estion) typically start out: "Tell us about a time..." or "Describe a time ..." Many employers use a rating system or checklist to evaluate selected criteria during the interview.

It's difficult to prepare for a behavior-based interview because of the huge number and variety of possible behavioral questions you might be asked. The best way to prepare yourself with a small arsenal of example stories that can be adapted to many behavioral questions.

Use examples from internships,

Like any skill set, interviewing takes practice to be successful. Many professionals feel that their work experience and skills will speak for themselves in an interview, this is false. The experience and skills on a resume will get a person short listed, but the interview is a means of selling yourself to a potential employer in-person. We have seen numerous interviews end quickly when the candidate can not answer questions clearly, can not provide examples from previous work experience and talk about his/her resume. The premise behind being successful in the interview is being prepared.

What is the most common type of interview?

Behavioral interviewing is that the most accurate predictor of future performance is past performance in similar situations. Behavioral interviewing is usually 55% predictive of future past job behavior, while traditional interviewing is only 10% predictive. Behavioral-based interviewing provides a more objective set of facts to make employment decisions than other interviewing methods. Traditional or “open ended” interview questions ask you general questions such as "Tell me about yourself." The process of behavioral interviewing is much more probing and works very differently.

Employers use the behavioral interview technique to evaluate a candidate's experiences and behaviors so they can determine the applicant's potential for success and best fit. The interviewer identifies job-related knowledge, skills and abilities that the company has decided are desirable in a particular position. For example, some of the common competencies include:

* Problem solving

* Communication and Interpersonal skills

* Team Building

* Decision Making

* Leadership

* Organization

* Technical or job related skills

The employer then structures specific questions aimed at determining if the candidate possesses the desired characteristics. Questions (often not even framed as a question) typically start out: "Tell us about a time..." or "Describe a time ..." Many employers use a rating system or checklist to evaluate selected criteria during the interview.

It's difficult to prepare for a behavior-based interview because of the huge number and variety of possible behavioral questions you might be asked. The best way to prepare yourself with a small arsenal of example stories that can be adapted to many behavioral questions.

Use examples from internships,

d talk about his/her resume. The premise behind being successful in the interview is being prepared.

What is the most common type of interview?

Behavioral interviewing is that the most accurate predictor of future performance is past performance in similar situations. Behavioral interviewing is usually 55% predictive of future past job behavior, while traditional interviewing is only 10% predictive. Behavioral-based interviewing provides a more objective set of facts to make employment decisions than other interviewing methods. Traditional or “open ended” interview questions ask you general questions such as "Tell me about yourself." The process of behavioral interviewing is much more probing and works very differently.

Employers use the behavioral interview technique to evaluate a candidate's experiences and behaviors so they can determine the applicant's potential for success and best fit. The interviewer identifies job-related knowledge, skills and abilities that the company has decided are desirable in a particular position. For example, some of the common competencies include:

* Problem solving

* Communication and Interpersonal skills

* Team Building

* Decision Making

* Leadership

* Organization

* Technical or job related skills

The employer then structures specific questions aimed at determining if the candidate possesses the desired characteristics. Questions (often not even framed as a question) typically start out: "Tell us about a time..." or "Describe a time ..." Many employers use a rating system or checklist to evaluate selected criteria during the interview.

It's difficult to prepare for a behavior-based interview because of the huge number and variety of possible behavioral questions you might be asked. The best way to prepare yourself with a small arsenal of example stories that can be adapted to many behavioral questions.

Use examples from internships,

loyment decisions than other interviewing methods. Traditional or “open ended” interview questions ask you general questions such as "Tell me about yourself." The process of behavioral interviewing is much more probing and works very differently.

Employers use the behavioral interview technique to evaluate a candidate's experiences and behaviors so they can determine the applicant's potential for success and best fit. The interviewer identifies job-related knowledge, skills and abilities that the company has decided are desirable in a particular position. For example, some of the common competencies include:

* Problem solving

* Communication and Interpersonal skills

* Team Building

* Decision Making

* Leadership

* Organization

* Technical or job related skills

The employer then structures specific questions aimed at determining if the candidate possesses the desired characteristics. Questions (often not even framed as a question) typically start out: "Tell us about a time..." or "Describe a time ..." Many employers use a rating system or checklist to evaluate selected criteria during the interview.

It's difficult to prepare for a behavior-based interview because of the huge number and variety of possible behavioral questions you might be asked. The best way to prepare yourself with a small arsenal of example stories that can be adapted to many behavioral questions.

Use examples from internships,

ies that the company has decided are desirable in a particular position. For example, some of the common competencies include:

* Problem solving

* Communication and Interpersonal skills

* Team Building

* Decision Making

* Leadership

* Organization

* Technical or job related skills

The employer then structures specific questions aimed at determining if the candidate possesses the desired characteristics. Questions (often not even framed as a question) typically start out: "Tell us about a time..." or "Describe a time ..." Many employers use a rating system or checklist to evaluate selected criteria during the interview.

It's difficult to prepare for a behavior-based interview because of the huge number and variety of possible behavioral questions you might be asked. The best way to prepare yourself with a small arsenal of example stories that can be adapted to many behavioral questions.

Use examples from internships,

estion) typically start out: "Tell us about a time..." or "Describe a time ..." Many employers use a rating system or checklist to evaluate selected criteria during the interview.

It's difficult to prepare for a behavior-based interview because of the huge number and variety of possible behavioral questions you might be asked. The best way to prepare yourself with a small arsenal of example stories that can be adapted to many behavioral questions.

Use examples from internships, education, projects, activities, team participation, community service, hobbies and work experience etc. Remember the interview is a time for you to mention all your special accomplishments/milestones, whether personal or professional. Also, wherever possible, quantify your results. Numbers always impress employers.

Remember that many behavioral questions try to get at how you responded to negative situations; you'll need to have examples of negative experiences ready, but try to choose negative experiences that you made the best of or -- better yet, those that had positive outcomes.

To cram for a behavioral interview right before an interview can be difficult and stressful. Take time to review your resume, practice with a friend or family member, and seek professional help such as coaching or on-line courses (provided by HR in Motion). Practice will make all the difference in selling yourself over your competitors and landing the job __________________________________________________________________

Information provided by, HR in Motion Consulting Group, for more information on how to improve job interviewing skills, or register for a free trial of online course.

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HR in Motion is a human resources consulting group comprised of a network of experienced human resources and facilitation professionals. We provide employment preparation services in the areas of coaching, resume writing and interviewing.

Sincerely, HR in Motion