5 Behavior Questions to Really Get to Know Your Candidate

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Behavioral questions help hiring managers really get into the heads of candidates. The goal of these questions is to determine how a candidate will perform in the future by seeking examples of what they did in the past. They also test a candidate’s communication skills and ability to articulate when sharing information.

Behavioral questions require a candid answer to a concrete question. You’ll learn to spot if a candidate is waffling, is simply too verbose, or perhaps, isn’t organized. Behavioral questions cannot be answered with a simple yes or no, and are a great way to find out the real strengths and weaknesses of a candidate.

Examples of Typical Behavioral Questions for Interviews

Questions about teamwork are critically important in the healthcare field, when teams rely on each other to save lives. Some typical questions include these five:

  1. Tell me about a rewarding experience you had while working on a team?
  2. Give me an example of how a team environment helped you learn something about yourself.
  3. Describe your experiences with a challenging team member and how you worked with them?
  4. Have you ever been called upon to step into a leadership role on a team, and how did you handle it?
  5. Give an example of when teams might be greater than the individual?

These questions are designed to define how the candidate deals with challenging people, and their ability to collaborate with others.

In healthcare, problem-solving is a critically important skill. Try asking these questions to help you find competent troubleshooters:

  1. Tell me about a time when you used your initiative to solve a problem in a team setting?
  2. What has been one of the most creative solutions you ever came up with to a difficult problem?
  3. Describe two solutions you initiated in the past six months?
  4. What was the best idea you ever had at your last job?
  5. Describe a time you had to analyze information and recommend a solution?

Look for the candidates who exhibit creativity in their ability to solve problems, along with initiative and general resourcefulness.

Finally, work ethic is another significantly important skill to the typical healthcare staffer. The healthcare field requires a strong work ethic regardless the clinical setting. Work ethic is illustrated not just through long hours on the job, but by reliability, and dedication to the mission. Use these questions to find candidates with a strong work ethic:

  1. Is it more important to work harder or smarter – and why?
  2. When was the last time you had to over-extend yourself to get the job done?
  3. What accomplishment are you proudest of?
  4. Give an example of how you juggle multiple tasks in a day?
  5. Tell me about a goal that required significant effort and whether you achieved it?

The inability to find the right match for any job can cost thousands of dollars. Behavioral interview questions were designed to help improve the chances an employer finds better candidates who are a good fit on the very first try. It’s a science-based method that relies less on the gut and more on concrete examples of candidate behavior.

For more tools to help you build the right team, contact UHC Solutions. We can help.

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