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How to pass your behavioral interview
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I believe in the potential of behavioral interviews to elicit
interesting and valuable storiesfrom applicants. In practice,
however, the process confuses some applicants because theydo not
understand why the interviewer is asking a particular question.
What kind of story does she want to hear?
What kinds of details will impress her?What qualities does she
hope I will demonstrate through my answers?
What if your interviewer actually asked you to tell her what she
really wanted tohear?
Your interviewer wants to hear stories about you that will help
her understand your
LEADERSHIP: stories that demonstrate your ability to influence a
person, group
or organizationTEAMWORK: stories that demonstrate your ability
to build and maintain
professional relationshipsACCOMPLISHMENTS: stories that
demonstrate your ability to set an objectiveand achieve it
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Still, most AdCom members would like to hear NEW stories beyond
those you alreadyshared in your essays. If you had access to your
letters of recommendation, you mightconsider sharing an example
that was used by your recommender.
THE THREE MOST COMMON BEHAVIORALINTERVIEW TOPICS
and how to answer them
Behavioral interviewing is not common sense, but it could be. In
fact, the STAR method(Situation, Task, Action, Result) is nothing
less than good storytelling. I believe thatevery good story has
five components:
(a) Setting(b) Build-up (Here comes trouble.)(c) Crisis or
climax(d) Learning(e) New behavior or awareness (How did you
change?)(found at
http://astoriedcareer.com/tell_me/2010/04/story-formula-acronyms-and-exa-1.html;
accessed 2012/02)
1. TEAMWORK
Show teamwork by sharing stories about times that you have been
successful BUILDINGRELATIONSHIPS
RELATIONSHIP BUILDING: the ability to build and maintain
professionalrelationships
The key success factors involve facilitation and soft
skills.
Prepare the following:
Stories that illustrate alliances and partnerships that support
youA story that shows that people seek you out for your skills and
expertise
(found at
http://astoriedcareer.com/tell_me/2010/07/building-blocks-for-branding-s.html;accessed
2012/02)
Then, use your teamwork stories to answer the following
behavioral event interviewquestions (recently asked by Wharton;
similar questions are asked by other schools,including MIT, and
Stanford)
1. Tell me about a time when you led a team and you experienced
conflict betweentwo members of the team. (Asked by in 2011)
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2. Tell me about a time you dealt with conflict on a team?
(Asked by in 2011)3. Tell me about a time that you managed someone
more experienced or older than
you. How did that person react to you? How did you manage the
relationship?(Asked by in 2011)
4. Tell me about a time that you managed someone younger than
you. How did thatperson react to you? How did you manage the
relationship? (Asked by in 2011)
5. Tell me about a time when you led a team and it failed. How
did your teammatesinitially react? What would you do differently
now? (Asked by in 2011)
6. Describe a time when you have been working toward the
completion of an
important task, when it has been necessary to consider the
opinions and feelings ofothers. (Asked by in 2010)7. Describe a
time when you have worked as part of a team working towards an
important goal, when you have addressed conflict between two or
more teammembers. (Asked by in 2010)
(found at
http://www.clearadmit.com/wiki/index.php?title=WhartonInterview;
accessed2012/02)
2. LEADERSHIP
Show leadership by sharing stories about times that you have
been successfulINFLUENCING OTHERS
INFLUENCING OTHERS: the ability to influence a person, group or
organization
The key success factors involve functional expertise, logic,
data, and negotiation skills.
Prepare the following:
A story that illustrates how youve positively changed people
youve worked withand/or organizations youve worked forA story that
exemplifies how youve contributed to the success of people
youveworked with and/or organizations youve worked for
(found at
http://astoriedcareer.com/tell_me/2010/07/building-blocks-for-branding-s.html;
accessed 2012/02)
Then, use your leadership stories to answer the following
behavioral event interviewquestions (recently asked by Wharton;
similar questions are asked by other schools,including MIT, and
Stanford)
1. Tell me about a time when you were responsible for an
important outcome and youhad to convince people or defend your
opinion. (Asked by in 2011)
2. Tell me about a time someone convinced you of an idea that
you initially opposed.How did they convince you and how did you
respond? How has it affected yourcommunication style and what have
you learnt from it? (Asked by in 2011)
3. Tell me about a time you participated in a negotiation.
(Asked by in 2011)
4. Tell me about a time when you had to negotiate or convince
someone to changetheir mind. Please provide specifics on what you
thought and did and how the otherperson reacted. (Asked by in
2011)
5. Describe a time you convinced someone on your team of
something. (Asked by in2011)
6. Tell me about a time that your opinion was challenged and you
had to defend
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yourself. Did they accept it? How did you do it? What was your
strategy? (Askedby in 2011)
7. Describe a time when you have had to persuade others to your
way of thinking,when at first they did not buy into your idea.
(Asked by in 2010)
8. Describe a time when your ideas have been challenged by
others, requiring you todefend your opinions. (Asked by in
2010)
(found at
http://www.clearadmit.com/wiki/index.php?title=WhartonInterview;
accessed
2012/02)
3. ACCOMPLISHMENTS
Show accomplishments by sharing stories about times that you
have demonstratedDRIVE
DRIVE: the ability to set an objective and achieve it
The key success factors involve strategy, execution, and
results.Show that you have a goal orientation.
Prepare the following:
A story that includes an award, honor, accolade, testimonial, or
other positivequotation that exemplifies your value
propositionStories that describe life-changing events and how
theyve shaped your values and
beliefsStories that reflect recurring patterns in your
life/career and what those patternsmeanA story that demonstrates a
pioneering idea youve developedA story that illustrates how
passionate you are about your fieldA story that shows that people
seek you out for your skills and expertiseA story that explains how
your work has developed and improvedA story that illustrates that
you consistently seek continuing education and
professional development to enhance your value to your audienceA
story about volunteer or philanthropic work that shows what you are
passionate
aboutA story that demonstrates the roots of your ethics and
values
(found at
http://astoriedcareer.com/tell_me/2010/07/building-blocks-for-branding-s.html;accessed
2012/02)
Then, use your accomplishment stories to answer the following
behavioral eventinterview questions (recently asked by Wharton;
similar questions are asked by otherschools, including MIT, and
Stanford)
1. Describe a time you had to work with a team to accomplish
something. (Asked by
in 2011)2. Describe a time when you have worked with others to
complete an important task,
when there was no formally appointed group leader. (Asked by in
2010)3. Describe a time when you have ensured an important task has
been completed,
when you felt others were less focused than you on completing
the important task.(Asked by in 2010)
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In this example, I have modified the PAR framework (problem,
action, result) by addinga value statement or keyword at the
beginning.
"I am someone who loves to make the most of limited resources.
Last year, Iimplemented an outdoor language lab to motivate my
students. They did not care aboutlearning English, but I took
advantage of the great weather and inspired them to seelanguage as
part of the world around them."
This example is not from an MBA admissions interview, but that
does not matter;candidates can use this method in any interview
situation.
Bottom line: Manage your message. What universal value, personal
quality, orcharacteristic are you showing in this example?
Practice telling stories that sound like "impact statements." By
doing so, your interviewer
will be able to understand what the story means.
Otherwise, she might say to herself, "OK, so you took your
students outside to learnEnglish. So what? I am hiring you to do a
sales job (or I am admitted you to my MBA
program)."
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If you explain that are innovative, she is more likely to
say:
"Oh, I see. You can solve problems using limited resources.
Well, that fits our culturewell. You will definitely need that
skill in our organization / program."
Ultimately, interviewers want to learn about your motivations.
You are unlikely toencounter the same situation in the future. But
if your interview knows that you possessthe right qualities to
solve problems in any situation, she is more likely to hire or
admityou into her organization or graduate program.
Background: Behavioral Event-Based
Interviews (BEI)
What is BEI?
In the 1980s, industrial psychologist Dr. Tom Janz introduced a
method of interviewingcalled the Behavioral Interview. Research
shows that this interviewing style isextremely effective, and MBA
adcoms have started using it in interviews as well as
essayquestions, first at MIT and now, to a lesser extent, Wharton,
Stanford, and other
programs (depending on the interviewer).
Why do interviewers use BEI?
The premise is that the best predictor of future behavior is
your past behavior. In a
behavioral interview you will have to demonstrate your
knowledge, skills, and abilities,collectively known as
competencies, by giving specific examples from your
pastexperiences. Instead of asking how you would behave in a
particular situation, theinterviewer will ask you to describe how
you did behave. Expect the interviewer to
question and probe you for more details about what you thought,
felt, said and did. Also,your interviewer will not allow you to
theorize or generalize about several events.
How can you prepare for a Behavioral Event-Based Interview?
During a behavioral interview, always listen carefully to the
question, ask forclarification if necessary, and make sure you
answer the question completely. Youranswer should contain these
four steps (Situation, Task, Action, Result or "STAR") for
optimum success.
http://web.mit.edu/career/www/guide/star.html
1. Situation: give an example of a situation you were involved
in that resulted in apositive outcome
2. Task: describe the tasks involved in that situation3. Action:
talk about the various actions involved in the situations task
http://web.mit.edu/career/www/guide/star.html
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4. Results: what results directly followed because of your
actions
Whenever you can, quantify your results. Numbers illustrate your
level of authority andresponsibility. For example: "I was a shift
supervisor." could be "As Shift Supervisor, Itrained and evaluated
4 employees."Example of a STAR Answer
1. Situation: During my internship last summer, I was
responsible for managingvarious events.
2. Task: I noticed that attendance at these events had dropped
by 30% over the past 3years and wanted to do something to improve
these numbers.
3. Action: I designed a new promotional packet to go out to the
local communitybusinesses. I also included a rating sheet to
collect feedback on our events andorganized internal round table
discussions to raise awareness of the issue with ouremployees.
4. Result: We utilized some of the wonderful ideas we received
from the community,made our internal systems more efficient and
visible and raised attendance by 18%the first year.
some common behavioral interview
QUESTION TOPICS
Teamwork
Tell us about a time that you had to work on a team that did not
get along. Whathappened? What role did you take? What was the
result? Based on that example,what would you do if your MBA study
team members were not getting along witheach other?How do you
resolve conflict on a team.Tell me about a time when you
experienced cultural conflict and how you handledit.What role do
you typically play in teams?Tell me about a time when you
contributed to a team.
What has been your most difficult teamwork experience?Describe a
situation in which you had to arrive at a compromise or help others
tocompromise. What was your role? What steps did you take? What was
the endresult?Describe a team experience you found disappointing.
What would you have doneto prevent this?Tell me about a time when
you resolved a conflict in a group.Tell us about the most difficult
challenge you faced in trying to work cooperativelywith someone who
did not share the same ideas? What was your role in achievingthe
work objective?What is the difficult part of being a member, not
leader, of a team? How did youhandle this?When is the last time you
had a disagreement with a peer? How did you resolve
thesituation?Tell us about the most difficult or frustrating
individual that youve ever had towork with, and how you managed to
work with them.Have you ever been a member of a group where two of
the members did not workwell together? What did you do to get them
to do so?
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What is the toughest group that you have had to get cooperation
from? Describehow you handled it. What was the outcome?
Leadership
What is your leadership style? Give me an example of a time when
you displayedthat leadership style.Tell me your definition of
leadership and give an example.Tell me about a time when you
exercised leadership.Tell me about a time when you took
initiative.Tell me about a time when you introduced an
innovation.Tell me about a time when you solved an important
problem.Tell me about a time when you took a position different
from the consensus viewof your team / organization.How do you show
leadership outside of your job?What leadership areas do you wish do
develop through your MBA experience?
What specifically do you plan to do at School X to develop in
these ways?Describe your leadership style and give an example of a
situation when yousuccessfully led a group.Have you ever been in a
position where you had to lead a group of peers? How didyou handle
it?Give an example of a time in which you felt you were able to
build motivation inyour co-workers or subordinates at work.
Accomplishments
What is your greatest accomplishment?What impact have your
accomplishments had on your organization?
Failure
Have you ever failed?How did you recover from this experience
& what did you learn aboutyourself?When have you faced a
setback and how did you deal with it?What has been your major work
related disappointment? What happened and whatdid you do?
Ethics / Integrity
Discuss an ethical dilemma you faced at work.
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Describe a situation where your values, ethics, or morals were
challenged. How didyou handle the situation? What did you learn
about yourself?
Information compiled from various public sources including:
http://web.mit.edu/career/www/guide/star.html
More links here:
http://delicious.com/admissions/interview_behavioral
Related article
MIT Sloan MBA Interviews
-Updated by Vinceon 11 Mar 2014
I am a graduate admissions consultant who works with clients
worldwide
I also serve as volunteer Treasurer of The Association of
International GraduateAdmissions Consultants (AIGAC)
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complete my intake form
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