Behavioral Interview



Behavioral Interview :




There are many different types of interviews. Once you are selected for an interview, you may experience one or more of the situations described below. When you schedule an interview, try to get as much information as possible about whom you will be meeting. Note that it is rare to have only one interview prior to a job offer. Most employers will bring back a candidate a number of times to be sure a potential employee will fit into the company culture.


Behavioral Interview :


The basic premise behind this type of interview is that your past behavior is the best predictor of your future actions. These types of questions may be asked in any interview format - telephone, panel or one-on-one.


If the employer asks behavior-oriented questions, they are no longer asking hypothetical questions but are now asking questions that must be answered based on facts.


With a behavioral question, the interviewer is looking for results, not just an activity list. They are listening for names, dates, places, the outcome and especially what your role was in achieving that outcome.


This type of question generally starts with the words…Give me an example when... or ….Tell me about a time when...


We have discussed how to write a good cover letter and how to utilize modular construction so that you can produce dozens of individualized letters from one prototype text. In addition, we have given examples of letters you might write in a variety of circumstances.


To make our presentation clear, we used a no-frills style of writing. Once you feel comfortable with the basics, you may want to write in a style that better reflects your own personality. To that end, this page will show you letters for a variety of situations written in a variety of styles. Please remember that these are samples, not models to be copied verbatim.


You must remember that the best-qualified person does not necessarily get the job. It is one who presents himself / herself confidently, speaks well and sells himself / herself at the interview. And this can be despite the fact that others may have better qualifications and more experience. The person who makes the interviewer believes that he has that extra magic and that the company cannot afford not to have him / her, is the one who will get the job. The extra magic is really preparation. Successful persons will tell you that to succeed there is no substitute for hard work. Similarly for a good interview there is no substitute for preparation.


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