Guide To Screening Candidates 30 Essential Behavioral Interview Questions To Ask Ebook v2
Guide To Screening Candidates 30 Essential Behavioral Interview Questions To Ask Ebook v2
Guide To Screening Candidates 30 Essential Behavioral Interview Questions To Ask Ebook v2
30 Essential Behavioral
Interview Questions
Talent Solutions
Table of contents
1 Adaptability 4 Leadership
2 Culture fit 5 Growth potential
3 Collaboration 6 Prioritization
* The Most Important Reason People Fail in a New Job Guide to Screening Candidates: 30 Essential Behavioral Interview Questions 8
Collaboration
* Is Poor Collaboration Killing Your Company? [Infographic] Guide to Screening Candidates: 30 Essential Behavioral Interview Questions 10
Leadership
13x
persuade someone to see things your way.
What steps did you take? What were the
results?
more likely to outperform their
competition.* So, finding people who
will be able to inspire, motivate, and
3 Give me an example of a time when you felt
you led by example. What did you do and how
influence others will be essential to
your company’s success. did others react?
* 10 Ways to Grow Leaders in Your Business Guide to Screening Candidates: 30 Essential Behavioral Interview Questions 12
Growth potential
1.5x
to being directed to do so.
* Why More Employees Are Considering Leaving Their Companies Guide to Screening Candidates: 30 Essential Behavioral Interview Questions 14
Prioritization
1 2 3 4 5
“How would you “Tell me about “What didn’t “What is the last “On a scale of
describe yourself when you were you get a thing you’ve 1 to 10, how
in one word?” a kid. Who did chance to learned on the weird are you?“
you want to be?” include on your job?“
resume?”
Dara Richardson- Barbara Byrne Richard Branson Andrew Filev Tony Hsieh
Heron Vice Chairman at Founder of CEO at Wrike CEO at Zappos
CEO at YWCA Barclays Virgin Group
1 Use the S.T.A.R. system: As the candidate answers each question, make sure they describe
the Situation, Task, Action, and Result.
2 Don’t accept situational responses: When you ask for specific examples, make sure
candidates don’t give you situational (hypothetical) information.
3 Give them time: Often good answers come after a moment of reflection, so don’t rush
candidates or write them off if they don’t answer quickly.
4 Follow up: Hone in on a specific piece of missing information in their response to dig
deeper into the situation.
* Talent Trends 2015 Guide to Screening Candidates: 30 Essential Behavioral Interview Questions 20
Want more? The
LinkedIn Talent Ask These 4 Interview Questions to Screen for Emotional
Intelligence
Blog has it
Recruiters Nominate Their Favorite Phone Interview
Questions
In May 2016, LinkedIn surveyed 1,297 Hiring Managers in the US, Canada, UK, Netherlands,
Australia and India. Hiring Managers are defined as those who currently manage people and
either recently hired, are currently trying to hire or are planning to hire new people for their team
(based on survey responses). Members were selected at random to take our survey and are
representative of the LinkedIn sample.
The LinkedIn sample (and our analysis) is influenced by how members choose to use the
site, which can vary based on professional, social, and regional culture, as well as overall site
availability and accessibility. These variances were not accounted for in the analysis.
Lydia Abbot
Associate Content Marketing Manager, LinkedIn Talent Solutions
Lydia is passionate about creating insightful content that can help Talent Acquisition professionals succeed
and find the talent they need.
Maria Ignatova
Senior Content Marketing Manager, LinkedIn Talent Solutions
Maria works to create and deliver empowering content to Talent Acquisition professionals. She also manages
the Talent blog at Talent.linkedin.com/blog.
Allison Schnidman
Strategic Research Consultant, LinkedIn Talent Solutions
Allison is an experienced market researcher focused on the talent industry. She looks for trends in what people
want in a job, what industries and companies people are moving into and uses surveys to uncover why this
takes place - all to help recruiters understand and connect with top talent.
Founded in 2003, LinkedIn connects the world’s professionals to make them more
productive and successful. With over 433 million members worldwide, LinkedIn is the
world’s largest professional network.
Follow us on LinkedIn
Follow us on Twitter