behavioral interviews: from good to great · behavioral interview questions • resume walk-through...

KNOWLEDGE FOR ACTION

BEHAVIORAL INTERVIEWS: FROM GOOD TO GREAT

Deb RosenbloomExecutive Coach, Hancock Leadership

Presented to Wharton MBA 1st Year students


Themes for Today

Deb Rosenbloom, Hancock Leadership 2

• Control the controllable – details matter• Preparation drives “good to great”• Be authentic and present


Agenda for Today


• The opening• Behavioral interview questions• Resume walk-through• The closing (and the big aha that got me offers!)• Top 5 mistakes to avoid

(See handout for detailed frameworks and examples)

Industry specific knowledge will be covered in other sessions


Your Agenda


Think of the most difficult interview questions you have faced (or asked)


THE OPENING

(First impressions set tone)


Adopt a Winning Mentality


• Collaborate with your interviewer• Focus on YOU versus the competition• Understand you won’t win them all, and have

strategies to deal with rejection


First Impressions Count


• Warm up• Look the part• Understand it starts with the first contact• Build rapport on the way to the room• Be aware of your body language


The Most Dreaded Question


Tell me about yourselfIt’s vague & anxiety-causing, so why ask it?You can dread it…OR view it as a positive…

This is your opportunity to help set the agenda


Tell Me Tips


• Start with the interviewer’s perspective:what 3-4 things do they really need to know about you?

• Be concise and structured to avoid rambling practice and iteration are key

• Set up stories you want to tell later• End well:

“so, I guess that’s about it…” is NOT ending well

(See handout for framework)


BEHAVIORAL INTERVIEWS

(behaviors drive results)


Behavioral Interview Rationale


Best predictor of future success is past success

Instead of asking about your past success in the new role, they ask about past success in the

COMPETENCIES required for success in the new role

Interviewers should ask about your past success in the job the want to hire you into…

…but, you are probably targeting a new role


6 Key Competencies Sought by Interviewers


While relevant competencies differ by industry and function, these 6 top the list for Wharton MBA interviews:

• Influence/Leadership• Creativity• Decision Making • Stamina• Handling Ambiguity• Teamwork/Handling Conflict


Questions Target Past Behavior


Interviewers will ask about your past success in the competencies most relevant to the job:

• Tell me about a time when you… • Describe a situation where you…


Behavioral Interview Sample Questions


Tell me about a time when you…

Influence/Leadership

Decision Making

Creativity

Stamina

Handling Ambiguity

Teamwork/Conflict

…convinced someone of your point of view?…led a team/person without having direct authority?

…came up with new ideas key to the success of a project? …overcame a roadblock to solve a problem?

…had to make a decision with limited facts?

…had to work really hard.

…had to deal with a change in direction or priorities?…achieved success with limited direction from others?

…had a conflict with someone and how you dealt with it?…solved a conflict on a team?


Example


Question: Please describe your leadership style? Student response: “I tend to be a collaborative leader. I start by understanding people’s strengths and motivations as a way to help them succeed. I also think it’s important to surface any issues or concerns someone might have, and then work together to find the best way forward to achieve the stated goal. I have found that this approach leads to better results than just telling people what to do.”


Example – Take 2


Question: Please describe your leadership style? • Student response: “I take a collaborative approach,

understanding people’s strengths and motivations as a way to help them succeed. Let me tell you about the time I helped launch a new product at (Company X) by working with the lead engineer to find a way for his team to complete the product design in half the normal time, saving us a $500,000 penalty, and winning loyalty from a major customer.”


Answer Behavioral Questions With Stories


Telling stories from your past experience• Is more interesting for your listener• Allows you to be authentic while demonstrating your

confidence and passion• Highlights a record of accomplishment• Moves from general and hypothetical to specific and

memorable(See handout for framework and example)


RESUME WALK-THROUGH


Resume Walk-Through Tips


• Know your story – don’t read your resume (or assume interviewer is familiar with it!)

• Focus on accomplishments• Balance the “what” and the “why”• Discuss transitions• Prepare for anything you might need to explain

(be concise and confident)


Read Cues from Interviewer


Interviewer will likely provide cues about desired depth and pace along the way:• Pull up if: “so, how did you get from there to your

next role?”• Go deeper if: “tell me more about that…”, “what

else did you do there?”


THE CLOSING

(opportunity to differentiate)


Your Turn to Ask Questions


The Q&A portion of the interview is your chance to:• Demonstrate passion for the job• Continue to build rapport and engage interviewer• Cover any key points that haven’t been addressed


Prepare Questions in Advance


Types of questions:• Details you would want to know when you start

the job – versus what’s in it for you• Interviewer’s personal experience• Company strategy, positioning, success factors• The KILLER question


Closing the Deal (my personal breakthrough)


• You need to let them know you are seriousThey want to know you will accept an offer if they make one

• Strike a balance between:Interested and ……in demand


Follow Up


• Agree to next steps before leaving“What are the next steps?”“If I don’t hear from you by the end of next week, would it be appropriate to call to follow up?”

• Thank you within 24 hours (regardless of outcome)• Keep your network updated


TOP 5 MISTAKES TO AVOID

(What NOT to do)(Never, ever, ever)


What NOT to Do


Avoid these top 5 mistakes:1) asking for feedback during the interview2) using negativity3) mismanaging time4) assuming interviewers “divide and conquer”5) skipping your homework


Practice Takes You from Good to Great!


• Mock interviews offer dramatic improvement!– Receive feedback on: style, content, non-

verbals, ability to connect with interviewer– Learn more about your target industry: content,

nuances, interview styles


Crazy Good interview Skills


Please complete feedback surveys.Thank you and stay in touch!

(Deb Rosenbloom [email protected])


EXTRA SLIDES


Looking the Part


• What to wear – avoid distractions in your:clothes, hair, shoes, bags, scents

• Project energy and confidence through body language

• Begin and end with a great handshake


Great Answers to Behavioral Questions


• Illustrate: show versus tell that you possess the required competencies

• Engage: keep your interviewer’s attention• Specify: describe specific past accomplishments• Impact: have a memorable, positive result


One Model for Telling Stories


Headline (catches the attention of interviewer)

• Situation: when, where, what• Obstacle: what made it challenging• Action: what did you do specifically• Result: what happened


Postponing Compensation Discussion


• Phrases to delay the discussion:– “I would prefer to discuss the position more

fully before discussing salary”– “I’d like to revisit a salary conversation after I’ve

provided a better sense of my skills”– “I assume the compensation is in line with the

market, do you have a range for this role?”

behavioral interviews: from good to great · behavioral interview questions • resume walk-through...

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