Upon submission of your application or résumé, you will be entered into our electronic applicant database. All PIH Health Recruiters have access to this database and continuously search for applications/résumés that most closely match our current job opportunities.

Applicants who most closely meet the requirements of the open position may be selected for an interview. Interviews may consist of telephone calls or face-to-face interviews at a location convenient to the hiring manager.

Behavioral Based Interviewing

PIH Health utilizes Behavior-Based interviewing which is driven by the philosophy that past performance predicts future performance. Since performance is a result of how we behave, we can predict a candidate’s future performance by probing into, or assessing past behaviors.

Behavioral based interviews are designed to assess a candidate against a standard set of competencies required for the role.  Competencies are the attributes of an individual that are important for effective performance in a role and are usually a mixture of skills, ability, motivation and knowledge.

How are behavior based interviews conducted?

A behavior based interview is a structured interview made up of specific questions relating to each competency area that is to be assessed.  The interviewer will be asking you for specific examples of your past behavior which demonstrate evidence against each competency and all candidates applying for the same role will be asked the same questions. 

Questions often begin with "Tell me about a time when…" or "Give me an example of…"  For each question, the interviewer will ask you a question and then follow up with a series of questions to gather all of the information they need for each competency area.

How to prepare for a behavior based interview

Now that you have some information as to what a behavior based interview is and how it will be conducted, you can begin to prepare and practice for one.

Unfortunately, we cannot tell you exactly which behaviors or competencies will be assessed during your interview.  However, you should be able to think of situations you have been in that demonstrate the qualities we are looking for. Draw on your specific accomplishments and relate them to questions being asked and skills being assessed.

A useful technique to use when preparing for and answering competency based questions is the "STAR" technique. This acronym acts as a reminder to you as to how to structure your response.

• Situation – what was the context / situation?
• Task – what was required of you in terms of aims / objectives / challenges?
• Action – what did you do (as opposed to your colleagues / team-mates / supervisor)?
• Result – what happened / what was the outcome/end result of your actions?

You will be asked to provide specific examples with details.  When using this format it is useful to give the interviewer information regarding the Situation and Task but the majority of your example should consist of your Action – what you did and said in this situation. It is always a good idea to also think about challenges and problems that you faced and how you overcame them as well as what you learned from your experiences. 

By following the STAR format, you will give the interviewer a good understanding of your experience and behavior.