Behavioural Event Interviewing

Having sourced prospective candidates, either through advertising or through a search exercise, you will now interview candidates who are most closely aligned to the competencies you are looking for. You interviews are based on the competencies listed on your job spec.


We are looking for:

Ø CA, CIMA

Ø Results driven

Ø Proven Business Acumen

Ø Team-player with good interpersonal skills



The qualification is self evident. The candidate either has the qualification - or if not, has sufficient experience to take the place of a qualification.


In terms of the second competency - Results Driven. Here is an example of Behavioural Event Interviewing for a Results Driven person:-

Ø What does Results Driven mean to you?
Ø Are you Results Driven?
Ø What kind of results were you required to achieve in your previous job?
Ø How did you ensure that these results were achieved?
Ø Did you ever fail to achieve the expected results?
Ø What did you do about it?


In terms of the third competency - Proven Business Acumen. Here is an example of Behavioural Event Interviewing for a person who has Proven Business Acumen:-

Ø What does Proven Business Acumen mean?
Ø Do you have Proven Business Acumen?
Ø Give an example from your previous work history where your Proven Business Acumen contributed towards success.
Ø Did you ever fail to use what is described as ‘Proven Business Acumen’?
Ø What did you do about it?


Behavioural Event Interviewing (aka Behavioural Based Interviewing) explores the individual’s previous BEHAVIOUR, and follows the following pattern:-

- The candidate’s understanding of the competency
- Whether the candidate believes he/she has the particular competency
- Previous behaviour displaying the competency
- A negative situation where the competency was not utilised or failed
- What the candidate did about it