BEHAVIORAL INTERVIEWS: FROM GOOD TO GREAT · Behavioral interview questions ... Great Answers to...

KNOWLEDGE FOR ACTION

BEHAVIORAL INTERVIEWS: FROM GOOD TO GREAT

Deb Rosenbloom Executive Coach, Hancock Leadership

Presented to Wharton MBA 1st Year students


Themes for Today

Deb Rosenbloom, Hancock Leadership 2

• Control the controllable – details matter • Preparation drives “good to great” • Be authentic – prepare for what you can, don’t

memorize, make a connection with your interviewer


Agenda for Today


• The opening • Behavioral interview questions • Resume walk-through • The closing • Top 5 mistakes to avoid


Your Agenda


Think of the most difficult interview questions you

have faced (or asked)


THE OPENING


Adopt a Winning Mentality


• Collaborate with your interviewer • Focus on YOU versus the competition • Understand you won’t win them all, and have

strategies to deal with rejection


First Impressions Count


• Warm up • Look the part • Understand it starts with the first contact • Build rapport on the way to the room • Be aware of your body language • Plan your priorities and be ready to “tell them

about yourself”


The Most Dreaded Question


• Tell me about yourself – Intentionally vague and anxiety causing – It’s likely to come up - plan, customize, practice – This is your opportunity to set the agenda –

focus on your most important messages


BEHAVIORAL INTERVIEWS


Behavioral Interview Questions


“Tell me about a time when you…”

Best predictor of future success is past success

Your answers should demonstrate past success


Great Answers to Behavioral Questions


• Specify: describe specific past accomplishments • Illustrate: show versus tell that you possess the

required competencies • Engage: keep your interviewer’s attention • Impact: have a memorable, positive result


Good to Great – An Example


What is your leadership style in teams?


Good to Great – An Example


What is your leadership style in teams?

“My leadership style tends to be very collaborative. I like to assess the people on my team and figure out their strengths. Then I try to engage them by asking them to take on roles that

leverage their best skills. I find this tends to result in more committed, motivated and successful teams.”

KNOWLEDGE FOR ACTION Deb Rosenbloom, Hancock Leadership 14


Answer Behavioral Questions With Stories


Telling stories from your past experience • Is more interesting for your listener • Allows you to be authentic while demonstrating

your confidence and passion • Highlights a record of accomplishment • Moves from general and hypothetical to specific

and memorable


RESUME WALK-THROUGH


Walk Through Your Resume


• Know your story – don’t read your resume! • Focus on accomplishments • Balance the “what” and the “why” • Discuss transitions • Prepare for anything you might need to explain

(be concise and confident)


Read Cues from Interviewer


Interviewer will likely provide cues about desired depth and pace along the way: • Pull up if: “so, how did you get from there to your

next role?” • Go deeper if: “tell me more about that…”, “what

else did you do there?”


THE CLOSING


Your Turn to Ask Questions


The Q&A portion of the interview is your chance to: • Differentiate yourself • Demonstrate passion for the job • Continue to build rapport and engage interviewer • Cover any key points that haven’t been addressed


Prepare Questions in Advance


Types of questions: • Details you would want to know when you start

the job • Interviewer’s personal experience • Company/industry strategy & trends (be mindful

of interviewer’s perspective) • The KILLER question


Closing the Deal


• You need to let them know you are serious – They want to know you will accept an offer if

they make one • Strike a balance between:

– Interested and … – …in demand


Follow Up


• Agree to next steps before leaving – “If I don’t hear from you, would it be appropriate

to call at the end of next week?” • Thank you within 24 hours (regardless of outcome) • Keep your network updated • Whether to request feedback during follow up…


TOP 5 MISTAKES TO AVOID


What NOT to Do


• Avoid these top 5 mistakes: – skipping your homework – using negativity of any kind – asking for feedback during the interview – mismanaging time – starting salary conversations too early


Practice Takes You from Good to Great!


• Mock interviews offer dramatic improvement! – Receive feedback on: style, content, non-

verbals, ability to connect with interviewer – Learn more about industry: content, nuances,

interview styles


Crazy Good interview Skills


Please complete feedback surveys.

Thank you!


Deb Rosenbloom [email protected]



EXTRA SLIDES


Looking the Part


• What to wear – Clothes, hair, shoes, bags, scents

• Project energy and confidence through your body language

• Begin and end with a great handshake


Preparing Your Stories


• Top competencies companies seek:

– Leadership – Strategic thinking/business savvy – Analytical skills – Initiative/creativity – Communication/influence skills – Interpersonal/team skills


One Model for Telling Stories


Headline (catches the attention of interviewer)

• Situation: when, where, what • Obstacle: what made it challenging • Action: what did you do specifically • Result: what happened


Postponing Compensation Discussion


• Phrases to delay the discussion: – “I would prefer to discuss the position more

fully before discussing salary” – “I’d like to revisit a salary conversation after I’ve

provided a better sense of my skills” – “I assume the compensation is in line with the

market, do you have a range for this role?”

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