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Behavioural Interviewing at RPL: Home

The Hiring Process

To get the job you want you will need the right skills, education and background.  First things first; you need to apply.


You apply for a job:

1. Apply for a current posting.

2. Fill out a staff application for internal vacancies

We review your application:

After the job posting closes, all applications are reviewed by Human Resources to make sure the applicants have the necessary skills, education and experience for the position. 

Once the review is complete, a "short-list" of qualified applicants is created and the staff on the list are contacted for an interview.

Interviews are scheduled with  the short-listed candidates.

Time for the interview!

 

The Interview

What is a behavioural descriptive job interview?

A behavioral decriptive interview is a job interview focused on discovering how an applicant acted in specific employment-related situations. The logic is that your past performance in the workplace will predict your future performance.

Instead of asking how you would behave, the interviewer will ask how you did behave. The interviewer wants to know how you handled a situation, instead of what you might do in a hypothetical situation.

 

What kinds of questions are they going to ask me?

Here are some sample behavioural interview questions:

  • Describe a situation in which you were able to use persuasion to successfully convince someone to see things your way.
  • Give me an example of a time when you set a goal and were able to meet or achieve it.
  • Tell me about a time when you had too many things to do and you were required to prioritize your tasks.
  • Tell me about a recent situation in which you had to deal with a very upset patron or co-worker.

 

How should I approach the interview?

  1. Try to relax. The interview should be nothing more than a good conversation.
  2. Take your time. Focus on the question, then take some time to formulate the best answer.  If you don't hear the question clearly, feel free to have the question repeated.
  3. Stick to the basics. When and where did the situation occur? Who was involved? What happened? What was the outcome?
  4. Focus on your skills. Remember that the question we ask is to learn more about your specific skills.
  5. Be specific. Avoid prhrases such as "I believe" or "I think" unless the interviewer asks for your opinion about something.
  6. Avoid the oversell. The examples you give will speak for you and whether or not you have the required skills.  Be straightforward and provide details, but don't use each question as an opportunity to tell us why you should be selected for the job.
  7. Stay focused. Try to only use one specific example per question.
  8. Ask questions. There will be time to ask questions at the end of the interview.

                                                                       http://www.hireology.com/Portals/92986/images/behavioral%20interviews.jpg

 

 How are my interview answers evaluated by the interviewers?

The staff conducting the interview will listen closely to your responses. Most interviewers will take careful notes of what you say. 

The interviewers will be actively listening to your answers to establish whether your responses exhibit the desired skills, aptitude and outcomes that meet the objectives of the question.

Your responses are then scored on a scale from 0 to 5 by each interviewer independently.  The interviewers will then compare and discuss  their individual scores to create an aggregate score of your responses.

The scoring for each question is as such:

 

Rating:                  0              1              2              3              4              5

 5 – The skill is evident and described comprehensively with full understanding of relevant information. Information is taken from source(s) with enough interpretation/evaluation to develop understanding. Outcome is logical and reflects Candidate’s ability to place evidence in priority order.

4 - The skill is evident and described with clarity so that understanding is not hampered by missing details. Information is taken from source(s) with enough interpretation/evaluation to develop a coherent analysis. Outcome is logically tied to information and identified clearly.

3 – The skill is evident, but described with some details undefined, ambiguous, and an outcome that does not entirely meet the expectation standard.

2 – The skill is vaguely evident and described without clarification or description. Outcome is stated, but is simple and obvious.

1 – The skill is not evident based on any descriptor. Information is stated without logic or reason and taken as fact without question. Outcome is inconsistently tied to some of the information discussed without logic and oversimplified.

0 – The skill was not evident and background is not demonstrated.

 Rating Scale:  Take into account i) explanation of issues, ii) evidence as defined by selecting and using information to investigate a point of view, iii) conclusions and related outcomes

 

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Interviewing skills

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