The Stress Interview
Behavioral Interviewing

With the widespread acceptance and integration of behavioral interviewing questions into current job interview scripts, employment interviews are changing. No longer content to have applicants tell how they might respond in a theoretical situation, employers are digging deeper and asking for specific examples of how the applicant actually worked for their previous employers. Four areas that have been identified as critical for any new employee are coping skills, the ability to make decisions, effective communication skills and a demonstrated commitment to a task.
     Today's employer wants to know if an individual can maintain a problem-solving attitude under pressure or if there is evidence of defensiveness,self-doubt, sensitivity or a quick temper. Questions about one's ability to cope can determine this and if the individual overreacts or withdraws from demanding work. Identifying candidates as being part of the problem or part of the solution is important. Understanding the applicant's depth of maturity, their ability to learn and their emotional control is valuable to an employer who is investing thousands to bring a new employee into the company.
     The inability for a key employee to make a decision based on available information can cost a company both time and money. Employers need to know how effective the candidate has been in the past in making decisions without support or guidance from others. Asking questions that require examples of past performance will show if the applicant has self-confidence and good judgment when information is lacking or if the candidate vacillated, appeared confused or delayed making decisions.
     Employers trust their employees to do the right thing, even in times of stress. Finding out if a candidate can sort out critical elements by objective listening, has good timing, possesses good verbal skills and whose answers also highlight the candidate's ability to use clear speech and good language skills to influence others. Showing sensitivity of other's interests and demonstrating active listening skills changes applicant's into "hires".
     The questions about the individual's commitment to a task should show the degree to which the candidate is willing to sacrifice time or personal interests to get results. Achieving a good balance between personal and work objectives makes for a happier and more productive employee, but an employer wants to hire a person who will be committed to the job at hand, even if it requires making a personal sacrifice to reach goals. Do the answers show evidence of workaholic behavior or if the individual is Type A (stressed out) person who is simply energetic or is energetic toward the attainment of an objective? The answers should be analyzed to determine if the candidate is using a calm approach to excuse laziness or if the answer reflects a major accomplishment.

Coping

Coping is defined as the ability to maintain a mature problem-solving attitude while dealing with interpersonal conflict, hazardous conditions, personal rejection, hostility, or time demands. The behavioral interviewing questions to find out about coping are:

• Tell me about a time when you had to cope with strict deadlines or time demands. Give me an example.
• Tell me about a high stress situation when it was desirable for you to keep a positive attitude. What happened?
• Describe a high pressure situation you had to handle at work. Tell me what happened, who was involved, and what you did in terms of problem solving.

Decisiveness

Decisiveness is the ability to make a decision quickly and take action based on available information; make commitments and not change decisions when challenged; deal with emergencies as necessary. Questions that address decision-making skills are:

• Describe a situation in which you had to draw a conclusion quickly and take speedy action.
• Describe a time when you were under pressure to make an immediate decision (perhaps without the aid of a supervisor or manager). Did you take action immediately or were you more deliberate and slow?
• Many situations at work will require fast thinking and speed in making decisions. Give me an example of a situation in which you were especially skillful in making a decision quickly.

Spoken Communications

Spoken Communications indicates the capacity to clearly present information through the spoken word, the ability to listen well, and being able to influence or persuade others through oral presentations in positive or negative circumstances. Appropriate questions to ask are:

• What types of experiences have you had in talking with customers or clients? Specifically, tell me about a time when you had to communicate under difficult circumstances.
• Careful listening and effective communications go hand in hand. Tell me about a specific time when your ability to listen helped you communicate better.
• Tell me about a time when your language and speaking skills really worked for you on the job. Feel free to use either a supervisory or non-supervisory example.

Commitment to Task

Commitment to Task questions deal with the ability to start and persist with specific courses of action while exhibiting high motivation and a sense of urgency, being willing to commit to long hours of work and making personal sacrifices in order to reach goals.

• We all have to make decisions on the job about the delicate balance between personal and work objectives. When do you feel you have had to make personal sacrifices in order to get the job done?
• Some individuals have a strong sense of urgency about getting short-term results, others are more "laid back" and less driven in their approach to work. Give me an example of a time when you were either more "laid back" or more "urgent".
• Tell me about a time when you had to work very hard to reach your goals and be specific about what you achieved.

Written by Debbie Herring. Questions provided by Adecco Employment Services.
Published in the Placement Association of Texas newsletter, June, 1999.