Clearly communicate the interview format in advance, highlighting the inclusion of such questions. Share examples or tips, such as using the STAR method (Situation, Task, Action, Result) to structure responses. Create a comfortable environment to ease nerves, encouraging candidates to share real-life experiences. Ask open-ended, relatable questions to help them focus on relevant scenarios. Provide clarifications if needed, ensuring they understand the question fully.

Many stumble here, whether they’re new or veteran HR or Talent based professionals. More specifically, if you do not prepare them, they may crash and burn even though they are the most qualified for the role. Did your team send them a what-we-have-to-offer document? Does the calendar invite, if it is virtual, contain a description of who will be in the interview and sample questions to expect? Did a recruiter even speak with the candidate? If no, you do not understand CX. If yes, bravo. Regardless, be wary of internal feedback claiming there’s no way to prepare people. If you hear that in your firm, your HR-senses are telling you to scrutinize the process.

While having the Pre-interview communication the candidates shall be communicated about the possibility of behavioural questions that can be asked during the interviews. This will help them in recalling key experiences in previous roles and they can explain them well in a structured manner. This may help them to focus and tailor their answers to the role-matching and showcasing the skills relevant to the Job they are expecting to get.

In your pre-interview communications (whether through email, phone, or the job description), mention that the interview will include behavioral questions. This will give candidates a chance to prepare mentally. Start the interview with some light conversation to help the candidate relax. When candidates feel comfortable, they are more likely to provide detailed and thoughtful responses.Instead of asking vague questions like "How do you handle stress?", ask specific questions that require concrete examples. For example: "Tell me about a time when you had to manage multiple projects with conflicting deadlines. How did you prioritize and what was the outcome?"

You can't. Either they are or they are winging it. After question #2 that rambles on without adding any value to the candidate then bring it to a close. More talk doesn't make their words have more meaning.

I like to make it conversational. Start by building raport, asking simple motivational questions, what they are passionate about, why this company. See how they articlutate those. Then after some time and how they explain, some of their work history, that brought them to this interview, I ask them to tell me about a time..... if not a direct answer to the question, I will be more specific, No tell me what you did, or your role in the XYZ. If not specific, or too generic, I will simply ask them; Tell me MORE? Many may not be ready for Behavioral interviewing, but if you dig, and ask them to explain thier role of behavior on the task/Company/Project, they can, if they run on, you stop them, and ask again.

I agree that a conversational structure works best. I like to begin by explaining the structure of the interview, how it will flow. I explain that I will review job history, then discuss the role & what they expect it to entail, clarify the role for them, then ask some questions to get more specific examples of how they work. This gets them thinking early about their work history & examples. Knowing what to expect sets a rapport and relieves some anxiety for the candidate.

To ensure candidates feel ready for behavioral questions, give them a heads-up about what to expect. Let them know you’ll be asking about real-life scenarios that show skills like teamwork, problem-solving, and adaptability. Start the interview with a relaxed tone and maybe even a sample question to get them comfortable—it often leads to more genuine and insightful responses. This approach not only helps them but allows you to assess their genuine fit for the role more accurately.

Para garantir que os candidatos estejam prontos para perguntas comportamentais, é importante comunicar com antecedência o formato da entrevista. Informe que você usará a técnica STAR (Situação, Tarefa, Ação, Resultado) para estruturar as respostas. Incentive-os a refletir sobre suas experiências passadas e como lidaram com desafios, destacando habilidades e resultados. Isso os ajudará a se preparar e fornecer respostas mais claras e concisas.