Great Performance !

Here are some sample behavioral questions, along with a few suggested follow-up probes, that you can use in future interviews. Feel free to adapt them to fit your unique situation. You’ll also want to expand the number of follow-up probes that you use.

Because these questions are behavioral in nature, there are no right or wrong answers. They’re meant to help you discover behavioral evidence of a candidate’s ability to successfully perform the job in question.

Remember to use the STAR formula (see Lesson 7, “Structured Behavioral Interviewing: Part 2″) to gather the information that you’ll need to make an accurate evaluation of the candidate’s skills and abilities (situation or task, actions taken, results).

• Accountability

o Tell me about a time when a project or task under your direction didn’t
measure up to expectations. What happened? Who was at fault?
o Give me an example of a time when you were accountable for the
subpar work of others. How did you respond to the situation with your
superiors? In what ways did you hold those working for you ccountable?

• Adaptability

o Describe a time when you had to adapt to a wide variety of people,
situations, and environments. How difficult is it for you to adapt to new
situations? What techniques have you discovered to be helpful?
o (Continuum) On a scale between liking constant sameness and liking
constant change, where do you fit? Tell me about a job you’ve had in
the past that involved a good deal of change.

Taken From: 10 Minute Guide to Conducting a Job Interview