Question: I have an interview next week and have been hearing lately about behavioral interviewing. What is this and how does it differ from a regular interview?

William: The behavioral interview is based on the premise that the most accurate predictor of future performance is past performance in a similar situation. Therefore, the questions asked are much more explicit, with the objective of pinpointing specific characteristics in a candidate. Behavioral interviewing can provide more objective facts on which to base employment decisions than other interviewing methods. Traditional questions such as "What are your best skills?" and "How would you describe your last job?" aren't asked. Rather, penetrating questions are used to elicit information about a certain behavior in a specific situation. These may include:

• How would you describe a situation when you were able to have a positive influence on the actions of others?
• What is a specific example of a policy you accepted but with which you didn't agree?
• How would you describe a time when you had to speak assertively to get an important point across?

The key for the candidate is to relate information that's detailed rather than general. Try to answer questions by describing the situation, action and result achieved. Listen carefully to each question and make sure you understand it. Be sure to ask for clarification if you don't.

Don't let the word "behavioral" make you nervous. This kind of interviewing is a good way for employers to judge your suitability for a job. If you do your homework and prepare thoroughly for the interview, you'll be in a good position to demonstrate with concrete and specific examples from your past experience how you're qualified for the position.

Question: Recently there was an opening in my department. Several co-workers and I thought the job would go to a friend from another department, but it didn't. The woman who was hired is reportedly a friend of a vice president at the company. We don't know her qualifications. She's been on the job for only two days and most of us are feeling so much resentment that we aren't even speaking to her. Perhaps she'll turn out to be a good employee, but it's hard to overcome our feelings. Any advice?

Lydia: It's natural to feel some resentment, however it appears that you lack sufficient information about the factors used to determine who was best suited for the position. You've based your assumptions on speculation rather than fact. Perhaps your friend, while valued by you and others in your department, wasn't qualified for the job.

Additionally, since you don't know how the new person came to be hired, much less her background and qualifications, we think you'd be far better off showing her good manners, common courtesy and kindness. Take some time to get to know her before deciding she isn't worth the effort. Further, she's probably feeling overwhelmed by her new job and if she's at all intuitive, she's likely aware that something is amiss. Accept that she's been hired and take her to lunch to find out who she is and how she arrived at your department. You'd be wise to figure out how this happened so the next time there's an opening the outcome could be in your favor.

Finally, no matter if this new person got the job based on merit or as a favor to someone, you should treat her with the respect and consideration that every person deserves until proven otherwise. If positions were reversed, we bet you'd want people to show you that kind of fairness.

• How to submit your question: E-mail your question to Daniel Porot and Frances Bolles Haynes, with your first name and the city and country where you're located, which are required to publish your question. If your question is answered and posted, we will show your first name and city. Although we can't acknowledge all e-mail, we'll answer as many questions as possible.

-- For more information about Mr. Porot and Ms. Bolles Haynes, please click here.