Behavioural Interview: Definition and Significance of Behavioural Interview | HRMantra Hr Software

5-6 minutes

It is a type of interview in which an employer or an HR assesses or can estimate the candidate''s capability or whether they will be able to do the job to their full potential, judged by their experiences.

So, it''s more about how they had worked in the past—for instance, instead of giving them a situation in the future, you''d ask them about the situations they have handled in the past and how.

Table of Content

• Meaning
• How Does a Behavioural Interview Differ from a Traditional Interview
• What is the Purpose of Conducting a Behavioural Interview
• What Types of Questions are Commonly Asked in a Behavioural Interview
• How to Candidates Learn for a Behavior Interview
• Conclusion

Why is a Behavioral Interview Used Instead of a ""Traditional"" or ''Regular"" Interview

What is the Purpose of Conducting a Behavioural Interview

Following are the top reasons why you should conduct behavioral interviews:

• This is an effective way of hiring the most suitable applicants and, in the long run, can save on the cost of bad hires, productivity, and costs for company growth and success.
• It will help you pinpoint what you want to know about the candidates you hire so you can get a better idea about their skills and education.
• It helps you better predict the future behavior of your candidate and lets you determine future performance.
• It spares you from making a wrong decision sensibly. For instance, many candidates will have everything that makes them perfect for the job: they look smart and qualify in the many qualifications, although their performance can be patchy in skills and lack the degree of dedication required. That is already for you to know.

What Types of Questions are Commonly Asked in a Behavioural Interview

Here are the various types of questions which you can ask in a behavioural interview:

1. Demonstrate if there was a time where you got into a conflict with some of your team members and how did you handle it?
2. Provide an example of a time you made a costly mistake at work. How you resolved that and what did you learn from that mistake.
3. Describe what your procedures were for managing your time at work in getting things done.
4. You failed to do something as expected. Describe what you learned from this experience and how you handled that situation in the end.
5. What was the last time you took a new initiative regarding your career? What was the major motivation at that time for taking such initiatives? Can you describe it a bit, and what strides did you take to go for it?
6. Describe an occasion when you were able to actively lead your team to more significant heights or motivate them to do something. Based on that experience, what are some significant changes that you have made?
7. Please tell me about the last time you were assigned a task for which you had not gotten instruction. What did you do and what steps did you take to ensure that it would be successful? How successful were you?
8. Tell me about a personal goal you made and how you were able to achieve it.
9. Tell me about a time when you had to make a hard decision. What was it, and how did you handle the whole situation?
10. How do you approach solving problems? How do you go about fixing an important problem that you feel needs to be corrected at work?
11. Share with me an instance where you noticed a problem in the work and proceeded to come up with and implement a solution that really helped things go in a positive direction.
12. Describe a project that you did, and it demonstrated your attention to detail. How did you ensure the accuracy of your project?

How Should Candidates Prepare for a Behavioural Interview

Here are some tips for candidates to prepare for a behaviour interview:

• Make a list of all their past experiences and what they learned from it.
• Use the STAR (Situation, Task, Action, Result) technique to answer your questions.
• Never be shy to ask questions to your employer back.
• Always speak out with confidence.
• Verbalize and make sure you speak the best way.
• Be conscious of your body language.

Conclusion

Behavioral interviews are very important for the corporates.

As an HR, if your current company doesn''t include them in their overall interview process, you should suggest the management include this technique in their interviews to hire better employees.

Bereavement Leave

Bereavement leave is a compassionate employee benefit recognizing the emotional stress of losing a significant person. It allows working people some days off going through the intricacies of grief without undermining their duties at work.

Undergoing life-shattering loss requires extra support for employees and adjusting policies to aid in coping. That''s when bereavement leaves come into play in an organization!

Knowledge of bereavement leave and its working becomes important in the labyrinth of employment policies.

Let''s dive in and learn everything about this crucial leave policy in detail.

Here, we will explore:

• The Importance of Bereavement Leave
• Are Bereavement Leaves Paid?
• What Does a Bereavement Leave Policy Include?
• How to Draft a Bereavement Leave Policy?
• FAQs

For the uninitiated, this kind of leave is meant to acknowledge and cater to an employee''s emotions upon their dear ones passing on.

The break offers the employee some time off for rest and acknowledges the grief a person might have regarding the time. Having a bereavement leave policy in place, you will be impacting how you create a working environment that takes heed of the general welfare of an employee.

Bereavement leave implies more than just a momentary break from jobs.

It is one of the foundations in establishing a good workplace, for it will mean that you respect the feelings of the employees and you are not using them just as mere bodies to perform the functions of the organization.

Is Bereavement Leave Paid?

One of the most asked questions about bereavement leave is if it is paid in monetary consideration. Payment for a bereavement leave varies on the employer; there is the case of paid but also unpaid.

This is the kind of policy of a company that indicates just how committed it would be to its workers. This is a guideline that should be purely and clearly explained regarding the terms of payment of days for bereavement leave

What is a Bereavement Leave Policy?

Composing a suitable bereavement leave policy has to be subjected into considerations of many factors.

The policy should define how long the leave will be, eligibility, requirement for documents that may need to be produced, and what support is provided in each case of leave. Therefore, you are sending an email expressing bereavement, do ensure these points are captured.

Additionally, you should outline explicitly the channels of communication regarding requests of bereavement leave. The expected formalities when the worker resumes his or her duties at the workplace must also be highlighted in the document.

A good policy that is well-structured offers orientation and shows that the company takes matters that affect the emotions of the staff seriously.

How to Write a Bereavement Leave Policy ?

The bereavement leave policy is a sensitive matter to write.

One should include what the policy covers, who is an eligible employee for the bereavement leave, and for how long.

Do not forget to include flexibility towards employees'' needs as well as upholding the law and the norms of the company. According to this policy, empathy and involvement in employee well-being are to be shown.

That''s all about the Bereavement policy you need to be aware of!

Imposing policies on leaves is certainly easier said than done. To make things smoother, you can rely on HRMantra. With HRMantra, you will never need to worry about leave management. The software does everything on its own– try it now!

FAQs

How many days are you allowed for bereavement leave?

The number of days for bereavement leave provided is for 3 to 5 days. However, it may be subject to the policy of the company where it may be extended based on certain conditions and needs as well.

How is it different from other categories of paid leave?

It differs from the normal vacations or sick days because it purely considers physical absence but does not cater for revealing the different psychological aspects and emotional conditions involved in mourn over time.

How many days do employers usually allow off work for bereavement leave?

An employee is ordinarily granted three to five days of bereavement leave. However, this depends on the company''s policies.

Who is entitled to bereavement leave, and is there such a thing as a legal guideline in granting one?

There exist variations in legal procedure from one jurisdiction to another. Therefore, the policies should be within the legal framework.

Is there leave allowed for such a situation in the case of loss of a non-family person, for instance, a friend, or a pet?

Most employers would allow bereavement leave for close friends or pets as they do understand clearly what a relationship would mean to an employee. I should add that this is usually from one company to another. You should always clear this up with your HR managers.

Are there guidelines for notifying employers and requesting bereavement leave?

The employee should inform their employer as soon as possible. Clear communication does the trick in such a delicate moment in order for the proceeding to be carried out in an orderly and courteous manner.

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