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Scarlett Letter #43: Behavioral interviewing technique—great application for sales/marketing, Part I

If your AEC firm has a sophisticated human resources department, then no doubt that group uses an interviewing format called ‘behavioral interviewing’ when hiring new candidates.  In the shortest of descriptions, behavioral interviewing assumes that ‘past behaviors will predict future behaviors’. Therefore, if an individual achieved success by performing in a certain matter during a specific situation, then he will likely perform in a similar fashion the next time that situation arises. If, however, that individual was unsuccessful in their performance, then it is hopeful that he learned the lessons needed to carry forth in a better way the next time around.

This complete list of behavioral interview questions posted by Alex Rudloff is a great resource to get the juices flowing.  Examples include:

1. Tell us about the last time that you undertook a project that demanded a lot of initiative.
2. Describe a time when you made a suggestion to improve the work in your organization.
3. Give a specific example of a time when you used good judgment and logic in solving a problem.
4. Tell us about a time when you built rapport quickly with someone under difficult conditions.
5. Describe a situation where you felt you had not communicated well. How did you correct the situation?

The examples go on and on (and on). And how, might you wonder does one provide good answers to these sorts of questions? Well, human resources experts suggest responding in a method called STAR, which stands for situation, task, action, and result.  As the MIT Career Center’s website describes in more detail, this is the content to prepare your succinct response:

STAR Method

• >Situation: give an example of a situation you were involved in that resulted in a positive outcome
• >Task: describe the tasks involved in that situation
• >Action: talk about the various actions involved in the situation’s task
• >Results: what results directly followed because of your actions

Until my next post, take time to review these questions and this format. As well, brainstorm ways in which you think these questions—and the concise response format—would be of great use in your firm’s marketing and business development efforts. Part II will discuss the practical applications in more detail.

           

Tags: AEC behavioral interviewing, Anne Scarlett A/E Marketing, Behavioral interviewing, design and construction industry, design and construction marketing, linkedin, professional services marketing, professional services sales, Scarlett Consulting AEC business development, STAR, STAR interview format

One Response to “Scarlett Letter #43: Behavioral interviewing technique—great application for sales/marketing, Part I”

1. Bill Wallace

   September 17th, 2009

   Great post, Anne. BDI questions, well structured, are a great way to determine if you have the right candidate in front of you. Of course, up front you need to have a very clear and specific profile to work with. This really minmises recruitment errors.

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