BAR Interview Method
What is the BAR Interview Method?
The BAR interview method is a structured approach used in interviews, particularly for behavioral or competency-based interviews. It stands for Behavior, Action, and Result—and helps candidates respond in a way that highlights their past experiences and demonstrates their ability to handle similar situations in the future.
Here’s a breakdown on how to answer the question: Tell me about a time you had to resolve a conflict with a colleague.
- Behavior (B): Describe how you acted while you were faced with a challenge in your role.
- My colleague and I had different opinions on how to approach a critical, time-sensitive project. The disagreement became tense, but I kept my voice firm but gentle, and held a calm and collected attitude to discuss matters openly and factually.
- Action (A): Explain what actions you took to address the situation. Focus on your specific role and contributions.
- I decided to take the initiative to speak with my colleague privately. I listened to their perspective, acknowledged their concerns, and expressed my own viewpoint. We discussed potential compromises and found a way to combine both of our ideas.
- Result (R): Share the outcome of your actions. Quantify results if possible.
- As a result, we were able to improve the project and cut costs by 35%. The team appreciated the collaborative effort, and we completed the project two weeks ahead of schedule.
Related Terms
Structured Interview
refers to interviews in which all candidates are asked the same questions. With a structured interview, there is a systematic approach that ensures equity, and candidates are scored using a scorecard.
Behavioral-Based Interview
refers to an interview in which hiring managers ask candidates behavioral-based interview questions. The aim of a behavioral-based interview is to reveal a candidate’s character traits, skills, and likely future performance. The term behavior-based interview is used interchangeably with competency-based interview.
Interview Scorecard
is a popular tool used to evaluate candidates based on pre-determined competency areas and criteria.
Group Interview
is a term that refers to an interview that consists of one or more company representatives interviewing multiple candidates simultaneously.
Frequently Asked Questions
In what situations would the BAR interview method be the most appropriate?
The BAR method is most appropriate for careers with a heavy focus on delivering results while requiring high behavioral understanding. Hourly industries such as retail and food service are excellent examples. Employees must be able to adapt quickly to customer demands and provide great service while still accomplishing daily tasks accurately.
How does the BAR differ from the CAR interview method?
While both interviewing methods focus on actions (A) and results (R), the BAR method emphasizes behavior, whereas the CAR method focuses on the wider situational context of a certain environment.
Can candidates use personal experiences for BAR method answers?
It’s generally best to use work-related examples because the interview is focused on how you perform in a professional environment. However, if you don’t have a suitable work sample, it’s okay to share personal experiences (like volunteer work or group projects) as long as they showcase relevant skills.
Can the BAR method be used for all types of jobs?
Yes, the BAR method can be applied to almost any role, since it highlights sought-after skills like problem-solving, emotional intelligence, and communication.