>> So, typically, companies - particularly mine - do behavioral interviews because they believe
in the philosophy that past behavior is the best predictor of future behavior.
And it's easier to go through an interview and maybe speak generally but if you do have a lot
of experience and you're able to answer the behavioral questions we're asking,
you're able to kind of make it through some of our probing questions and you're able
to describe a very specific situation, that starts what a lot of the training is
around what we look for and what's called a start.
So, we look for people to paint the situation or task that they experience,
to explain specifically what actions they took.
A lot of people talk about maybe either manager's actions or the coworker's actions,
but we're focused on what did you do in the situation.
And then the other thing most candidates forget is they forget to give us the end result.
And so, we'll get to the end of a big, long story and I will say what was the end result,
oftentimes, they either don't have one or it wasn't the best result.
So, I'd advise everyone to begin with the end in mind, come up with a lot of good stories
that they know and did well, and kind of write out a script and practice it
out loud before they go into an interview.