What is the difference between behavioral interview and situational interview?

When it comes to job interviews, performances and evaluations, employers and job candidates need to consider behavior vs. competency questions and responses. These inquiries and answers provide key indicators of an individual's ability to complete their job responsibilities. If they are lacking in either respect, there could be some problems down the road. The best place to determine a person's strengths and weaknesses is in the initial interview; this will give a good snapshot of whether the person could become a valuable team member.

Behavior vs. Competency: Definitions

According to the writers at the , behavior is how someone acts or conducts themselves. On the other hand, competency is one's ability to complete a task efficiently, using a combination of observable, measurable abilities, skills and knowledge. The two are strongly related to one another. Competencies are attained from education, training and experience, but in order to be successful, one must also have behavioral characteristics like self-confidence, determination and honesty to get the job done.

You'll also see behaviors and competencies listed in job descriptions, typically under either the nice to have or required skills lists. Specific knowledge and skills will be required, like proficiency in Microsoft Word or experience leading a team of sales representatives. Companies may also want applicants to have behaviors like a positive attitude and the ability to work with a team; they may also be looking for more intangible skills, such as a "self-starter who takes the initiative."

What Is the Difference Between Competency and Behavioral Interviews?

The experts at CV Library write a behavioral interview definition that focuses on the idea that an applicant's past behaviors can predict their future actions, especially when it comes to work-related topics. This correlation is why so many interview questions are open-ended, and a few examples of these behavioral vs. situational interview questions can help clarify that. One example could be asking a candidate to explain a time when they needed to persuade someone who disliked them to complete a work task. Another possibility could be to ask them about a time they didn't meet a crucial goal and their response to that.

Competency questions are based on specific skills needed to perform jobs, so they're a bit more specific. The interviewer will want to know if the candidate has used the skills in the past and might want a lot of details. Two examples of competency questions follow: "What actions did you take when your network was infected with a virus?" and "What do you do to ensure the best customer service with an angry customer?"

Are Behavioral and Competency Questions the Same?

Since both categories of questions are based on the theory that past behaviors predict future performance, they generally begin with "give me an example of" or "tell me about a time when you." The recruiting group at differentiates between the two, posting that behavioral questions are more based on a company's values and operation methods. Competency questions zone in on an applicant's knowledge and skills and their relevance to the job responsibilities.

Understanding the differences between behavioral vs. situational interview questions is also good. The writers at claim that behavioral questions ask applicants about the past or present, and situational ones question how they will handle things that come up in the future, focusing on lead-ins like "what would you do if...?" Asking about a likely situation that an employee hasn't faced in the past could provide insight into how they think. As for technical vs. competency questions, technical ones are more specific; a hiring manager for a tech firm would likely ask a job candidate which coding languages they are proficient in.

In situational interviewing job-seekers are asked to respond to a specific situation they may face on the job. These types of questions are designed to draw out more of your analytical and problem-solving skills as well as how you handle problems with short notice and minimal preparation.

Situational interviews are similar to behavioral interviews except while behavioral focus on a past experience situational interviews focus on a hypothetical situation. For example in a behavioral interview the interviewer might start a question with "Tell me about a time you had to deal with..." In a situational interview the interviewer asks "How would you handle..."

The key to preparation and success in situational interviews is simply to review your past work experiences and review the steps you took to resolve problems and make corrections. You should also have short stories of some of these past experiences so you can also incorporate them into your answers to show that you have experience handling similar situations.

Here's one question an interviewer might ask an applicant for a customer-service manager position: "How would you handle an angry customer who was promised delivery of the product on a certain date but because of manufacturing delays the company was not able to deliver on a timely basis? The customer is demanding some kind of compensation for the unexpected delay."

Or for a management position a job-seeker might be asked: "How do you handle a disgruntled employee in your department who has made a habit of arriving late to work and causing minor disruptions during the day as well as a declining morale among the rest of the staff?"

Stress Job Interviews

The stress interviewing technique is typically used only for positions in which the job-seeker will be facing stress on the job and the interviewer wants to see how well he or she can handle the pressure. The key to surviving stress interviews is to remain calm keep a sense of humor and avoid getting angry or defensive.

The interviewer may try to stress you in one of several ways such as asking four or five questions in a row acting rude or sarcastic disagreeing with you or simply keeping you waiting for a long period.

Don't take any of these actions personally. Simply stick to your agenda and showcase your skills and accomplishments calmly. Better try taking back control of the interview by ignoring the stress. Some experts suggest even getting up and walking around the room so that you take control by being the only person standing. And if there is a board or flip chart in the room another option is to get up and draw or diagram parts of your answers.

Most job-seekers will not encounter such interviews but it is important to know they exist and know how to handle yourself if you are faced with such an interview style.

Final Thoughts on Job Interviewing Success

Remember that the most important thing job-seekers can do to succeed in job interviews is prepare. And preparation begins with conducting research so that you know what type(s) of interview styles you will be facing. Preparation also includes reviewing common questions you may face as a job-seeker and preparing narratives that illustrate a key point that each question is seeking.

After reading this article you should be ready to test your ability to answer some situational questions. Are you? If so go to: Job-Seeker Interview Database: Situational Interview Practice Questions. Once you submit your answers you'll receive an email with sample excellent responses.

Questions about some of the terminology used in this article? Get more information (definitions and links) on key college career and job-search terms by going to our Job-Seeker's Glossary of Job-Hunting Terms.

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