Behaviour tests can be a hurdle in job hunt
Your behaviour in the past rather than your qualifications or presentation could determine whether or not you get a job.
More than 70 per cent of Fortune 500 companies use behavioural interviewing techniques to vet job applicants in a bid to get an accurate indication of a candidate’s ability.
Behavioural interview questions require candidates to reflect on real-life past experiences to demonstrate a particular skill.
They usually begin with “Tell me about a time when . . .” or “Give me an example when…” and the responses can tell an employer about a job candidate’s work ethic, trustworthiness or creativity.
According to Queensland University of Technology manager of careers and employment Alan McAlpine, the value of the technique is its capacity to give an indication of future behaviour.
“Rather than asking a scenario-based question – such as ‘What would happen if . . .?’ which tests theoretical knowledge – behavioural questions require an example of what you have actually done in the past because this is considered a more accurate indication of what you would do in the future,” McAlpine says.
Darren Buchanan, Queensland director of global recruitment firm Hays, says behavioural questioning is one of many techniques used by Australian employers to assess candidates.
“Psychometric testing has become an integral part of the recruitment process, particularly for large firms in Australia,” Buchanan says. “Part of it is an intelligence test and the other part is trying to determine key character traits like whether the person is relaxed or dynamic or a team player.”
Buchanan says most employers use the test as just one measure of a candidate’s suitability, but some companies will fail an applicant if they don’t pass the psychometric hurdle.
“We also use assessment centres as a tool and they’re where candidates are put through a course of exercises related to the job they would be doing so they’re out of their comfort zone in a very different environment and they’re tested on a range of abilities like how they work under pressure, whether they think on their feet or the quality of their written skills,” he says.
Nevertheless, behavioural questions are often embedded in job interviews and McAlpine says QUT offers students and graduates workshops on how to manage them.
It recommends using the STAR L (Situation, Task, Action, Result, Learn) formula.
“Start with the situation. What company or role you were in and then talk about the task you were given,” McAlpine says.
What did you do to overcome the issue or achieve the task?
Be as specific as possible and highlight the relevant skills, that is, problem-solving or teamwork. Then talk about the outcome of that situation, what impact it had, what you learned from it and how you’ve applied it to different situations.
“Your answers can draw on social, sporting, work, travel and hobby situations as well as from university.”
McAlpine says behavioural questions are often turned around such as “tell me about a time when you didn’t work effectively on a team”.
“Here, they’re looking for contrary evidence and this is about getting to the core of a person’s self-awareness and ability to reflect on their own performance,” he says.
Behavioural Interviewing Examples
ATTRIBUTE: Strong work ethic
BEHAVIOUR: Adheres to an appropriate and effective set of core values and beliefs during both good and bad times; acts in line with those values.
CONTRARY EVIDENCE: Describe a situation in which you went against core values to accomplish something. What did you learn?
ATTRIBUTE: Team player
BEHAVIOUR: Able to create strong morale and spirit in her/ his team; shares wins, successes, responsibility and accountability; fosters open dialogue.
QUESTIONS: Tell me about a time when you were able to find common ground when working in a team to achieve a result.
CONTRARY EVIDENCE: Tell me about a situation where you were unable to motivate a team to achieve a goal. What did you learn?
ATTRIBUTE: Creative
BEHAVIOUR: Comes up with new and unique ideas; easily makes connections among previously unrelated notions.
QUESTIONS: Tell me about a time when you looked beyond the obvious to find an unusual solution.
CONTRARY EVIDENCE: Can you tell me about a time when you were unable to come up with a creative way to solve a problem?
ATTRIBUTE: Honest, trustworthy & demonstrates integrity
BEHAVIOUR: Is widely trusted; is seen as direct, truthful individual; keeps confidence.
QUESTIONS: Describe a time when you told the truth when it would have been easier not to.
CONTRARY EVIDENCE: Tell me about a time when you didn’t admit to a mistake. What did you learn?
