Planned Behavioral Questions: What Are They In A Job Interview Question?

You've seen one type of interview question which is known as critical background review. There are other types of questions interviewers typically ask, and today you'll be learning about one more kind of problem.

It is called a planned behavioral question ...

Before I get to the subject for today, let me address a concern from some readers of this blog.

I got feedback from some readers saying that my writing reads like a high-school dropout. Well, truth to be told, it reads as such because I WANT it that way! Why? Try reading other books about pharmaceutical selling or pharmaceutical industries... I won't even consider reading them unless I'm about to hit the sack. In my humble opinion, they work much faster than Diazepam.

Now, let's get on with today's story...

Planned Behavioral Questions For A Job Interview

Now you know about the behavioral type of questions and why they used them. And today, I'm sharing with you another secret that they hide from you... the items are planned! What? You know it already? Sigh... Never mind. But do you also know what areas they seriously and frequently look into? It's not always your degree you know. So, what is it or what are they?

As a general rule, you can bet your bottom dollar that they're trying to look for the candidate who can fit into their vision and mission (annoying!), but let's just leave it at that. Thus it makes sense for you to take a visit to the company's yearly booklets or whatnot, and pay attention to the mission and vision. I know this sounds superficial, but that job is more critical... err I mean the income you can get from the situation is more important, right? So, just play along.

Critical areas of planned behavioral question

Also, to ease your headache, I'll list down 4 key areas... the important ones, that always catch the interviewers' attention. Here they are...

1. Work relationship. This is important to determine how you will gel as a team, how you collaborate, lead, or being lead. If you have no working experience before the interview (meaning you're a fresh grad), they will dig as far as your secondary school experience to look at the behaviors... if you ever demonstrate them. Just remember to give your answer in the STAR format. Next...
2. Customer focus. No customers before? Fine. They will come up with a 'what if' scenario and see how you handle that. Again, bring in your STAR. And they will move to...
3. General management. As scary as it sounds, the questions will focus on your areas of work management, self-management including stress and time management, and another type of issues which they deemed necessary. By the way, if you rate yourself generally in this issues, from a scale of 1 to 10, 1 being 'total flop,' and 10 'super excellent', where are you? If you can go beyond 5, consider yourself OK. If less? Start pumping iron my friend, lastly...
4. Job fit which simply means 'how satisfy will you be once you get the job.' Can you cope with the training, traveling, detailing (I'll tell you what specifying means in the future), etc.? Check the resources I've listed for you in this blog and get the idea of what this job is about in actuality. OK. Done.

You know what, I'll let another secret out (hopefully it IS a secret) for you in the next post. It's about what they want to uncover under those key areas that they asked you.

It might surprise you.

Is It Accurate To Say That You Are Prepared For A Behavioral Meeting? 

On the off chance that you have a moment, I need to demonstrate to you a quick method to respond to behavioral inquiries.

Being set up for behavioral inquiries questions is one of the most astute things you can do in your pursuit of employment.

Realizing how to address these inquiries can have a significant effect between finding the activity and continuing searching for another.

Behavioral or competency-based meetings are mostly a lot of inquiries that get some information about models from your past work involvement to enable a questioner to make sense of your qualities.

Behavioral questioners will search for the three sections (Issue, Action, Results) of your answer and take notes about how you responded to the inquiry.

These are otherwise called STAR inquiries questions.

STAR represents:

- Situation

- Task

- Action

- Result

1. The first thing you need to do while responding to a behavioral inquiry is depicted as a business-related Situation or Task that you expected to achieve, and you need to be compact.

2. At that point portray the Action you took. Try not to reveal to them what you may do or would do, you have to disclose to them what you did.

3. Lastly, depict what occurred - the result. What did you achieve? What did you realize? What amount of time or cash did you spare? Furthermore, in particular, does your result take care of the issue you depicted in stage 1.

That is the equation for addressing any behavioral inquiry.