[Editor's note: This is sponsored content, as part of our new careers section]
It follows Marc Mencher's last article on avoiding interview mistakes.
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An increasing number of game companies are now using behavior-based methods to screen candidates seeking employment. You as a job seeker should understand how to excel in this interview environment as it is becoming a crucial job-hunting skill. The premise behind behavioral interviewing is that the most accurate predictor of future performance is past performance in similar situations. Behavioral interviewing is a technique that is predictive of future on-the-job behavior.
What is Behavioral Interviewing?
Behavioral Interviews go further than the traditional skills-based interview. You can expect additional questions about your character and personal attributes that can better determine whether you fit the game company’s culture, etc... Specifically, this interviewing technique is used to determine whether you are a good fit for the job by asking questions about your past behavior. Your answers are then used as an indicator of your future success. For example, if you've done it in the past, you probably will do it again.
How is Behavioral Interviewing different than other forms of interview techniques you might encounter?
A behavioral question will be very specific. For instance when an employer asks a question such as: "Tell me about a time when you overcame a crisis, solved a problem, dealt with failure," the focus is on a specific "time" in your past when you exhibited the behavior about which you are being asked. Here your answer must elucidate a particular action that you took at some point in your past.
A traditional interview type question, on the other hand would be "what if" type questions. For example, "What would you do if such and such a situation were to occur?" The difference here is you have no past experiences to call upon. You merely put yourself in the situation and use your imagination for the answer. The interviewer is looking for your thought process and how you might think through a problem. Sure a behavioral interviewer will spend some time asking about your specific job skills, but most of the interview will focus on your behavioral competencies. He or she will be looking for evidence of how you have acted in real situations in the past.
Why Game Companies Use Behavioral Interview Techniques?
Behavioral-based interviewing is touted as providing a more objective set of facts to make employment decisions than other interviewing methods. Traditional interview questions ask you general questions such as "Tell me about yourself." The process of behavioral interviewing is much more probing and works very differently.
In a traditional job-interview, you can usually get away with telling the interviewer what he or she wants to hear, even if you are fudging a bit on the truth. Even if you are asked situational questions that start out "How would you handle XYZ situation?" you have minimal accountability. How does the interviewer know, after all, if you would really react in a given situation the way you say you would? In a behavioral interview, however, it's much more difficult to give responses that are untrue to your character. When you start to tell a behavioral story, the behavioral interviewer typically will pick it apart to try to get at the specific behavior(s). The interviewer will probe further for more depth or detail such as "What were you thinking at that point?" or "Tell me more about your meeting with that person," or "Lead me through your decision process." If you've told a story that's anything but totally honest, your response will not hold up through the barrage of probing questions.
Employers use the behavioral interview technique to evaluate a candidate's experiences and behaviors so they can determine the applicant's potential for success. The interviewer identifies job-related experiences, behaviors, knowledge, skills and abilities that the company has decided are desirable in a particular position. For example, some of the characteristics most sought after in the games space include:
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Ability to operate and work effectively in a team environment.
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Knowledge of game genre’s and extensive player experience.
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Critical thinking
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Being a self-starter
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Willingness to learn
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Self-confidence
The employer then structures very pointed questions to elicit detailed responses aimed at determining if the candidate possesses the desired characteristics. Questions (often not even framed as a question) typically start out: "Tell about a time..." or "Describe a situation…
As a candidate, you should be equipped to answer the questions thoroughly. Obviously, you can prepare better for this type of interview if you know which skills that the employer has predetermined to be necessary for the job you seek. Researching the company and talking to people who work there will enable you to zero in on the kinds of behaviors the company wants. Below is a list of typical behaviors that employers might be trying to get at in a behavior-based interview.
Desired Behaviors:
- Adaptability
- Communication-Oral
- Communication-Written
- Analysis
- Attention to Detail
- Decisiveness
- Delegation
- Energy
- Entrepreneurial
- Insight
- Financial Analytical
- Flexibility
- Independence
- Initiative
- Innovation
- Integrity
- Leadership/Influence
- Listening
- Motivation
- Negotiation
- Organizational
- Participative
- Management
- Presentation Skills
- Process Operation
- Rapport Building
- Resilience
- Risk Taking
- Sales Ability/Persuasiveness
- Strategic Analysis
- Teamwork
- Technical/Professional Knowledge
- Technical/Professional Proficiency
In the interview, your response needs to be specific and detailed. Candidates who tell the interviewer about particular situations that relate to each question will be far more effective and successful than those who respond in general terms.
