Behavioral Interviewing: How to Uncover Leadership Abilities

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Behavioral Interviewing: How to Uncover Leadership Abilities

Behavioral interviewing works best when you are hyper focused on answers to specific questions or scenarios rather than general questions.

Let’s refine the question about motivating employees or co-workers and transform it into a more effective behavioral question:

Initial Question: “Tell me about a time when you motivated some employees or co-workers to do their best.”

Refined Behavioral Question: “Could you share a specific example of an instance when you successfully motivated your co-workers or team members to achieve their best? Please describe the situation, the actions you took, and the outcomes that resulted.”

Why it’s Refined:
This question focuses on a specific past behavior, prompting the candidate to provide a concrete example from their experience.
By asking for the situation, actions, and outcomes, the question delves into the candidate’s abilities to lead, inspire, and influence others effectively.
The refined question aligns with the principle of behavioral interviewing, aiming to uncover tangible instances of desired competencies.

Behavioral questions like these help interviewers go beyond generic responses and gain insights into a candidate’s real behaviors, experiences, and skills. The emphasis on specific examples enables interviewers to make more informed decisions about a candidate’s suitability for a role.

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Host: Mike Vannoy, VP of Marketing at Asure

Expert panelist: Mary Simmons, Vice President of HR Compliance PHR, SHRM-CP

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