<description>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.&lt;br/&gt;Key Takeaways&lt;br/&gt;Let’s do some hot seats! Tom and Flora are our victims for today’s episode.&lt;br/&gt;Trip gives a bit of context to how these hot-seat sessions work, and why it’s important to perfect your interviewing skills.&lt;br/&gt;Flora shares her story and how she got into UX design.&lt;br/&gt;Flora shares her biggest failure.&lt;br/&gt;It can be frustrating as a young candidate because you’re often not invited to the “big table.” Trip understands both perspectives.&lt;br/&gt;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.&lt;br/&gt;A little bit about Tom and his background. He’s looking to do a career shift.&lt;br/&gt;What did Tom do when he had a conflict with a peer?&lt;br/&gt;Trip debriefs and shares what both hot seat participants did well, and didn’t do well.&lt;br/&gt;Tell me about your proudest failure?&lt;br/&gt;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.&lt;br/&gt;Rehearse your hero stories.&lt;br/&gt;The goal of a behavioral interview is to identify inconsistency or consistently negative traits.&lt;br/&gt;Sometimes you had a bad boss or a toxic employee, but the interview process is not the place to talk about it.&lt;br/&gt;No one wants the crusader that’s telling other people how they’re wrong.&lt;br/&gt;Resources&lt;br/&gt;&lt;a href="http://thebraveworkforce.com" class="linkified" target="_blank"&gt;Thebraveworkforce.com&lt;/a&gt;&lt;br/&gt;&lt;a href="http://bravenewcompanies.com" class="linkified" target="_blank"&gt;Bravenewcompanies.com&lt;/a&gt;&lt;br/&gt;Email Anna: &lt;a href="mailto:Anna@Thebraveworkforce.com" class="linkified"&gt;Anna@Thebraveworkforce.com&lt;/a&gt;&lt;br/&gt;Follow Larry on Twitter: @Cornett &lt;br/&gt;&lt;br/&gt;This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit &lt;a href="https://bravenewworkforce.substack.com?utm_medium=podcast&amp;#38;utm_campaign=CTA_1"&gt;bravenewworkforce.substack.com&lt;/a&gt;</description>

Brave New Workforce

Larry Cornett, Ph.D.

Episode 43: Behavioral Interviewing Hot Seat: Getting in the Minds of What Companies Are Looking for in a Candidate.

MAY 20, 202136 MIN
Brave New Workforce

Episode 43: Behavioral Interviewing Hot Seat: Getting in the Minds of What Companies Are Looking for in a Candidate.

MAY 20, 202136 MIN

Description

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.<br/>Key Takeaways<br/>Let’s do some hot seats! Tom and Flora are our victims for today’s episode.<br/>Trip gives a bit of context to how these hot-seat sessions work, and why it’s important to perfect your interviewing skills.<br/>Flora shares her story and how she got into UX design.<br/>Flora shares her biggest failure.<br/>It can be frustrating as a young candidate because you’re often not invited to the “big table.” Trip understands both perspectives.<br/>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.<br/>A little bit about Tom and his background. He’s looking to do a career shift.<br/>What did Tom do when he had a conflict with a peer?<br/>Trip debriefs and shares what both hot seat participants did well, and didn’t do well.<br/>Tell me about your proudest failure?<br/>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.<br/>Rehearse your hero stories.<br/>The goal of a behavioral interview is to identify inconsistency or consistently negative traits.<br/>Sometimes you had a bad boss or a toxic employee, but the interview process is not the place to talk about it.<br/>No one wants the crusader that’s telling other people how they’re wrong.<br/>Resources<br/><a href="http://thebraveworkforce.com" class="linkified" target="_blank">Thebraveworkforce.com</a><br/><a href="http://bravenewcompanies.com" class="linkified" target="_blank">Bravenewcompanies.com</a><br/>Email Anna: <a href="mailto:[email protected]" class="linkified">[email protected]</a><br/>Follow Larry on Twitter: @Cornett <br/><br/>This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit <a href="https://bravenewworkforce.substack.com?utm_medium=podcast&#38;utm_campaign=CTA_1">bravenewworkforce.substack.com</a>