Give me the job already, dammit!

July 9, 2007 2:34 PM

How should I prepare for behavioral questions in a job interview?

I'm in the process of switching from contracting to full-time employment. Through my work as a consultant, I know a lot of HR and hiring managers in the town where I live. Over coffee, I mentioned to one of these people that I had just had a job interview. She said, "you're a writer, aren't you? Why don't you apply for the writing job at our company?"

So I did. Tomorrow, I have three hours of interviews with 8 people, including all the stakeholders up to the CEO (it's a startup of 50 people).

The job involves creating marketing collateral, etc., with no responsibilities other than being the house wordsmith (no technical writing or documentation). It's a fast growing company, so there *may* be a ladder up to bigger and better things. But I like writing, specifically creating content that builds a brand or helps people sell stuff.

Behavioral questions always throw me. "Could you tell me about a time when," or "What would you do if?"

I think I have the "What is your biggest weakness?" question down:

Identify weakness (eg, time management) + ways you are addressing this weakness

But the questions the HR managers lob at you always leave me scrambling.

Any help would be appreciated.

posted by KokuRyu to work & money (15 comments total)

Re: the weakness question, I think the game that you're supposed to play there is that you toss out a trait that isn't really a weakness at all, but rather some terrific personality trait that you have that you can sheepishly pretend is your biggest stumbling block in life, such as perfectionism, or leadership. (eg: "My biggest weakness is that I take such ownership of all of my projects that it is hard to turn them over until I feel they address the scope perfectly.") Seriously. The weakness question, in my experience, is kind of a ruse and only a fool would answer it with naked honesty.

As for behavioral questions, they are easy to prepare for if you can mentally bank and recall several types of professional situations you have been in that might provide a ready answer for questions that involve:

- times you solved a problem
- times you overcame an obstacle
- times you did something one way, and then in retrospect wished you did it another way
- times you did not always see eye-to-eye with a team member or boss, and what you did to keep your project on track despite that
- overall, how you manage your time, or plan your projects, or work with members of teams (small or large)

In short, mentally review your professional past and be able to come up with short, instructive examples of any of the above, and you should be OK.

PS: anybody who asks that "What's your greatest weakness?" question is an amateur, and they should be eyed with scorn.
posted by contessa at 2:59 PM on July 9, 2007

Re: the weakness question, I think the game that you're supposed to play there is that you toss out a trait that isn't really a weakness at all, but rather some terrific personality trait that you have that you can sheepishly pretend is your biggest stumbling block in life

Nah, they're smarter than that. As part of my current job/contract, I have to interact with HR managers all the time. This is their big pet peeve.
posted by KokuRyu at 3:05 PM on July 9, 2007

I think the game that you're supposed to play there is that you toss out a trait that isn't really a weakness at all, but rather some terrific personality trait that you have that you can sheepishly pretend is your biggest stumbling block in life, such as perfectionism, or leadership.

That's one way to do it, but it's incredibly cliched and no one is going to buy it.

When I have interviewed people, I have always preferred honesty and the interviewee showing that they understand their weaknesses and know how to go about improving themselves. To pretend that your greatest weakness is that you "work too much" or one of the other "positive trait" replies isn't fooling anyone.

So yes, identify a somewhat benign weakness and how you are addressing it. You can also identify a past weakness and note how you overcame it. To give you an example, in the past I have used my previous shyness as my biggest weakness. I used to be very shy and reserved, but realizing that it was holding me back, I began to volunteer to run meetings and presentations so that I could get as much practice as possible, and at this time I no longer feel any anxiety about speaking in front of groups or with clients, and have received feedback that it shows when I am presenting/speaking. I have also heard of people using disorganization as a weakness, and then they explain what tools they now use to stay organized (lists, planners, online tools, etc).

Those other behavioral questions are killers though, and it's really great that you are preparing for them ahead of time.

Here are some situations you should prepare anecdotes for:

- When was a time you had to resolve a conflict in the workplace? How did you resolve the conflict?
- When was a time you had to work with someone who was difficult? How did you handle it?
- What was a problem you had to solve at work?
- What would your last manager/coworker/client tell me about you?
- What was your least favorite writing assignment? Why?
- Why are you interested in this job?

However, as a writer, be prepared to spend an incredible amount of time going over your writing samples and explaining your writing style. I found explaining my writing style to be kind of unnatural, since it's second nature to me, so it's good to have something somewhat rehearsed.

Oh, and don't forget to have a boat-load of questions prepared to ask your interviewers. Nothing grates on an interviewer more than someone who doesn't have any questions. It makes them think you aren't really interested or serious about the job.
posted by tastybrains at 3:15 PM on July 9, 2007 [2 favorites]

Thing about the top things that you want them to know about you (or, think about what they need to know to decide that you are the right person). Make a list - hard working, leadership, handles pressure - whatever. then for each thing on the list, think of an example that is a good demonstration of that characteristic.

Once you have that in your head, whatever they ask, you can easily bring it around to your top points. For example, if they say "what would you do if.." rather than answering directly, you could say "Well, I had a similar exerience when.." and then give one your examples.
posted by metahawk at 3:24 PM on July 9, 2007

Just be honest, really. I get those kind of questions pretty often and it hasn't stopped me from getting what I applied for.

I used your strategy for the weakness question for an interview with a university business competition (instead of contessa's idea) and was very honest about how I'm more of a non-profit type person (the competition attracts moneymaking types) and for me it wasn't about the money but about the experience and helping people. I was basically painting myself as the opposite of their target market, but also pointing out that my differences make me an asset. I'm now a finalist.
posted by divabat at 3:37 PM on July 9, 2007

In addition to what metahawk recommends, maybe think not only about a list of traits that you have, but also an overall picture of who you are, preferably a picture that's backed up by the achievements on your resume and one that fits in with what the company wants.

I had a job that sounds similar to the one you're applying for, and one of the biggest components of that job was being able to work with all sorts of different people at the company in order to get writing projects accomplished, as well as the ability not to mind being edited a lot (because it generally wasn't my name going on the finished piece).

I really like to collaborate with people, and I'm generally very good about taking someone else's ideas and putting them on paper or into practice, so I've tried to make sure that these skills/achievements are highlighted on my resume ("Collaborated with IT department to produce...", "Conceived of and implemented company-wide workshops to discuss...", etc.) and in my answers to the interview questions ("Well, if there were a conflict between my boss and me, I would remember that both sides of the argument are reasonable, and try to find a way to incorporate as much of both sides as possible into the final product so that all our concerns are taken into account. In one instance, I was able to change just a few words in the main part of an article, and rewrite the introduction, in order to address my boss's concerns about the tone without requiring a total rewrite..." or "My least favorite assignment was a solitary project in which I lacked the input and collaboration I really like ...").

Basically, I'd like a prospective employer to come away from an interview with me thinking, "She'll work very well with our team" (I feel my writing samples speak to my writing skills, so I don't worry as much about that aspect of it). So I try to tailor a fair amount of my presentation to get that message hammered home.

You should, of course, choose whatever message is most appropriate for you, and your job, but I think having some message is a good way to structure your thinking as you prepare for the interview.
posted by occhiblu at 3:38 PM on July 9, 2007

What helped me answer behavioral questions was just to know my varied experiences really well. I made a list of all the work and work-type stuff (like volunteering) I had done, longer than my resume, and memorized it. Having done that, I never had any trouble with any "Tell me about a time..." questions.
posted by Dec One at 4:05 PM on July 9, 2007 [1 favorite]

I just did a couple of interviews at an organization where HR requires us to ask a bunch of those questions in addition to the ones we wrote that were actually relevant to the position. At least in our case, what we cared about was less the specifics of whatever situation (difficult problem, poor team communication, etc.) than about how you problem-solved to fix it. And better yet, how the situation applied to the job we were recruiting for. Whatever situations you decide to use as your answers to these questions, think in advance about how you can make them fit the job you're applying for.

For whatever it's worth, marketing may be the one situation where you can get away with the "my weakness is perfectionism" answer. Someone I interviewed recently tried that line, and while it made me cringe a little, my co-interviewer said afterwards that the potential candidate was such a polished interviewer that she actually almost managed to sell that ridiculously phony answer, and that it made her think this person could be a pretty good sales person if she could make such a corny line work.
posted by Stacey at 4:07 PM on July 9, 2007

I work for a human resources consulting firm, and honestly, what a good interviewer is looking for is the truth. An interview is a way to figure out who you are as a person. Your resume says what jobs you've held, but the interview is often someone's only chance to get a sense of your work style and who you are as a person.

To prepare, I'm seconding a lot of other advice you've been given: the best thing you can do is list in your head five to ten specific instances. Think of a range: a problem you've solved, a time you interacted with a difficult coworker, a big accomplishment, a time you coached someone through a challenge... try to think of experiences that show what you can do. Now practice telling those stories. Lay out the situation, describe what you did, and then (most importantly) explain the positive impact of your efforts. These questions are geared to show them how your skills are applicable to the job you're interviewing for. Your goal is to show that you have used a similar skill in a way that benefited your previous company. Get used to explaining these experiences casually but in sufficient detail. Now when the interview questions come, you'll be ready.

Try not to be nervous. If a question comes that you're not prepared for, don't be afraid to take time to think. I've been really impressed with some candidates who have paused after each question to search for an appropriate example, and their thoughtful answers have worked in their favor. Saying "Let me think about that for a moment" will not necessarily hurt you. Don't worry about finding a time when you saved the world; even small tasks can show that you know what you're doing. For instance, if you're asked about juggling priorities, you could go back to an experience as a waiter, serving a number of tables and making sure everyone was satisfied during the dinner rush. It's not the same as being CEO of a company, but the answer proves that you can keep your cool and get the job done despite time pressure and competing demands. You just need to show that you can identify and display the skills they want.

Oh, and when they ask for a weakness, don't sidestep the question. Give an honest answer. Your interviewer wants to know that you're aware of your capabilities and prepared to speak with candor. Giving a canned, false answer makes a bad impression.
posted by Help, I can't stop talking! at 6:25 PM on July 9, 2007

I ask these behavioral questions all the time. Here's what I'm looking for. (Wow, this turned into an essay. Sorry for the length!)

Most often, I'm trying to figure out if people already generally know how to do the job. My question -- “This project on [subject] requires high attention to detail. We're doing research... 15 categories... 5 questions per category... we often have to make phone calls and remember to call back... So we need someone who can keep track of a lot of loose ends. Can you tell me about a project when you had to do that?”

The solid B+ answer -- “back when I was [unrelated project: applying for college], I had to remember [list of details: the names of admissions officers, the due dates, which forms] and I organized them by [list of strategies: creating a matrix in Excel, establishing different folders for each college].”

The more convincing the challenge, the better. The more workable the solutions, the better. In this case, the answer is more of a B if their example sounds easy to handle, and more like a C if the solutions sound like they wouldn’t work (“I’d set up a committee”).

The A+ answer -- “When I was working for [similar organization] doing research on [same subject], I [list of good solutions].”

There's this subset of people that miss what I was asking, and say “I used my [CPR / leadership / something else totally unrelated] skills once when I…”, in which case I reword the question, thinking I might not have been clear the first time. If they still miss, I move on.

But believe it or not, a stunning number of people say “oh, ha ha, I’m terrible with details,” or “well, I just try to look at the big picture!” or "hmmm, I'm not really sure where I'd start." I recommend making an attempt. I would rather someone tell me "I use my amazing mathematical abilties every time I calculate what tip to leave at a restaurant" than to say "oh, I'm not very good with numbers." (Sorry if this sounds obvious, but this happens more than you might think.)

If your interviewer is being trickier, they may not say “This project requires attention to detail.” They might say “We’re interested in [subject]. How would you go about researching that? Have you done anything similar?” And then you have to identify what steps it might take, and identify times you've used similar skills.

Here's a similarly tricky one: "Imagine this situation.....[blah blah blah]. What would you do?" In that case, we're interested not only in whether it sounds like they have the right skills, but also in whether they pick up on the details that we think are fairly important.

A third kind of behavioral question we ask is like this -- "This is a [ ] job. Sometimes people get really upset at us. How are you at handling conflict?" Here, the idea is less "do they know how to do the job?" and more "will a job like this drive them crazy? will they quit in two months?" So, I could see them asking about your last full-time job, to see if you'll hate not having the freedom of being a consultant. The answer is effectively the same formula (real challenge, workable solution), but if you think it's one of these questions, you might emphasize not just how you solved the problem, but also how you managed to keep a positive attitude.

In general, I'd prepare by trying to think about the job and the skills it will require, the working environment and times you've done well in such an environment, and the subject-matter expertise they might hope you'd have ("oh, DIET cola is a completely different target audience"). Depending on how formal the interview environment is, if you can manage to ask some questions early on, they might tip their hand about what they are looking for. Most people generally want to see applicants succeed, so they'll probably give you as much help as they can. Good luck!
posted by salvia at 6:25 PM on July 9, 2007 [4 favorites]

This form of interview is also called STAR, for Situation, Task, Action, and Response.

If the company you're interviewing with is using standard scoring for this kind of question, you'll want to make sure that every answer contains all four of those points. A lame example that hits all four points is better than a super example that doesn't.
posted by Sallyfur at 6:27 PM on July 9, 2007 [1 favorite]

Startups are generally good places to remember that the person interviewing you is a person. A few people have mentioned it, but having interviewed a lot of people in the past few months, I would like to reiterate it.

You don't need to be super ultra fancy and dance all over the table. Interviews are discussions. Professional discussions, yes, where people need to find out certain key details, but the main point is simply and straightforwardly finding out if you're the kind of person they'd like to have around. Be confident, know your stuff, relax, and have a conversation.

Obviously you need to tailor this to the particular organization you're interviewing at, your own personal communication style, etc., but like they always say, you're interviewing them, too.

8 people in a day is a hell of a gauntlet (I'm in IT, and I've only ever seen 5), and the less you feel like you're having to worry about all these tiny little details, the better you're going to do. The alternative is having each interview be an ordeal of minutiae, and that'll leave you stressed, drained, and probably not nearly as enthusiastic about the place.

Honesty and confidence go a million times further than whether or not you nail every single question. No one's going to care, by the time you start your job, if your answer to the conflict resolution was a story about working at McDonald's.

Good luck!
posted by blacklite at 7:24 PM on July 9, 2007

Quite honestly, these are all great answers, and will help me achieve upward social mobility (although I wonder if trading greater flexibility, tax write-offs, and hourly billing rates for a dental plan and extended health coverage is such a great thing), career satisfaction and personal happiness...unless I don't get the job. I'll let you know how it goes today.
posted by KokuRyu at 4:49 AM on July 10, 2007

Complete List of Behavioral Interviewing Questions, organized by general topic.
posted by Soulbee at 7:58 AM on July 10, 2007 [2 favorites]

Hi there

Thanks for the answers - I thought I would let people know how things went.

The interviews were on the hottest day of the year so far, and this being a part of the world were it never gets very warm in the summer normally, there was no air conditioning. Over the course of the afternoon the heat started to wear me down.

First I met with the CEO and VP Sales. It's a software company that caters to a very narrow and specialized market niche. Their platform and related products touch on cybernetics and all sorts of cool stuff. It was for a marketing writer position. Both of these guys wanted to know if I was familiar with the company and the industry, and if I liked selling stuff. I did well in this part of the interview.

They also asked me some questions to probe my technical knowledge: what is an operating system? What are some typical databases? What does XML look like? Pretty basic.

The VP Sales seemed to like me, chiefly because I like to sell stuff (or create copy that sells stuff).

Next, I met two members of the marketing communications team. They wanted to know: can I write? Am I pleasant to work with? Can I push back on the product management team? Do I have good time management skills?

They liked me, but were probably hoping for someone with a more technical background.

No behavioral questions so far.

Next, for the third set of interviews, I met with the HR team. I already knew them anyway (I work on projects with them and other HR folks in town). It was an easy interview.

The fourth and final set of interviews for the day was the the product management team. The writer would have to work with them to develop marketing content to be used as ammo at trade shows and targeted communications.

This was a tough interview, and by the end I could tell neither of the two people interviewing me (one of whom is the founder of the company) was really all that interested in me.

My errors: I knew nothing about marketing communications, which, no doubt, irritated these guys. It was also the fourth interview at the end of a long hot day, and I was out of energy.

Once again, they probed for technical knowledge, and I failed miserably. On my resume I had listed some experience as a technical writer, and they asked me some specific questions about the technical environment I was working in. That was three years ago, and I could not remember a thing about it. Oh, well.

The founder/head of product management said something interesting: tell us stuff relevant to the job you haven't told anyone else. Tell us something we can use to sell you to other members of the team. By that part of the day (hour three of interviews) my brain was shot, so I couldn't help them much.

There were no behavioral positions, or perhaps I already knew enough about what they wanted to be able to answer them easily.

I found that asking very specific questions about their organization was helpful, or what strategies they were gong to employ to solve a specific problem. I just wanted to get them talking.

As well, I made sure I memorized their site, and also let the marketing team know about a broken link.

I also used information people told me during the course of the afternoon to help me with the next round of interviews.

The bad part was, the company has a bit of an internal disagreement over their core product platform. When I brought this up with the founder, instead of acknowledging the problem, he said "Who told you that?"

I had stupidly blundered into a political issue. Oh, well.

The position has not been filled yet, and they have contacted me to say they're still interested in me.

I'm not too emotionally invested in the position, but would enjoy working at the company.
posted by KokuRyu at 2:55 PM on July 18, 2007