Do you have a behavioral interview coming up and are not sure how you’ll answer their questions?
At JobInterviewTools.com, you’ll find answers to behavioral interview questions asked by real job hunters and answers by Don.
Since everyone’s situation is unique, there is no one perfect answer works best for everyone and that’s why we’re here.
This is a story about Ray who is interviewing for a company that uses behavioral interviewing techniques. He has two questions that he is not sure how to answer.
These are common behavioral questions and are fairly easy to answer once you see how to do it.
Answering behavioral questions becomes easy once you break it down using the STAR formula.
1. Situation or Task
1.First, describe the Situation or Task.
2.Then describe the Action you took.
3.Finally, describe what happened — the result.
I have an interview coming up with a company that I really want to work for. I know they use behavioral interviewing questions and I need just a little of your guidance on how to give good sounding behavioral answers to their questions.
1.How you motivate the others in the team?
2.How you overcome difficulties when someone didn’t cooperate in the team?
Can you show me how to answer these questions?
Let’s take your next question, “How do you motivate others?”
Everyone has their strengths and weaknesses. You need to learn how to pull from someone’s strengths and downplay their weaknesses. Finding a balance in your co-workers talents is the way you will get the job done.
Try this behavioral answer:
I like to motivate people by complementing their strengths. It really depends on the person and the situation. At a past job, I once worked with a guy who never pulled his own weight. Consequently, he was holding me up because I would have to rely on him to complete certain tasks.
So when I needed him to drop everything he was doing and get something done for me, I would stop by his desk, chat about some of his personal interests to break the ice. Then I would talk about the company and drop subtle hints about his abilities and that he was under appreciated and that he was the only one who could help me.
It worked every time and he always helped me get my job completed on-time.
And now for your next question, “How to overcome difficulties with someone?”
When you are the project leader it’s your job to be able to recognize when someone is being difficult and showing signs of being unproductive. Then find out the reasons why by talking with this person.
Maybe it’s because they are unqualified, unmotivated, or personal issues at home are the cause. You need to get to the root of the problem and keep that person from bringing down the whole team and putting the project off course. You certainly don’t want to miss deadlines because of one person.
For example, maybe you assigned them to a task that is over their head. Now you need to find out what they are really good at and assign them to a different task. Or, you may find that by assigning them to work with someone else may create a more productive working environment for them.
Every situation is different and that’s why it’s your job to get to the root of the problem with this individual and isolate it and keep them from slowing down the whole team and turn a difficult person into a productive one.
You have just read a transcript of real problem posed by Ray, who is gearing up for a behavioral interview and needs answers to behavioral interview questions is expecting to get at his next interview.
Inside the Complete Interview Answer Guide, you’ll find behavioral answers to tough behavioral interview questions. The 201+ sample answers in the guide will quickly help you craft your own professional answers for ALL types of interview questions for any occupation.
More on: Interview Techniques and Skills: