How To Answer Any Behavioral Interview Question

How To Answer Any Behavioral Interview Question

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– Hi there, welcome back to Work It Daily. My name’s J.T., and this
is the YouTube channel that helps you turn frustration
into career success. So today I’m gonna be
talking about how to answer any behavioral interview
question that you get. We get a lot of questions from viewers, especially lately, around interviews, I guess that’s a good thing, probably means you’re getting interviews. And what we wanna do today is talk about this very
particular type of question that hiring managers are asking these days that can really throw you a curveball. But before I get started with
that, I just wanna remind you, if you haven’t already, to
hit the subscribe button, and, especially, check that little bell. And that way you’re gonna get
our fresh, new career content each and every week as
soon as it’s posted. All right, so let’s get started by talking about what a
behavioral question is. It’s a very special type of question. It’s one that requires more
than a one word answer. So, it’s the type of question where you’re not gonna
respond just a yes or no, you’re actually gonna have to get into a whole on conversation in order to deliver the answer. It’s the kind of open-ended
question you’d get with something like, “Tell
me about a time when”, or, “Explain to me when
you had to this or that”. And you’re gonna see these
questions all the time because it helps the hiring
manager get inside your head and understand how you
tackle certain problems, how you approach them. Remember, an employer wants to make sure that you’re the right fit for the job. It’s not just that you
have the experience, but it’s also that you have the apititude and the know-how to apply that experience so that you can do the job the way that you need to do it for
them to feel comfortable in hiring you. So, that all has to come out in your answer, and
that’s why they focus in on behavioral questions to do that. So, now that you understand what a behavioral interview question is, and why it’s so important to answer it thoroughly and correctly, I’m gonna give you a
methodology you can use to answer each and every one effectively. It’s called the Experience,
Learn and Grow Model. And it’s a system that we’ve designed that allows you to come up with an answer that’s going to give the employer exactly what they need to hear. So, let me explain what the Experience, Learn,
and Grow Model means. Step one is for you to
outline an experience that you’ve had that explains that you can do what
they’re asking you to do. Next, you’re gonna talk
about what you learned from that experience, how it made you smarter
and better in your job. And then, finally, you’re gonna talk about how you grew as a professional, so that you can take that experience, and use it to your
advantage moving forward. When you answer questions using the Experience, Learn and Grow Model, you’re mentally taking the hiring manager through the process
they need to go through to come to the conclusion
that you can do the job. Now, before I move on, I’ll give you an example of how to use the Experience Learn and Grow methodology. I wanna remind you that
it’s also important that you ask good questions
in an interview, as well, in order to make a great impression. So, we’ve got a great video on that that I think you should check out, it’s a must-see for anyone
that’s in the interview stage, it’s called Eight Smart Questions You Should Be Asking Hiring
Managers In Interviews, and I promise you that
it’s a total game-changer. All right, let’s move on, and
give you an actual example. Okay, so a typical behavioral question that you might get asked
in your next interview is, “Tell me your greatest
accomplishment on the job”. Now, again, if we’re gonna use the Experience, Learn and Grow Model here, we have to share enough information for them to fully understand
that we are capable of doing the job. So, let
me give you an example. Let’s say you’re a customer service rep. Your answer might be, “Well
as a customer service rep, “the greatest accomplishment I ever had “was learning how to deal
with difficult customers”. I remember a time when I got a call from a really angry customer, we had double-charged
her and she was irate. She was swearing at me, and
yelling at me on the phone. She was completely out of control, and I didn’t know what to do. But I realized if I
stepped back for a second and didn’t take it personally,
what she was saying, and knowing that it wasn’t directed at me, I could recognize how she was feeling, I could put myself in her shoes. And, so, I was able to do that, and in doing so, I was able
to calmly address her needs, figure out what was going on, get her a credit, really
exceed her expectations. When it was all said and done at the end, she was totally calmed
down, she was apologetic for her behavior, for swearing at me, and most importantly, she was grateful, and she even gave me a four
star review afterwards. That really taught me the
power of patience and empathy when I’m talking to customers. And now, going forward, every time I get a difficult customer, I’m
able to immediately go into that empathy mode, so that I can give them a great
customer service experience. Do you see how we followed the Experience, Learn
and Grow Model there? By taking the time to map out your answers to questions like this, you can really make sure that
you’re covering your bases, and helping that hiring manager understand just how effective you can be in the job. Now, there are lots of
behavioral questions that you can get asked in an interview. In fact, at Work It Daily, we have a list of 21 of them that we take our clients through. But to give you an idea of some other ones that you might come across, here are three that you
should be prepared to answer. So, the first one might be, “Tell me about a difficult situation “and how you overcame it”. A second one might be, “What would your co-workers say about you “if we asked them”? And the third might be, “Tell me about a time when you got “a difficult and unrealistic
request from somebody, “but they were really
enthusiastic about it, “what did you do”? Those are just a few examples of the types of behavioral
questions you can get asked that really require more
than a one word answer, and most importantly, to follow that Experience,
Learn and Grow structure so that you can deliver the right answer at the right time. Now, for some of you who
might be watching this and saying, “Gee, J.T., “I just wish I could get the interviews”. And if that’s the case, I just want to tell you
about a resource that we have that really can help you
in your job search process. In fact, if you check in the description, linked below here or maybe up above, I’ve linked to this free
resource that we’ve built that’s really gonna
show you all the places that you may be holding yourself back in the job search process that’s not gonna get you those interviews that you want and you deserve. So, it’s totally free, I
hope you’ll check it out. It really can help you
get a better perspective on what job search looks like today, and help you remove the
roadblocks, and the mistakes that you’re probably making
and you don’t even know it. So, did you enjoy today’s video? Do you have questions,
comments, concerns, feedback? Well, I wanna hear from you. So, please make sure that you share them in the comment section below, okay? And, also, if you didn’t already, remember to hit the subscribe
button and that little bell, that way we can keep sending
you great, new content so that you can take your
career to the next level. All right, I will see
you in the next video. And, until then, always remember this, if you wanna win, you’ve
gotta work it daily.

15 thoughts on “How To Answer Any Behavioral Interview Question”

  1. Thank you so very much for your videos. I prepared for my interview using your tips particularly on follow-up questions and behavioral questions and they were so impressed with my answers they hired me on the spot. I admittedly struggle in interviews and I believe your advice really helped me polish my presentation. I was able to land the dream job I have been waiting for for over 4 years. So thank you thank you thank you!!!! I cannot say enough good things about your resources!

  2. Please make video on some tricky questions asked in interview? For example How long you will give service to this organization?

  3. I got interview by a video game company not going to mention there name . During the interview they were aggressive about the question if I don't answer it quickly they are annoyed with me. I have a learning disability ADHD sometimes I don't understand it the question.

  4. Thank you so much for providing an answer, it helped so much. Just got an interview 3 days ago was asked that question. I didn't know what to say. If would be so helpful if you would have provided answers to all the questions not just the first one.

  5. Can you please list more behavioral questions, and answers to each question. I really have a hard time with those, never know what to say.

  6. The problem for me has a couple of twists that I don't see anyone addressing. I don't know how to pick one time when I made a mistake, or whatever it is. Maybe I haven't made a really big mistake? Or maybe it's because of my personality type – I'm an Intuitive and I just don't look at everything as a process when I respond to. Maybe I just respond to things intuitively, based on experience. I don't have recall of every mistake I've made — I have much more important things to keep track of! Any thoughts? I see others sometimes have trouble with these kinds of questions, and maybe they have the same reasons.

  7. I wished that I had found this video yesterday! I had an interview with these ? Types today and pretty sure I failed! Anyone else feel like they are being set up to fail for these question types?

  8. What if I'm asked about a behavioural experience that didn't occur in my life?Do I tell the interview panel plainly that I'm sorry that never went through that or??

  9. I’ve noticed that as companies shift to more behavioral based interviews they tend to hire people that are not technically proficient enough to actually do the job. It’s great to know that new manager guy trained really well for behavioral questions, but when when you ask him to back you up on a technical decision and he makes a technically idiotic comment it makes the people who work under him not only wonder why they hired him, but also loose confidence in the upper management that hired him and the future success of the company. But at least he can give a confident polished answer on why he thinks 2+2=5.

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