Episode 43: Behavioral Interviewing Hot Seat: Getting in the Minds of What Companies Are Looking for in a Candidate.
Play • 36 min
Larry, Trip, and Anna bring on two hot-seat guests to show a real-life example of how behavioral interviewing works. This is the second time they’ve run a hot-seat session. These interviews give insight into what companies are looking for when they’re conducting a behavioral interview on a candidate, and what some of these tough questions tend to look like as they interview new prospects for a role.
Key Takeaways
Let’s do some hot seats! Tom and Flora are our victims for today’s episode.
Trip gives a bit of context to how these hot-seat sessions work, and why it’s important to perfect your interviewing skills.
Flora shares her story and how she got into UX design.
Flora shares her biggest failure.
It can be frustrating as a young candidate because you’re often not invited to the “big table.” Trip understands both perspectives.
If you are a UX designer, or whatever your position might be, it’s important to create relationships that go outside of your expertise or peer group.
A little bit about Tom and his background. He’s looking to do a career shift.
What did Tom do when he had a conflict with a peer?
Trip debriefs and shares what both hot seat participants did well, and didn’t do well.
Tell me about your proudest failure?
Larry always recommends picking a few of your “hero” stories so that it’s easier to pull them up no matter what the interviewer asks.
Rehearse your hero stories.
The goal of a behavioral interview is to identify inconsistency or consistently negative traits.
Sometimes you had a bad boss or a toxic employee, but the interview process is not the place to talk about it.
No one wants the crusader that’s telling other people how they’re wrong.
Email Anna: Anna@Thebraveworkforce.com
Follow Larry on Twitter: @Cornett

This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit bravenewworkforce.substack.com
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