challenging situation

- Successful collaboration with a difficult team member

- Creative problem-solving under pressure

- Adaptability in the face of unexpected changes

By preparing a variety of relevant experiences, candidates equip themselves with a robust set of examples to draw from during the interview. With this preparation, one may react to various behavioural enquiries with flexibility while continuously emphasising their eligibility for the position.

Practise the STAR Method

An organised strategy for responding to behavioural interview questions is the STAR method. It facilitates an applicant's ability to give thorough, succinct answers that eloquently highlight their qualifications. 

Situation: Let's start by outlining an experience at work or in your personal life you have had. Don't go into too much detail—just enough to create the atmosphere.

Task: Describe the particular difficulty or goal you encountered in that circumstance. What was expected of you?

Action: Describe the actions you took to overcome the obstacle or task. Pay attention to your unique contributions, even if you work in a group.

Result: Explain how your activities turned out. If at all feasible, quantify the outcomes and share the lessons you took away from the process.

When practising the STAR method, consider these tips:

1. Keep responses concise, aiming for 2-3 minutes per answer
2. Focus on your personal role and contributions
3. Use specific, quantifiable results where possible
4. Ensure each part of STAR is addressed, with emphasis on Action and Result

Common mistakes to avoid include:

1. Providing too much unnecessary detail in the Situation
2. Focusing too heavily on the Task without sufficient emphasis on Action
3. Neglecting to mention the Result or learning outcomes

Regular practice using the STAR method with a variety of experiences will help candidates respond more naturally and confidently during the actual interview.

Prepare for Common Behavioural Questions

Even though every interview is different, some behavioural questions come up time and time again. Having prepared answers for these often asked questions may greatly improve performance and confidence during the interview.

Some frequently asked behavioural questions include:

- "Describe a time when you had to work under pressure. How did you handle it?"

- "Tell me about a situation where you had to resolve a conflict with a colleague."

- "Can you share an example of when you showed leadership skills?"

- "Discuss a time when you failed at a task. What did you learn from it?"

- "Describe a situation where you had to adapt to a significant change at work."

When crafting responses to these questions:

1. Use specific, varied examples from different experiences
2. Ensure each answer clearly demonstrates a relevant skill or competency
3. Keep responses concise and focused, avoiding unnecessary details
4. Practice articulating your thoughts clearly and confidently

It's important to prepare multiple examples for each key competency. Using this method gives applicants freedom in the interview process by letting them select the best example for the given question.

Keep in mind that the objective is to grow comfortable presenting your experiences in an organised, pertinent manner rather than to memorise prewritten responses. Having prepared beforehand enables more genuine and organic answers in the real interview. In order to enhance confidence present a portfolio of your abilities and experiences.

Develop Your Storytelling Skills

One of the most important skills in behavioural interviews is effective storytelling. Recounting incidents is not enough; you also need to engage the interviewer and use your experiences to effectively communicate your talents.

To enhance your storytelling:

1. Structure your narrative: Use a clear beginning, middle, and end. This helps the interviewer follow your story easily.
2. Be concise: Try to limit each story to two or three minutes. Try eliminating some of the information while keeping the important ones.
3. Use active language: Use powerful verbs and vivid imagery to enhance the interest and recall of your tale.
4. Show, don't tell: Use your actions in the tale to illustrate your abilities rather than just saying them.
5. Highlight your role: Make sure your individual contributions are obvious, particularly while working in groups.
6. Include emotions and challenges: Talking about your experiences and overcoming hurdles gives your tale more substance.
7. Practise your delivery: By telling your story out loud to yourself to gain confidence and better flow. To find places where you may improve, think about filming yourself.
8. Adapt to your audience: Be ready to modify the language and degree of technical detail you use depending on the experience of the interviewer.

Recall that the idea is to make your experiences meaningful and relatable. Developing your storytelling abilities can help you make an impact and convince the hiring manager that you are a good fit for the position.

Designing Your Interview Success

The secret to succeeding in behavioural interviews is preparation. One's capacity to give specific instances of their talents is further improved by practising storytelling techniques and becoming ready for often asked enquiries.

The goal is to present an authentic picture of your skills and potential contribution to the organisation. This then allows you to enter the interview with confidence and be prepared to highlight your experiences and explain why you are the best person for the job. This comprehensive approach equips you to navigate the behavioural interview process successfully and make a lasting impression on potential employers.

Careers in Design are on hand to offer advice and help to any of our candidates to guide them through the recruitment and interview process. Check out Careers in Design for the latest job openings in the field.

Posted in: Interviewing