Behavior VS Performance
It is not prior behavior that predicts success it is prior performance. Just because a candidate has done a task does not mean they have done it well. Most interviewers, including interviewers using “behavioral interviews”, ask questions and focus on the candidate’s past behaviors but do not adequately tap into performance- another indication of broken interviews.
To fix you interview, talk about your performance not just your behaviors. For example, question- “Give me a specific example of a time when you used good judgment and logic in solving a problem.”
Candidate “I was working with a team to determine if my company should submit a proposal for a $15MM piece of business. The business would have grown the company but we were not sure we had the internal systems and personnel to deliver on the project and failure with this high profile customer would have severely damaged our reputation and chances for further business. I developed a decision matrix which contained all the pertinent factors and used the matrix to make the decision.”
Where is the performance aspect? A better response,
“… I developed a decision matrix which contained all the pertinent factors and used the matrix to make the decision. The decision was to pass on the business. This decision turned out to be correct, saving the company a significant loss and positioning me as a thorough and logical problem solver. As a result, I received a nice year end bonus and was promoted to Director.”
Adding the performance element will differentiate you from other candidates that simply report their behaviors, impress the interviewer, and position you as a stronger candidate.