Just how important is Behavioral Based Evidence Questioning when determining which applicants are best for the position being offered? Watch this video to find out.
In this video:
00:19 – The importance of behavioural based evidence questioning
00:35 – Theory behind evidence-based questioning
01:35 – Qualities you are supposed to have
01:58 – Capability Profile and Key Performance Indicator Document
02:46 – Demonstration of how you handled certain situations
Hi guys, it’s Russell here from Prime Motion Training. In this video, I just quickly want to talk about Behavioral Based Evidence questioning and how it relates to you as a Victoria Police applicant.
What is Behavioral Based Evidence Questioning?
The first thing is that it is not unique to Victoria Police. In fact, the whole range of government departments and larger companies, in particular, use this particular method of interviewing their applicants to determine who is suitable for the position that’s on offer and who might not be suitable.
The theory behind evidence-based questioning is that if you have been in a situation in the past or happen to be in a set of circumstances and you’ve reacted or behaved or handled that situation in a certain way in the past, chances are that if you are in a similar situation, you’ll likely to act, react, or behave in a similar way in the future and of course that gives the interviewer or the employer some level of reassurance that if you find yourself in particular situations they’ve got a pretty good idea of how you’ll likely to react in those situations. Of course, if you can’t provide some evidence that shows you can react or you’ll likely to react the way that they want you to then it’s going to be difficult for them to give you the position over another applicant who can show those qualities and those behaviours that the employer is looking for.
What behaviours we have to come up with some answers for?
How do we know what qualities we are supposed to have?
In most cases, it will be the job description or the key selection criteria that outlines the certain behaviours that the employer is most interested in. In the case of Victoria Police, we’re talking about the capability profile and Key Performance Indicator (KPI) document. You can download a copy of that document from the Victoria Police website so I strongly suggest that that’s one of the first things that you do when you are preparing yourself for the Selection Panel Interview.
As you look through that capability profile document, you’ll see the type of questions that are likely to be asked about. These are not knowledge-based questions. They won’t ask you if you know about these situations. They are going to ask you for some specific examples from your own life experience where you’ve been in those situations or if you have to deal with those circumstances.
Of course, they will also want to know how you’ve dealt with those particular situations. When you deliver an answer, make sure that you give a specific example of a situation you are actually involved in and demonstrate that you handled that situation well and the way that you handled it to produce a good outcome or a good result for everybody involved.
Hope you found this helpful. Until the next video, get stuck into your preparation and keep your foot on the gas and I look forward to chatting with you in the next video.