Behavioral interview－Map of Mind Log★脈絡地圖

A common type of job interview in the modern workplace is the behavioral interview or behavioral event interview. In this sort of interview, the interviewers tend to ask questions about general situations, with the candidate asked to describe how they did or would handle a specific problem. A bad hiring decision nowadays can be immensely expensive for an organisation – cost of the hire, training costs, severance pay, loss of productivity, impact on morale, cost of re-hiring, etc. (Gallup international place the cost of a bad hire as being 3.2 times the individual's salary). Structured selection techniques have a better track record of identifying the soundest candidate than the old-style 'biographical' interview. Typical behavioural interview questions:

"Describe a time you had to work with someone you didn't like."
"Tell me about a time when you had to stick by a decision you had made, even though it made you very unpopular."
"How would you handle a boss you suspected of performing unethical actions?"
"Would you describe yourself as an innovative person? Give us an example of something particularly innovative that you have done that made a difference in the workplace."
"What was the last time you were late with a project?"

The goal of the interview is to assess the candidate's ability to respond to the sorts of situations that the job may present them with. The questions asked will therefore be based on the job description, the performance indicators, the skills/personal qualities required and the interviewer's knowledge of operating in the role. Questioning will either be hypothetical (‘how would you deal with situation X?’) or based on historical examples from your current or previous experience (‘when situation X arose, how did you deal with it?’). Either way, the interviewer is interested in (a) the thought process used and (b) the values of the candidate and the outcome of the situation.

Source: http://en.wikipedia.org/wiki/Job_interview