When conducting job interviews, it is important to ask questions not only about an applicant’s job knowledge and skills, but also of past work experiences. In particular, it is valuable to gather information in order to reveal how the applicant behaved in certain work situations. The applicant’s past behavior often predicts how he/she will respond in similar future situations.

This information is important because how an employee behaves in completing responsibilities is as critical as what the responsibilities are in the actual job. Identifying and assessing required key behaviors should contribute to the overall success of an employee in their position.

Prior to asking the behavioral interview questions, it is recommended to begin the interview with general introductory questions. The following are offered as suggestions:


The following is a list of the Critical Performance Factors found on the Performance Development Program (PDP) form. Click on the headings such as Customer Service to reveal a list of behavioral-based interview questions relating to the Critical Performance Factor selected. These questions should assist the interviewer in identifying behaviors necessary for most positions. Please use and/or modify these, as needed, to yield information relating to the specific behaviors being sought.

Organizational Success
Making People Matter
Job Effectiveness
Additional Factors for Supervisors


Organizational Success

Teamwork/Cooperation

Customer Orientation Commitment to Continuous Quality/Process Improvement Creativity/Innovation Flexibility/Adaptability to Change Continuous Learning/Development Displays Vision Leadership/Initiative Making People Matter

Respect for Others

Interpersonal Skills Supports Diversity and Understands Related Issues Honesty/Fairness Builds Trust Recognizes Others’ Achievements/Contributions Understands Others’ Perspectives Resolves Conflicts Constructively Positive Attitude Job Effectiveness

Planning/Organization

Problem Solving/Judgement Makes Effective Decisions Takes Responsibility Achieves Results Communicates Effectively Dependability/Attendance Job/Organizational Knowledge Productivity Additional Factors for Supervisors

Coaches/Counsels/Evaluates Staff

Identifies Areas for and Supports Employee Development Opportunities Encourages Teamwork and Group Achievement Leads Change/Achieves Support of Objectives Enables and Empowers Staff Strives to Achieve Diverse Staff at all Levels Understands Diversity Issues and Creates Supportive Environment for Diverse Employees