Behavioural interview questions is such a vast topic, so to avoid boring you all with a long post we thought we’d split this into a mini-series. If you missed Part 1, don’t worry – you can click here to read it now.

So in our final part of behavioural interview questions we get right down to the nitty-gritty concerning the motivations, values and how well your candidate can communicate with you, other team members, your clients and third parties.

Communication Skills

Effective communications are just a big part of work, they’re also a massive part of day to day life so most candidates will try and wow you with examples of how good a communicator they are. But what you’re actually looking for here are the thought processes and preparation steps that your candidate took in order to get their message across effectively.

Asking the sample questions below will give you a good idea on how well they can communicate when various situations arise:

1. Give me an example of a time when you were able to successfully persuade someone to see things your way at work.
2. Describe a time when you were the resident technical expert. What did you do to make sure everyone was able to understand you?
3. Give me an example of a time when you had to explain something fairly complex to a frustrated client. How did you handle this delicate situation?
4. Tell me about a successful presentation you gave and why you think it was a hit.

Motivation and Candidate Values

Knowing what values your candidate holds can help to align them with the culture and values of your own business. Plus knowing how to motivate them to succeed shows how you can drive them to achieve and if they’re a good fit for your business.

For example, if your candidate is solely driven by cash incentives then a sales role with a good bonus structure might be right up their street, however if you offer a good work life balance this might not be such an attractive incentive for them.

1. Tell me about your proudest professional accomplishment and what drove you to achieve it?
2. Describe a time when you saw some problem and took the initiative to correct it rather than waiting for someone else to do it.
3. Tell me about a time when you worked under close supervision or extremely loose supervision. How did you handle that?
4. Give me an example of a time you were able to be creative with your work. What was exciting or difficult about it?
5. Tell me about a time you were dissatisfied in your work. What could have been done to make it better?
Utilising some, or even all of these questions as part of your interview strategy will give you a solid understanding into the character and personality traits of your candidate. Using these insights will allow you to gauge just how good a fit they’ll be for your business and existing team and reduce the risk of clashes later on down the line.
We hope you enjoyed our mini-series on behavioural interview questions, but if your still seeking some advice then please feel free to contact us on 01782 338787 or via email at office@appointmentspersonnel.co.uk for support.