What is the difference between situational interview and behavioral interview?

Different kinds of jobs require different types of interviews. Two common types of interviews are behavioral and situational interviews. Although the two share many similarities they are based on distinct philosophies. One also happens to be more difficult than the other.

Let’s take a closer look at what behavioral and situational interviews are and how they differ:

Behavioral Interviews

In the most basic terms, behavioral interviews involve asking the interviewee to describe past experiences that are similar to the situation the interviewer is describing. The purpose of this type of interview is to see whether the candidate has encountered similar situations in the past and get a better understanding of their behavior and personality.

Here are some examples:

· Describe a time in your life where you had to make an incredibly tough decision.

· Describe an instance where you and your supervisor were on opposite sides of an argument.

· Describe the biggest mistake you’ve made on the job.

Every single one of the questions is difficult but each one of them will reveal something significant about the candidate. They can be used to judge how well they prepared for the interview, their thought process and their past experiences and behavior. All these revelations are crucial in understanding the candidate.

Situational Interviews

Questions in a situational interview usually start with “What would you do if…” The candidate is then expected to quickly process the situation and provide solutions to the problem.

Situational interviews are used are used to test the candidate’s problem-solving skills, knowledge, intellectual capacity and their expertise. They are highly reliable indicators of how a candidate performs under pressure. The interview has the right to assume that the candidate is capable of performing the tasks they discuss in the interview.

AT OPS Staffing, we use both behavioral and situational interview questions to assess a candidate’s capabilities before passing them on to our client’s. Our strict screening process ensures that we only present the best candidates to our esteemed clients.

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When it comes to job interviews, performances and evaluations, employers and job candidates need to consider behavior vs. competency questions and responses. These inquiries and answers provide key indicators of an individual's ability to complete their job responsibilities. If they are lacking in either respect, there could be some problems down the road. The best place to determine a person's strengths and weaknesses is in the initial interview; this will give a good snapshot of whether the person could become a valuable team member.

Behavior vs. Competency: Definitions

According to the writers at the Peak Performance Center, behavior is how someone acts or conducts themselves. On the other hand, competency is one's ability to complete a task efficiently, using a combination of observable, measurable abilities, skills and knowledge. The two are strongly related to one another. Competencies are attained from education, training and experience, but in order to be successful, one must also have behavioral characteristics like self-confidence, determination and honesty to get the job done.

You'll also see behaviors and competencies listed in job descriptions, typically under either the nice to have or required skills lists. Specific knowledge and skills will be required, like proficiency in Microsoft Word or experience leading a team of sales representatives. Companies may also want applicants to have behaviors like a positive attitude and the ability to work with a team; they may also be looking for more intangible skills, such as a "self-starter who takes the initiative."

What Is the Difference Between Competency and Behavioral Interviews?

The experts at CV Library write a behavioral interview definition that focuses on the idea that an applicant's past behaviors can predict their future actions, especially when it comes to work-related topics. This correlation is why so many interview questions are open-ended, and a few examples of these behavioral vs. situational interview questions can help clarify that. One example could be asking a candidate to explain a time when they needed to persuade someone who disliked them to complete a work task. Another possibility could be to ask them about a time they didn't meet a crucial goal and their response to that.

Competency questions are based on specific skills needed to perform jobs, so they're a bit more specific. The interviewer will want to know if the candidate has used the skills in the past and might want a lot of details. Two examples of competency questions follow: "What actions did you take when your network was infected with a virus?" and "What do you do to ensure the best customer service with an angry customer?"

Are Behavioral and Competency Questions the Same?

Since both categories of questions are based on the theory that past behaviors predict future performance, they generally begin with "give me an example of" or "tell me about a time when you." The recruiting group at HAYS differentiates between the two, posting that behavioral questions are more based on a company's values and operation methods. Competency questions zone in on an applicant's knowledge and skills and their relevance to the job responsibilities.

Understanding the differences between behavioral vs. situational interview questions is also good. The writers at U.S. News Money claim that behavioral questions ask applicants about the past or present, and situational ones question how they will handle things that come up in the future, focusing on lead-ins like "what would you do if...?" Asking about a likely situation that an employee hasn't faced in the past could provide insight into how they think. As for technical vs. competency questions, technical ones are more specific; a hiring manager for a tech firm would likely ask a job candidate which coding languages they are proficient in.

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