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Recruiting Strategies: Evaluating Answers to Behavioral Questions

In evaluating candidates' answers to behavioral questions, don't be fooled by how good a response sounds if it doesn't include the situation, the action taken and the result of the action.

In reviewing the differences between a behavioral and a non-behavioral response, let's consider the following scenario:

Behavioral Question: "Tell me about a time when you went above and beyond the call of duty."

Behavioral Answer: "I remember when I was new to hospice (the situation), I decided to take an online course on my own so that I would be familiar with the terms of this new area (action). My boss was very impressed and actually asked some of the other new employees to take a similar course (result)."

Non-behavioral Answer: "I take initiative all the time. In my department, everybody pitches in and does whatever it takes to get the job done. I really believe that employees should be team players and wear all kinds of hats during the workday. If a situation arose requiring me to take on more responsibility or learn new things, I would definitely do it without being asked." (no specific situation, action or result given)

This is a great example of what you do not want. The red flag here is that the candidate's answer is theoretical, which is vague and unclear. Would, could, and should are theoretical terms to guard against.

The behavioral answer is the one you want. This response paints the picture of the situation, gives you the action taken, and reveals the eventual result. Now you are learning about the candidate's past behavior, which is the best indicator of future behavior. Focus on reality, not theory.

Source: Hiring Great People by Kevin C. Klinvex, Matthew S. O'Connell, and Christopher P. Klinvex.