Behavioural interviews can be the career changer's worst nightmare. Since being introduced in the 80s by industrial psychologist, Dr Tom Janz, at least 1 in 3 recruiters make use of behavioural interview questions. This article shares simple albeit powerful steps by which people seeking to make career changes can answer behavioural interview questions successfully.



1. Be Friendly - If the job in question requires people skills (and most sociable jobs do) then your interviewers will want to see tangible proof of your claims. Don't try too hard however, just be confident and polite. Make light conversation if you can and listen attentively to your interviewers. For instance, if your interviewer has just had a baby, extend your congratulations and ask how he or she is coping with the change in lifestyle. If you have recently had a baby yourself, briefly share experiences that the interviewer may find humorous and helpful. If all goes according to plan, be sure to tender your rapport building skills as ample evidence during the course of the behavioural interview.

2. Ask Too - Candidates who don't ask questions of their own during job interviews usually come across as timid and disinterested. After giving a good account of yourself, find out if the job is really a great match for you by asking the interviewers some behavioural questions too. Good questions to ask each interviewer are: 'How did you come to work for this company and what have you enjoyed the most so far? How many hours a week do you put into this job and what have been your biggest challenges yet? In what ways have the company rewarded hard work and initiative of recent?' It is also a great idea to ask your interviewers if they would be willing to offer you some feedback on your performance at a later date. If you manage to build good rapport and express genuine interest in the company, many interviewers would be more than happy to give you interview feedback.

3. Recap - Never forget that employers want to hire multi talented people who will add long term value to their organisations. At the end of your behavioural interview, recap by summarising the talents and behaviours that equip you for the role as well as the values and ethics that will enable you fit well into the organisation. Some candidates even go as far as preparing power-point presentations that demonstrate their competence and show how their long term goals fit in with the prospective employer's. Be creative if you want to stand out from your competitors. Don't forget to thank your interviewers for their time and say how much you look forward to hearing from them.

4. Proper Chase - Before you leave the interview venue, get a contact name and direct telephone number you can use for follow up purposes. However, make sure you find out how long you should wait before getting in touch. It is good manners to send a thank you note a few days after the final interview and to ring for the result within agreed time-scales. If further follow up is required do so no more than twice per week, contacting the key decision makers (usually the interviewers) directly where possible. Do exhibit polite and professional behaviour at all times.

5. Get Feedback - It is vital that you get some feedback on your performance as this will serve you well should you have cause to attend future behavioural interviews. Hiring managers love it when interviewees ask for feedback. In fact I know candidates who got hired (when subsequent vacancies arose) because they dared to seek constructive criticism after unsuccessful interviews.

In summary, people who do really well at behavioural interviews are those who have taken the time to find hidden talents and discover their purpose for living. By passionately communicating how your talents, skills and behaviours complement your prospective employer's ethics and business objectives, you can put yourself head and shoulders above your competitors and make the career changes you desire.