The interview is a highly subjective process, adds Robinson, where the manager generally decides on a candidate within the first five minutes. With behavioral interviewing, career experts say they're able to ask questions about how job candidates handled past work situations to determine if their skills are up to par, and how they will fit in with the culture of the new company. As the interviewer, I'm thinking of the job and what skills are needed. When you talk in chronology, it forces me to pick through your conversation for those skills. Employers also want to draw several attributes from your scenario-building descriptions.
Experts say listen carefully to the questions and answer concisely.
Also, be honest and be yourself, but don't lose your ace by dealing out negative answers. Put the spin on positive traits. Before your interview, human resources experts advise practicing aloud the stories that describe successful projects on which you worked and that depict the characteristics interviewers are looking for. And work on your poker face to show your confidence. Many companies also test people's behavior patterns in work situations and skill sets by administering, with the applicant's permission, written personality tests evaluated by an outside company.