手把手教你回答Behavioral Questions, 面试再也不用卡壳了！（内附回答）

很多同学在面试的时候容易忽略 Behavioral Questions 的重要性，其实对于刚刚毕业的童鞋们，没有太多经验，面试的 Technical Questions（技术面试题） 大家可能都差不多，于是HR会非常重视 behavioral questions. 这决定了你的个性和公司的 Culture Fit（文化适合）， 还有能否和同事融洽相处与共同工作。如果所有的 申请者没经验，又是 Entry Level Position（入门级职位）的话, HR 往往会 Based on Behavioral Questions （根据行为面试）来做决定，反正都要从头教起，不如找个合得来的来教。

如果实在遇到不懂的Technical Question（技术问题）,不要就放弃了，要最大化地展示你的学习能力和积极主动的意愿，还是很有机会的。职图学员之一现在拿到Data Analyst Offer, 当初他经历的三场面试几乎都是 Behavioral Questions，其实也是看你的思维方式。闲话少说，现在给大家提供一个经常在美国面试里被问道的 Behavioral questions list.

大家不要嫌多，其实很多都是可以用几个例子，以不变应万变。

• Give an example of an occasion when you used logic to solve a problem.

• Give an example of a goal you set and tell me how you achieved it.

• Give an example of a goal you didn’t meet and how you handled it.

• Have you gone above and beyond the call of duty? If so, how?

• Have you handled a difficult situation with a supervisor? How?
  

• Have you handled a difficult situation with another department? How?

最好要多准备一些例子，这样问题变了，但阐述例子已经练过百变，能很熟练的介绍一下你的经历了 。在回答的过程中一定记住不要说空话，Such as I am a team player（例如“我是一个有团队精神的人”），而是要 Tell a story to reflect （讲述反应你能力的故事），比如讲讲自己怎么以前的teamwork中与人合作，并成功做成那个Project, 要想想 Hiring Managers （招聘经理）问这个问题背后的深意。

这里给大家介绍一个常春藤大学商学院Career Services（就业指导中心）给学生们介绍回答Behavioral Question的模式，叫: CAR (Challenge – Action – Result)。 每当你在回答Behavioral Questions举例说明的时候，要说说你当时的Challenge是什么，比如同事不合作，项目时间短等，但你怎么采取了Action， 具体是什么措施，解决了问题，一定要给出Result, 阐述怎么成功解决了问题。

以下是5个来自The Balance的精选答案： 

1. Tell me about how you worked effectively under pressure.

I had been working on a key project that was scheduled for delivery to the client in 60 days. My supervisor came to me and said that we needed to speed it up and be ready in 45 days, while keeping our other projects on time. I made it into a challenge for my staff, and we effectively added just a few hours to each of our schedules and got the job done in 42 days by sharing the workload.

Of course, I had a great group of people to work with, but I think that my effective allocation of tasks was a major component of the success of the project.

2. Have you ever made a mistake? How did you handle it? 

Once I misquoted the fees for a particular type of membership to the club where I worked. I explained my mistake to my supervisor, who appreciated my coming to him, and my honesty. He told me to offer to waive the application fee for the new member. The member joined the club despite my mistake, my supervisor was understanding, and although I felt bad that I had made a mistake, I learned to pay close attention to the details so as to give accurate information in the future.

3. Give an example of a goal you reached and tell me how you achieved it. 

When I started working for XYZ Company, I wanted to achieve the Employee of the Month title. It was a motivational challenge, and not all the employees took it that seriously, but I really wanted that parking spot and my picture on the wall. I went out of my way to be helpful to my colleagues, supervisors, and customers - which I would have done anyway, I liked the job and the people I worked with. The third month I was there, I got the honor. It was good to achieve my goal, and I actually ended up moving into a managerial position there pretty quickly, I think because of my positive attitude and perseverance.

4. Give an example of how you worked on a team.

During my last semester in college, I worked as part of a research team in the History department. The professor leading the project was writing a book on the development of language in Europe in the Middle Ages. We were each assigned different sectors to focus on, and I suggested that we meet independently before our weekly meeting with the professor to discuss our progress, and help each other out if we were having any difficulties. The professor really appreciated the way we worked together, and it helped to streamline his research as well. He was ready to start on his final copy months ahead of schedule because of the work we helped him with.

5. What do you do if you disagree with someone at work? 

A few years ago, I had a supervisor who wanted me to find ways to outsource most of the work we were doing in my department. I felt that my department was one where having the staff on premises had a huge impact on our effectiveness and ability to relate to our clients. I presented a strong case to her, and she came up with a compromise plan.

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