What is the best way to provide an example of taking initiative in a behavioral interview?

In a behavioral interview, the best way to illustrate taking initiative is by sharing a specific, real-life example. Start by explaining the situation you faced, then describe the actions you took to go beyond your regular duties and make a positive impact. Be sure to highlight the results or outcomes of your initiative. For instance, you could talk about a project you spearheaded, a problem you proactively solved, or an opportunity you identified and pursued. The key is to demonstrate your proactive approach and show how it led to a positive outcome or contributed to the success of your team or organization.

No one exists in a vacuum and I've never interviewed someone for a position in which they'll be working all alone. As such, my favorite victory stories start with, "me," but end with, "we." If you're illustrating how you took the initiative, my hope is that you'll land on how the Team benefitted.

In my view, best way to provide example of “driving an initiative “ - is to follow STAR method but along with that it’s also important to follow the below pointers. 1. Select the example of your work which is relevant to the position you are interviewing for. 2. Think of Impact V/S Activities while answering about results. Interviewers are interested to know how focused you were to create larger impact through your initiatives. 3. Talk about how your Organization was benefitted from your initiative and taken as best practices to implement in other team:region & how you helped others to be successful. 4. While describing “how” part, talk about your collaboration with other colleagues, Delegation, Data driven decision, reporting & progress.

I had the opportunity to interview many candidates who are mostly Testers, Technical Program Managers and Developers on Video (MS Teams). When it comes to behavioral interviews, I ask them simple questions about conflict between colleagues, what happens if the project deadline is revised to a shorter date, what are their plans and few more questions depending on the candidate profile. I would like to see how they give examples of any real time situations they had come across in their career. Some may give short answers, but I persuade them to give more info. The interview is not just sit listen to them, but to get involved along with them making the conversation more fruitful.

I always add L to the Star method, which I believe I've seen Facebook do. The L stand for Learning. What have you learned from the situation. I feel like this brings extra value and depth to your answer in interviews.

Choosing a relevant example doesn't always mean it has to be professional experience. It can benefit you to draw from volunteer, extra-curricular, or academic experience as long as it's relevant. Think of transferrable skills in these other experiences and how it can apply to the role you're interviewing for.

Choose a few relevant examples that directly relate to the position you're applying for, but try not to frame your answer around something that would already be part of your responsibilities. You're not necessarily taking initiative if you're doing what you're supposed to. Frame your answer around: 1. A task or need from your company that was outside of everyone else's responsibilities, yet still needed to get done. 2. Identifying a problem and solving it on your own, or with others who have the right skills to work together on it. 3. Asking to take on a new project or responsibility outside of your typical scope of work. Always remember interviewing is a two way street - make sure to prepare questions for your interviewer too!

Cuanto más se parezca el ejemplo que vas a poner con alguna situación que podría tener sentido en el puesto/rol al que estás aplicando, mucho mejor. Mi recomendación es incluir, dentro de una respuesta basada en el método STAR que sirva como base, datos y hechos objetivos que sustenten el ejemplo. Imagina que la iniciativa tiene que ver con liderar personas. Añade cuántas, cómo era esa gestión... Aporta información sólida para tu argumento. Por otro lado, la iniciativa no tiene por qué haberse dado en una experiencia laboral. Lo importante es que puedas justificar de alguna forma que tienes esa iniciativa. Eso sí, como hemos dicho antes, cuanto más se parezca a lo que vas a hacer en el trabajo al que aplicas, mucho mejor.

It's essential to review the job description thoroughly. Identify 4-6 key skills or responsibilities that are crucial for the position, and then draw upon relevant examples from your previous work experiences. Share how you've successfully performed similar tasks in the past and elaborate on the results achieved. This approach effectively demonstrates your capability to excel in the role, showcasing your relevant experience. Most interview questions are likely to revolve around the core skills and responsibilities outlined in the job description. Being ready to provide examples of how you not only met but exceeded expectations while embodying these traits will significantly strengthen your candidacy.

Relevance is subjective and depends on what it means to you within the context of the role and company. When we share our stories in response to interview questions using the STAR method, we're not just recounting past experiences; we're providing a narrative that starts with an engaging introduction, developing a substantial body, and concluding with a meaningful tie-back to the original question. While an example might not initially appear relevant, the art lies in weaving transferable skills throughout this journey. It's about illustrating not just what you've done, but how the skills you've honed are applicable to the new challenges ahead.

I often see Behavioural interview a chance where one can provide details regarding how s/he did justice with the role s/he was playing at that point in time. Moreover, one need not cite always winning moments instead one can also demonstrate the losing events and how these tough events transformed her/him as a better professional or person.

Selling your strengths is key! If you don't, who will?? - Be ready to break down your achievements – show them how and why you’ve excelled in your current role. - If possible, keep your strengths relevant to the position, brand, and sector you’re interviewing for. - Highlight any relevant soft skills, or skills you’ve developed outside of your current role – it’s all about enhancing their perception of you and your skillset. - Remember that the interviewer is looking for your good points – so show them!

Understanding the person interviewing you is key here. Your examples and impacts are only relevant if it's considered valuable to the person interviewing you. Remember, the company is not hiring you. The person interviewing you is. This is why I go back to my STAR process (noted in #1), this will help you gain the knowledge to know what the interviewing person finds valuable. Once you know, then you speak to those examples.

The best way to showcase your skills put into action is by proving the results you achieved. For this, a way of proof is by storytelling a moment or an opportunity you had in the past that proves how you were successful. It's not just saying you have a skill; it's showing how you've used it effectively. Quantify the results of your actions. Numbers and statistics provide concrete proof of your impact. You can highlight tangible outcomes such as, cost savings, time saved, or any other relevant metric. Using storytelling to showcase your skills and providing concrete proof of your achievements is a powerful way to make a strong impression in a behavioral interview.

An Example: In my previous role as a project manager, I used my strong problem-solving skills to identify bottlenecks in our production process, conducted research to streamline operations, collaborated with cross-functional teams to implement the changes, and ultimately increased our team's efficiency, reducing project delivery times by 20%. By quantifying the impact of my actions, I was able to demonstrate my ability to drive tangible improvements that positively affected the organization.

I cannot stress enough the importance of practicing your responses to interview questions, from your elevator pitch at the start of a call, to specific behavioral-based questions. Practice may not make you perfect, but it definitely will set you up for greater success and ease your nerves going into the interview. Aside from practicing different interview responses, if you’re having a virtual interview then it’s best to test your technology beforehand so that you do not run into any minor hiccups the day of. If you’re having an on-site interview, map out the location and parking, know how to enter to location, and who you should ask for upon arrival. Finalize the logistics ahead of time so you can focus on your time on interview prep.

Providing a structured example of taking initiative in a behavioral interview by outlining the context, task, action, result, and learning demonstrates proactivity, problem-solving skills, and a commitment to personal and professional growth. For Example, In my previous role as a project coordinator, I successfully addressed challenges in meeting tight deadlines and handling an increased project scope by proactively reevaluating the timeline, prioritizing tasks, initiating team collaboration, securing additional resources, resulting in meeting the original deadline, improving project efficiency by 20%, and earning recognition from senior management, reinforcing the importance of proactive problem-solving and collaboration.

In my opinion, it is extremely important to practice your answers beforehand in front of a mirror or in front of a person. This will ensure that you don't get stressed while answering in front of the interviewer. It is important to remember that its two different things to memorize what we want to say and to actually say it in front of a live audience.

You know you will have a phone call/interview? Congratulations, now it's time to talk by yourself in front of a mirror. No, seriously. The best way to prepare for an interview is to make sure you are prepared for anything they throw at you. Be ready for any questions and follow up question coming your way, exercise in front of a mirror to see how you come across as, smile, pretend you present a situation using the STAR method, and so on. I like to think of interviews as a chess match: If I do a move this way, how will they react? How will they follow up? Think of all the possibilities. You can never be too prepared for an interview.

Example: Prior to the interview, I meticulously practiced and refined my response using the STAR method, ensuring that my example about resolving a complex technical issue was clear and concise. I reviewed it for relevance and impact, then rehearsed it with a trusted colleague to receive valuable feedback on my delivery, tone, and body language. By keeping my response within the recommended one to two-minute range and anticipating potential follow-up questions, I was well-prepared to effectively showcase my problem-solving skills and adapt my answers as needed during the interview.

By presenting information in a well-organized manner, candidates using the STAR technique demonstrate effective communication skills. This is crucial in conveying ideas, experiences, and achievements to the interviewer in a way that is easy to understand.

During my recent interview for a consultant management role, I confidently and enthusiastically discussed a significant initiative I led in my last job. I emphasized the successful outcomes and expressed my excitement about applying my problem-solving skills to achieve similar successes in their organization. Throughout the conversation, I maintained a positive and energetic tone, ensuring to smile and keep strong eye contact.

Lors d'un entretien comportemental, il est essentiel de démontrer votre prise d'initiative de manière efficace tout en étant confiant et enthousiaste. Un exemple pourrait être de mentionner une situation où vous aviez identifié un problème au sein de votre équipe et aviez pris l'initiative d'organiser des réunions régulières pour discuter des problèmes et trouver des solutions efficaces. Vous pouvez expliquer comment votre enthousiasme et votre confiance vous ont permis de mobiliser les membres de votre équipe et d'obtenir des résultats positifs. En outre, soulignez comment cette expérience a été bénéfique pour vous en termes de développement de vos compétences de leadership et de résolution de problèmes.

Simple; In your interview, show confidence and enthusiasm. Charisma is linked to high performance—show it through a proud and passionate recount of your initiatives. Demonstrate curiosity about the role and express how you can apply your skills. Smile, maintain eye contact, and use a vibrant tone to leave a lasting, positive impression.

When you are representing yourself and with the fullest truthfulness you would get confidence. Do not worry about when you are talking sense and real. So your confidence is based on what you have done and what you are representing genuinely.

Ask relevant questions. Do not ask rehearsed questions. Dive deeper into understanding culture, structure, leadership, long term plans for the team, company, investors etc. Look for signs of rehearsed answers. But I guarantee if you ask the tough questions you won't get canned or rehearsed answers. You will only have yourself to blame if you don't truly ask the questions you need answers to to better understand if this company/role is for you.

Show up prepared. Bring a note pad and pen. Take notes. Build rapport is important. Find something in common with the person you are sitting across from. You are there to interview the organization fit as much as they are there to interview you. The hardest question: what is your salary/wage expectation. Answer: I am actively interviewing for positions that range between $$$ and $$$. How does that align with your current budget? This way, you are not giving a specific number. Provide a range. Saying you are actively interviewing reminds them you are not going to be around long.

Preparation is vital! In a digital first stage interview world, this can be overlooked: Understand: The company’s product, target market, and USPs, so you can speak with credibility. Research: Major trends, opportunities, or challenges they are facing, learn about competitors, and understand how the organisation differentiates. Align: Reference the company’s culture and values to portray your fit. Investigate: Keep an eye on the latest news about the company, including new product launches, leadership changes, and major achievements, to show interest and preparation. Don't forget this interview is for you as much as them! Prepare questions to obtain the detail you want.

In my experience, I have discovered that there is never one way to approach interview questions; because the person (s) listening will be different from you and will have their own biases (not that it's a bad thing). So the best approach using the STAR method is to highlight your contributions without losing touch with how that was of benefit to your team and the organization. What you are selling is not just your skill but the value you will bring to the organization. That is what anyone having a conversation with you should understand.

Behavioral interview is countable yet shouldn't be the 1st tool to filter and select candidates because they try to beautify their answers.