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I know what you’re thinking: Don’t worry, there’s a shortcut and a trick that will let you sidestep all that work and we will get into it in the next section.Instead of slogging through trying to come up with a success story for every possible behavioral questions there are 2 things you can do instead.This strategy directly increased overall sales by 44%." The next thing you’ll want to do, is mine your job description to find qualities you know the company is looking for.
For example, here’s another example (from my past) of a good success story that can be used when answering a problem solving type behavior based question.
In this case, I was working for a pro sports team as a Season Ticket Sales Representative: "Facing low sales numbers for full season ticket packages and the possibility of many empty seats for the upcoming season, I developed, created and spearheaded the implementation of a new sales strategy, which allowed for the sale of smaller “game packs” as opposed to only “full season” ticket packages.
Now that you know the importance of having your success stories planned out, you now need to understand how to use them in your interview answers. The STAR interview method gives you a simple framework to use when crafting your answers. Situation: Open with a brief description of the Situation and context of the success story (who, what, where, when, how). Task: Explain the Task you had to complete highlighting any specific challenges or constraint (eg deadlines, costs, other issues). Action: Describe the specific Actions that you took to complete the task.
The best way to organize your behavioral answers is to use the S. These should highlight desirable traits without needing to state them (initiative, intelligence, dedication, leadership, understanding, etc.) 4. Include figures to quantify the result if possible.
Can you see how these questions are all trying to find out how you behaved in the past in order to predict how you will behave in the future?
So now that you know that you have to use success stories and you have an idea of what a behavioral question looks like, how the heck to you actually answer them?? method (which is why behavioral interview questions are often referred to as STAR Interview Questions).In case you aren’t completely clear on what exactly behavioral questions are, here’s an explanation.A behavioral question (also known as STAR Interview Questions or behavior-based interview questions) is a question that aims at learning about your past “behaviors” in specific work situations.In this case, I was working at a car dealership as a service advisor (a nice way of saying I was there to help you fix your car and sell you overpriced floor mats): "I volunteered for (and was nominated the head of) a committee of 4 people tasked with investigating poor customer reviews.I analyzed reviews and discovered that customer wait times were the largest contributor to negative reviews.Do they bring up “collaboration” as a requisite competency for the position? You’ll quickly notice that most job descriptions you come across will very clearly state the qualities the company is looking for in their “Perfect Candidate”. Now that you have a list of these qualities, you now know the types of behavioral questions you are most likely going to be asked and can craft your success stories accordingly!So go ahead, grab the job description and do some detective work! Ok, now that you have your success stories locked down it’s time we go through some actual examples of behavioral questions.How you have “behaved” in certain situations in the past will give them clues on how you’ll behave in those same situations when working for them in the future.Behavioral questions can be asked at any time, but are often asked as part of a second interview.However, for recent grads or those with little work experience a Success Story can be taken from other events in your life such as school clubs, athletic teams, volunteer work etc…The point is it must highlight the quality they are looking for.