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Hiring for Attitude

The pre-employment test is basically a series of tests whose general objective lies in the efficient and objective collection of information regarding the candidates taken into account by an organization during the hiring process, which is why it is possible to obtain detailed information on the capabilities and characteristics of selected candidates with the intention of estimating their performance in a given area of work.
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The Behavioral Interview Questions You Shouldn't be Asking

Behavioral interview questions are based on the logic to understand how a person will react to a situation by asking them how they responded same kind of situation before. Most of these standard questions start with ‘’Tell me about a time…’’:

  • Tell me about a time when you had a disagreement with a colleague. How did you solve the disagreement?
  • Tell me about a time when you had to adapt to an unexpected situation. How did you manage it?
  • Tell me about a time when you were having a hard time balancing your personal and work life. What did you do to get through it?

Now as they stand, these questions do not seem like bad questions. Past behavior can be a great predictor for future actions of a candidate, though there is a catch. Behavioral questions are effective when they reveal out both strengths and weaknesses, however, these questions lead to an answer that shows only the good but hides the bad. These questions lead the candidates to give the desired answers.

Leading questions hinder to find out if someone is a problem bringer who cannot offer any solution or a problem solver who always come up with solutions. When you ask problem bringers (low performers) about the time when they faced with a difficulty without giving them a lead, you will see that they will not offer any information about how they solved the problem, but they will be talking about the problem itself. If you do the same for high performers, it is most likely that you will hear the problem and also how they approached to it, found solutions and came through it. These people usually have plenty of examples when they successfully adapted to a situation.

Therefore, instead of asking how they adapted or overcame a difficult situation, you should cut the leading part about what answer you are looking for so that you can differentiate problem solvers from problem bringers.

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Behavioral Interview Questions You Shouldn't be Asking
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