Would you say technical questions or behavior based questions are most weighted portion of the interview? Why?

2016-07-14T03:19:30-04:00

Response by CPT Private RallyPoint Member made Jul 14 at 2016 4:05 AM

2016-07-14T04:05:54-04:00

As a leader of technicians, I believe that behavioral questions are much more important. People can gain skills and technical knowledge, but I want to know how a person will integrate with the team. Will the person enhance my vision, or will he or she bring the group down. A cohesive team of people (regardless of size) will always outperform a bunch of smart individuals because they all sharpen one another.

Technical questions are important to assess the person's baseline knowledge and skills, but I can teach skills, teaching teamwork and interpersonal relationships is much harder.

Response by SPC(P) Private RallyPoint Member made Jul 14 at 2016 4:08 AM

2016-07-14T04:08:14-04:00

Behavior, you can teach technical skills.

Response by Cpl Jeff N. made Jul 14 at 2016 6:06 AM

2016-07-14T06:06:02-04:00

You use both and depending on the job you may use one more than the other. For a programming job you might lean more on technical questions for a job in sales/marketing you might lean more on behavioral questions but you would use both in each case.

Having people read you their resume at an interview is a waste of time. Letting people stay in their comfort zone will get you little. Asking questions they do not expect and pursuing deeper answers will get you far more than knowing what they did 10 years ago at company X.

The challenge with behavioral interviewing is that you have to be good at it and practice it and understand how to probe and then interpret answers. It is a skill. I did a lengthy training session with a master at behavioral interviewing. I watched him get stuff out of people I thought I knew just by knowing how to ask open ended questions, probe, listen and follow up.

Response by PVT William Bresch made Jul 14 at 2016 8:21 AM

2016-07-14T08:21:12-04:00

Behavior based questions are used to feel out the candidate (hate that word) more like future employee. Technical questions, are used to seek out ones knowledge of the subject. Personally, if the person being interviewed is smart and intelligent, I say hire them. Stop playing around with some outdated line or method in a book written by people who sit behind a desk all day.

Response by Cpl Justin Goolsby made Jul 14 at 2016 8:42 AM

2016-07-14T08:42:36-04:00

I would say behavior based questions. Technical questions can demonstrate knowledge, but behavior can demonstrate attitude. If someone's knowledge is lacking, you can train them and teach them and bring them up to speed. But if someone has an attitude problem or doesn't work well in a team based environment, you really can't change that person. Knowledge can change. Behavior not so much.

Response by CW5 Private RallyPoint Member made Jul 14 at 2016 9:24 AM

2016-07-14T09:24:10-04:00

It depends on the company.
If they care about people and their team, they will chose the person that is the best fit and has the general knowledge required for the job. A company can always train a person and if they are a fit for the organization, they will want to stay and will work well with the team.
Why choose the right fit over the best qualified? Turn-over. You don't want the new hire to leave or force others to leave. You don't want to spend money on extensive training and certification just to have them leave for a better salary.

Response by SrA Sheri Wooldridge made Jul 15 at 2016 4:17 AM

2016-07-15T04:17:13-04:00

Absolutely so. Scenarios give employers a hint of an applicants mindset and abilities in general. I've always been strategic with answers.