Employers may use one or more of the following techniques to interview and evaluate job candidates:
Behavioral interviewing requires job candidates to describe past situations that in some way resemble situations they might face in the new position. This approach is grounded in the theory that past performance is the best predictor of future behavior. Your past experiences may involve work, graduate school, teaching, extracurricular activities, volunteer work, leadership roles, etc., and your discussion of these experiences should directly relate to the job for which you are interviewing.
Behavioral interview questions/commands typically begin with such phrases as:
The most common behavioral questions/commands evaluate such attributes as:
Behavioral interviewing is more structured and less conversational. You will likely receive set questions, and the interviewer will probably take notes on your responses. He or she will be assessing your answers in terms of desired behaviors considered necessary for success.
A very effective technique for communicating information in an interview is to cite a specific example or story to illustrate a point. Interviewers have a great deal of information to process, and stories are often easier to remember than general statements or platitudes, because they are more vivid and accessible. Consequently, they can also persuade effectively. You can apply this technique in discussing any accomplishment (research, part-time job, volunteer work, etc.). It can also make presenting your strengths easier for those of you who are uncomfortable with talking about yourselves.
In using examples/stories, it is very important to structure them tightly so as not to lose your listener’s attention. Strip away all unnecessary information. Focus concretely on:
Always be sure to address the results of your efforts. Remember that in a job interview you are being assessed on your potential to make contributions. Outcomes are very important.
Following is an example of an effective response to a behavioral question:
“Give me an example of a time when you demonstrated initiative and creativity in getting a job done.”
Situation/problem: In June 1940 the Nazis seized all of the archives of the French organization I wanted to study. Because of this obstacle, no history of the movement had ever been written. A preeminent French scholar had recently given up his plans to tackle the subject because he could not overcome this problem.
Action: I decided to rise to this challenge by seeking other kinds of sources. The task was difficult but very rewarding. Once in France I tapped into networks to obtain unprecedented access to secret freemasonic records and major archival collections held in private hands. I found massive amounts of valuable material in attics, barns, closets, and basements of government buildings, not to mention material in the French National Archives that other historians had never examined.
Result: The problem of sources ultimately pushed me to employ methods I had not originally intended to use. By thinking outside the box and by remaining flexible and open to where leads took me, I was able to tell the story of the largest left-wing movement in France in the first half of the 20th century and argue for its central role in the political culture of French left, which still stands fast today. Although I was just a graduate student, I produced the first scholarly history of the organization in 100 years.
Even though this example is academic in nature, it is effective because the elements of the story are accessible and appealing to general human interest. It has the added benefit of debunking myths about graduate students lacking people skills and boldness—instead it shines a spotlight on the candidate’s problem-solving skills, focus, resourcefulness, interpersonal aptitude, confidence, and methodical approach to getting the job done. Most employers after the interview would easily recall images of Nazis seizing documents, the candidate uncovering treasures in attics and barns in a foreign country, making innovative strides in the field.
This technique takes practice. Before your interview, think of a few stories/examples that illustrate your strengths and achievements, and rehearse them. You can fashion these stories into answers to a wide variety of interview questions. Remember that not all examples have to be work-related, but all should highlight a skill or attribute that could be beneficial on the job. Do not reach too far into the past for your examples. Also be sure to bring your responses directly back to the job at intervals throughout the interview (e.g. “…and these skills would enable me to be highly effective in performing…”).
Some graduate students may initially be challenged to come up with behavioral responses. Step back and think broadly about your skills and instances in which you have demonstrated them. Draw upon all of your experiences, including research and teaching, managing multiple tasks, extracurricular activities and temporary jobs, etc. Limit details to what is essential and keep your story focused. Practice with someone who has never heard the story.