A behavioral question relates to how you approached some situation in the past.
please respoond to the 2 peers listed to the following:
Two types of questions that job seekers often encounter are behavioral and scenario questions. A behavioral question relates to how you approached some situation in the past. A scenario question relates to how you would deal with an imaginary future situation. From the hiring manager’s perspective, which type of question do you think reveals more about the candidate? Why?
peer #1
I think the situational type questions reveal the most about the candidate. Neither question is necessarily wrong, they are just different tools in a toolkit. Behavioral questions ask what a candidate has done before, and are good when the candidate has relevant experience (JWI520,1). Situational can reveal a lot about how any candidate would act in a specific situation. These questions can reveal more about the thought process of the candidate and how they think through the challenge. The candidate can talk through what kind of resources they would use to tackle a specific scenario.
Multiple people should interview the candidate (JWI520,1). All the interviewees should have a structured list of questions, and ask the candidate to answer questions that describe things similar to what they would face in the organization (Fernandez-Araoz et. al, 2).
Once a pool of people have been interviewed, if they were all asked the same structured questions, it will be easier to pick out the right candidate for the position.
References:
1. JWI520. Week 5. Lecture 2. The Right Way To Assess A Job Candidate
2. Claudio Fernandez-Araoz, Boris Groysberg, Nitin Nohria. 2009. The Definitive Guide to Recruiting in Good Times and Bad. Harvard Business Review.
peer # 2
From the hiring manager’s perspective, which type of question do you think reveals more about the candidate? Why?
Even though both questions share insights about the candidate, the scenario questions in my opinion reveals more about how the candidate thinks and solves a problem. According to the TED talk video posted on Week 4, Regina Hartley brings up the discussion between a “silver spoon” candidate and a “scrapper” candidate (1). Hartley leaned more towards the choice of the “scrapper” as the best candidate based on versatility in different jobs, as well as understanding their background of multiple failures leading to post traumatic success. Even though the “silver spoon” candidate meets and exceeds all pre-requisites and requirements to do the job, Hartley points out a curiosity of how they will function if they were to experience failure.
When we look at behavioral situations, Jack Welch’s 4-Es and 1-P framework would also help determine if the candidate is the right person to hire. Whether we decide to hire the “silver spoon” or the “scrapper”, “it is the players on the team that make the difference between winning and losing” (2). Disregarding experiences from both sides, these candidates must show some form of energy, be able to energize others, have the edge in making decisions, execute in their role, and show passion in the workplace.
All in all, it’s up to the hiring managers to make the decisions based on the company’s current situation, but “there is nothing more satisfying than showing someone whom the company has deemed to be in the bottom tier that they have the potential and ability to be in the top 10%” (2).
Peter A
References:
Hartley, Regina. Ted Talks. “Why the Best Hire might not have the perfect resume”. https://www.ted.com/talks/regina_hartley_why_the_best_hire_might_not_have_the_perfect_resume
JWMI. The Leadership Toolkit. “4-E’s (and 1-P) for Winning”. https://blackboard.strayer.edu/bbcswebdav/institution/JWMI/520/Documents%201176/JWMI%204Es%20%26%20P%20book.pdf
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