Guide To Screening Candidates 30 Essential Behavioral Interview Questions Ebook PDF
Guide To Screening Candidates 30 Essential Behavioral Interview Questions Ebook PDF
Guide To Screening Candidates 30 Essential Behavioral Interview Questions Ebook PDF
30 Essential Behavioral
Interview Questions
Talent Solutions
Table of contents
Why behavioral
interview questions
matter
Screening candidates for soft skills is often the
toughest part of an interview. You have less than an
hour to figure out if the person has the qualities you
are looking for in your next hire.
The good news is that behavioral interview
questions are a proven way to reveal a persons
ability to collaborate, adapt, and more. By looking
at their past behavior, you can more easily
determine what someone will be like to work with.
To find out what are the best behavioral interview
questions, we surveyed nearly 1,300 hiring
managers. This eBook will walk you through
their answers and give you tips on how to ask
these questions.
1 Adaptability
2 Culture fit
3 Collaboration
4 Leadership
5 Growth potential
6 Prioritization
Guide to Screening Candidates: 30 Essential Behavioral Interview Questions 4
Adaptability
How to screen
for adaptability
1
MOST
POPULAR
69%
of hiring managers say adaptability is
the most important soft skill they screen
for. And it makes sense - to stay
competitive today, your company needs
to be able to adapt to a changing
economy and business needs. And that
means you need employees who can
adapt as well.
Culture fit
How to screen
for culture fit
MOST
POPULAR
89%
of hiring failures are due to poor
culture fit, so screening for this quality
is key.* Research shows that employees
who are a good culture fit had greater
job satisfaction, superior job
performance, and were more likely
to stay with the company.
Here are some of the most popular
questions to ask:
Collaboration
How to
screen for
collaboration
97%
1
MOST
POPULAR
Leadership
How to screen
for leadership
1
MOST
POPULAR
13x
Growth potential
How to screen
for growth
potential
If an employee leaves, it costs your
company
1.5x
1
MOST
POPULAR
Prioritization
How to
screen for
prioritization
When juggling multiple tasks, we have
to be able to decide which ones need to
be tackled immediately, and which ones
can wait. Hiring someone who cant get
this right means that key due dates and
project timelines can fall through the
cracks, ultimately hurting your business.
Here are some of the most popular
questions to ask:
MOST
POPULAR
Tell me about
when you were
a kid. Who did
you want to be?
What didnt
you get a
chance to
include on your
resume?
On a scale of
1 to 10, how
weird are you?
Dara RichardsonHeron
CEO at YWCA
Barbara Byrne
Vice Chairman at
Barclays
Richard Branson
Founder of
Virgin Group
Andrew Filev
CEO at Wrike
Tony Hsieh
CEO at Zappos
Use the S.T.A.R. system: As the candidate answers each question, make sure they describe
the Situation, Task, Action, and Result.
Dont except situational responses: When you ask for specific examples, make sure
candidates dont give you situational (hypothetical) information.
Give them time: Often good answers come after a moment of reflection, so dont rush
candidates or write them off if they dont answer quickly.
Follow up: Hone in on a specific piece of missing information in their response to dig
deeper into the situation.
Bonus:
Questions you
should be ready
to answer
2
3
77%
5
6
Methodology
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.
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.