How can you identify the key competencies for a behavioral interview?

Now this is where one can leverage the AI power to understand the job requirements clearly. Use this prompt to understand the job requirement from chat gpt " hi, i am looking forward to apply for this job which has the following job description [ paste the description here ]. Now, please analyse this description thoroughly and based on your analysis please let know3 prime things required for this job. Also let me know what according to you are the 3 primary softs skills and hard skills required for success in this job' Use this prompt to get super clear about the job requirements every time.

Consider incorporating industry-specific skills and competencies into your behavioral interview questions. If the job requires technical proficiency, inquire about past experiences applying relevant tools or technologies. Additionally, delve into a candidate's ability to manage deadlines, handle stress, and demonstrate initiative. Asking about conflict resolution and learning from challenges provides insights into emotional intelligence and growth mindset. Aim to uncover not only what candidates have accomplished but also how they approached tasks and collaborated with others. This holistic approach helps in assessing a candidate's suitability for both the role and the organizational culture.

Its also important to use the organisation's descriptions and names for skills, rather than your own, as this enables reviewers to easily identify those skills in you, and shows you understand their requirements

An interview is an excellent opportunity (1) to showcase your skills and interests, (2) to ask questions to better understand the role, the project and the company, and (3) to demonstrate that you are the right candidate for the position. The first step to consider is carefully examining the job description and requirements. Identify the technical skills, soft skills, and behavioural attributes essential for the position.

I like to add an 'L' to this method (STAR-L) that focuses on 'Lessons Learned'. "What I learned about myself in this process was..." "What I learned was that I would handle things differently in the future because..." This additional reflection demonstrates introspection and that you have self-awareness.

The STAR method is really good, but I suggest adding a new point after the Result, V- Value for the company. What kind of Value your learned lesson will bring to the company? That's what companies would like to hear as well :)

The most important things to look for in my view are, adaptability to change and being result oriented. We are constantly exposed to different type of changes around us in the work environment and in personal life. Technological updates, restructuring in the organization and additions of new entities to business models continuously reshape the landscape on which modern day workforces thrive.

Make sure you're talking about what "I" achieved, rather than what "we" achieved, to show your specific contributions, because that's what they're interested in. Also quantify your results - one person's version of "big" can be very different from anothers!

The STAR technique allows you to show your problem-solving abilities, and your leadership skills, and clarify the impact of your actions in real-world situations. When answering the questions during the interview try to provide information and structured, detailed, and focused evidence of your skills and experiences.

Practice does helps! Here are some tips I share when coaching for interviews a) Make a list of commonly asked questions, try to write down answers from scenarios you may have faced. b)When you talk about actual problems solved, there is a spark in your eye and the tone of your voice can say it all. You can defend your answers. c) Most large companies have their mission statements/principals listed on career site. Review those and ensure to cover them in your answers. d) If you can, video record yourself and then view the recording next day. You will get lot of ideas to improve. Interviewing can be stressful but being prepared will be the right step towards your goal. Take a deep breath and remember the motto "progress over perfection"!

Picking the 'best' example to demonstrate a specific skill is something your coach can provide feedback about. Your stories need sufficient detail so that the interviewer understand what happened within the story while remaining concise.

Proper practice prevents poor performance! Practice at different times, places, with different people, in front of a mirror, record yourself and listen over time. Be patient with yourself if you notice any mistake then, correct it. Bear in mind that all you're practicing should be in line with the role you're interviewing for and should be aligned to the organizations mission and vision. With constant practice, your stories, tone, composure, presentation and flow will help you effortlessly exude a deep seated level of confidence that will be difficult to ignore or forget.

In the interview, be mindful of your non-verbal communication, including body language and facial expressions. Research indicates that individuals often form initial impressions, with 55% influenced by body language and only 7% by verbal content. Your non-verbal impact begins the moment you enter the lobby and continues until the moment you leave.

Have prepared answers for all scenarios, keeping in mind that sometimes one story can answer many questions. Try using the CAR method to set your story 'circumstance, action, result' and then add what you learnt at the end. When you're in an interview and you come across an question you've never been asked before, take a mental note and write down an answer for it after to prepare for future interviews. If you're not sure how to answer a question, simply say "that's a good question, let me take a moment to think of my best example". Give yourself time to think and construct something properly rather than blurt out your answer in a rush.

Employers value candidates who can think on their feet, so even if you're asked about a situation you haven't experienced, it's okay to say so, but quickly redirect to a similar experience or discuss how you would handle it.

This is such an important point - you do not want to be presenting yourself as someone other than you are for an interview, because if you get the role, you don't want to be having to pretend to be that version of you every day at work, its exhausting! You want to fit in as yourself, and if you don't then that's the wrong company for you - another opportunity will be the right one for you.

I always remind my clients that interviews are a two-way street. ???????? While it's important to showcase your competencies, it's equally important to assess if the company is the right fit for you. Being genuine and relaxed not only helps you present your best self but also helps you evaluate the company culture and the people you might be working with.

Do not forget to evaluate the BEHAVIOUR of the company as well. Interviews are not only for the company to know about you but for you to understand company culture, expectations and opportunities.

One thing I always talk about is a positive mindset. If this can be showcased during the interview, it goes a long way. This is because, with a positive mindset, most great attributes, values, behaviors etc. Can easily come into play. When a positive mindset is exhibited during the interview, it is a great sign (amongst others)

Let me show you how easy that is: you just need to consider 2 main things: 1) Review the company's values in its About Us section on its website. Make a list of them. 2) Compare this list to the job description, look for important keywords (repetitive or emphasized) and cross-check with the list of values. You will identify what are the most important values for this job. Once you have them, google some behavioural questions related to these values and prepare some examples. You got this! :)

Reflect on the post-interview phase. After the interview, make an effort to connect on LinkedIn with the hiring manager or the individual who conducted the interview. Additionally, express your gratitude by sending a thank-you note. Once you have accepted an offer, proactively reach out to other companies to notify them of your unavailability.

To maximize efficiency, embrace two strategies: sending questions to candidates ahead of time and implementing the STAR method. Sending questions in advance empowers candidates to craft thoughtful responses, creating a level playing field. This practice enables candidates to showcase their abilities beyond quick thinking. For employers, it means more accurate assessments of competencies, organizational skills, and commitment. These practices enhance the efficiency and equity of behavioral interviews, leading to better matches between candidates and roles and greater transparency in hiring. Employers consider sharing questions in advance, and candidates, feel free to request them—this synergy benefits employers and candidates.