Qu'est-ce que Behavioural Interview ?
Definition
A behavioural interview is a structured selection method based on the empirical premise that past behaviour in real situations is the most reliable predictor of future behaviour in similar situations. Rather than asking hypothetical questions ("What would you do if..."), it asks candidates to describe specific past experiences that demonstrate relevant competencies.
In practice
Behavioural questions follow a consistent pattern: "Tell me about a time when you...", "Give me an example of...", "Describe a situation where...". The interviewer then uses the STAR method as a scoring framework and probes for specificity: "What specifically did you do?", "What was the result?", "What would you do differently now?". Behavioural interviews have validity coefficients of 0.39–0.51 when combined with job-relevant competency frameworks and trained interviewers. They work best when questions are derived from a job analysis identifying the competencies that differentiate high performers in the role. The main limitation is that candidates can prepare and practice answers — which is why probing follow-up questions that seek specificity are essential.
Key takeaway
A well-prepared candidate can give polished STAR answers — the real skill is probing until you find concrete, verifiable specifics that distinguish genuine experience from rehearsed narratives.
Définitions connexes
STAR Method
Structured framework for answering behavioural interview questions: Situation, Task, Action, Result — describing a specific past experience concisely and effectively.
Structured Interview
Interview format using a predefined set of identical questions for all candidates, scored against standardised criteria, to maximise fairness and predictive validity.
Soft Skills
Interpersonal, emotional and behavioural skills — communication, adaptability, critical thinking, leadership — that determine how a person works with others and handles situations.
Assessment Centre
Standardised evaluation method combining multiple exercises (role plays, case studies, group exercises, psychometric tests) to assess candidates' competencies.