7 Best Behavioural Interview Questions for Teachers

Behavioural interview questions are, in many ways, the best way to get an honest and interesting answer from your applicant.

Traditional interview questions ask about facts. But with behavioural interview questions, you can learn more about the person’s character – their decision making skills, how they handle problems, and what it would be like for them in specific scenarios that may occur on the job. You get to learn this by asking them about specific scenarios from the past, and what behaviours they performed in those scenarios.

The Value of Behavioural Interview Questions for Teachers

These types of questions are especially useful for recruiting teachers. That’s because with teachers, perhaps more than almost any other profession, how you handle possible situations you may experience in a room with 30 some-odd kids of different personalities and backgrounds becomes incredibly important.

One of the best ways to come up with behavioural interview questions is to talk to teachers about real, unique challenges they have experienced and then turn them into some type of interview question. But for those that would like some guidance about possible interview questions to ask, consider the following:

  • Describe an effective process you have used in handling a disruptive student in class.
  • What strategies have you used to help students who are below grade level?
  • What steps did you take to improve a lesson plan that did not work?
  • What is important to you when you prepare to meet with parents of students?
  • Describe an effective way to teach the concept of teamwork in the classroom.
  • Explain your step-by-step process when writing your lesson plans.
  • Tell me about a time when you did not have enough time in class to cover the planned material. What steps did you take?

As always, this represents only a small sample of the number of behavioural interview questions you can ask for teachers at the job interview. But it’s also important that you integrate the actual challenges that people face in your specific work environment. For example, if your school is particularly diverse, asking the applicant how they will respond to some type of cultural challenge may be worthwhile.

Finding the right teaching candidates is a great first step, but it’s answers to behavioural interview questions, like those above, that will help you find the perfect candidate. For more teaching recruitment in Australia, please call Recruit Shop today.

7 Best Behavioural Interview Questions for Graphic Designers

There is so much involved in finding the right person to bring on your team. You have to find someone that fits into your culture. You have to find someone that will get along well with the rest of the staff. You have to try to find someone that not only looks good on paper – but also someone that is skilled enough to handle any problems that may come their way.

Take, for example, a graphic designer. You may find a graphic designer that is highly capable of creating amazing pieces. But you’ve never seen them when they’re working. Are they creative, or just technically skilled? Can they complete the work while under pressure or on a deadline? Can they do more than just the artistry of graphic design?

Questions to Ask at the Interview

The job interview is your chance to find out the answers to these questions. But you have to make sure you ask the right questions. “How are you with deadlines?” doesn’t really encourage a detailed, useful answer. Instead, you’ll want to ask specific behavioural interview questions that give you a chance to see how they’ve reacted, or how they would react, in a variety of real life situations. For example:

  • Explain, step-by-step, your workflow when working on a tight deadline.
  • Describe how you’ve worked with clients who do not know exactly what they want in a design. How did you get started on the project and what steps did you take to assure that the outcome was successful?
  • Tell me about a time when you had to change a design that was close to being finished.
  • Describe how you would train someone new on creating a business logo for an engineering company.
  • Give an example of a time you had to collaborate a design with a team member who had a different vision.
  • Describe your most favourite design, to date, that you are most proud of creating.
  • Tell me about a time when you’ve had to focus on a specific project, but had many distractions around you. What steps did you take to ensure your project was completed with maximum attention?

These are only examples of some of the questions that you can ask at the interview. But the idea is to make sure you’re specifically asking behavioural interview questions that address real life scenarios that people may experience, or at least scenarios that tell you something about how the person acts and reacts in various situations.

If behavioural interview questions are not already part of your job interview process, consider adding them. The value they provide can be substantial.

7 Best Behavioural Interview Questions for Managers

Management is as much as science as it is an art. You can train to be a great leader, but there are those to whom things come natural, and those that are simply made for management.

We see this problem in manager recruitment. You can find someone that looks amazing on paper – and indeed, they are probably a good manager. But ideally, you don’t want just “good.” You want someone that is going to genuinely excel. For that, you may need to identify who has the “art” of management. You’ll want to find the person with the natural talent to truly thrive at the position.

How to Identify the Best Managers

The quality of the person’s background can tell you a lot about how well they’ll succeed in the role. But when you narrow your list of candidates down to the last few, you’ll then need to identify which one has the problem solving ability and critical thinking skills that you want most for the role.

For that, you’ll need to find the right questions to ask the manager candidate at the interview. In management, where the ability to solve problems and show leadership is critical, you may want consider more behavioural interview questions.

These questions give you far more insight into the way the person will treat the role compared to basic background questions, because anyone can “tell you their leadership style” or answer questions about who they worked for, but only select people can answer detailed questions about their behaviours in managerial situations. Consider the following questions:

  • What have you done in the past to alleviate stress from your team members?
  • Tell me about a project where you’ve had to use your analytical skills. How did you demonstrate your skills and what was the outcome of the project?
  • How have you handled difficult situations where you were confused about a customer’s request?
  • Describe a time when someone you supervised gave you a new idea that was odd or different. How did you respond?
  • Tell me about a time when you did not reach a project or business goal. What was your role and what did you learn?
  • Give a specific example of a procedure that you created to simplify a process or workflow.
  • Describe the steps you’ve taken in the past to settle a dispute or problem between your team members.

These questions all help illustrate the types of questions you can ask to managerial candidates to learn more about their character, and to start really understanding the type of manager that they’ll be.

But before you can get to this part of the interview, you first have to get to the candidates. For those in Australia that need help with their recruitment, contact Recruit Shop today.