Reading the "behaviours" column — turning behaviours into scoring evidence
Reading the "Behaviours" Column
The behaviours column is where a question card connects to your score. Learn how to read it, match a candidate's answer to observable behaviours, and turn what you heard into fair, evidence-based scoring.
Introduction
Every question card has four columns: Competency, Question, Probes, and Behaviours. The first three help you ask the question. The fourth — the behaviours column — helps you score it. It lists the observable behaviours a strong answer should contain.
Many interviewers ask the question well but ignore the behaviours column, then score on gut feeling. This lesson shows how to use that column properly: as a checklist of evidence to compare against the candidate's actual answer, turning "I liked it" into "they demonstrated these specific behaviours."
Learning Objectives
- Explain the purpose of the behaviours column.
- Match a candidate's answer to observable behaviours.
- Turn demonstrated behaviours into a score.
- Distinguish present, partial, and missing behaviours.
- Avoid common mistakes when reading behaviours.
Why the Behaviours Column Matters
Without the behaviours column, two interviewers hearing the same answer can score it completely differently, because each has their own idea of what "good" means. The behaviours column gives everyone the same definition of a strong answer.
It also keeps scoring objective. When you must point to a specific behaviour the candidate did or did not show, bias and gut feeling lose their grip, and your score becomes defensible.
What Is the Behaviours Column?
The behaviours column lists the observable actions and statements a strong candidate would demonstrate for a given question. It defines "what good looks like" in concrete, evidence-based terms.
Think of a Judge's Rubric
A competition judge does not score on feeling — they hold a rubric listing exactly what to look for. The behaviours column is your rubric: it tells you which behaviours to tick off as the candidate speaks.
How to Read Behaviours as You Listen
Know the Behaviours Beforehand
Read the behaviours column before the interview so you know what to listen for.
Listen for Each Behaviour
As the candidate answers, note which listed behaviours actually appear.
Mark Present, Partial, or Missing
For each behaviour, record whether it was clearly shown, partly shown, or absent.
Convert the Pattern Into a Score
Use how many behaviours were present to guide your rating against the anchors.
Present, Partial, or Missing
For each behaviour in the column, decide which of three states applies. This is the heart of turning behaviours into evidence.
| State | What It Means | Scoring Signal |
|---|---|---|
| Present | The candidate clearly demonstrated the behaviour. | Strong evidence — raises the score. |
| Partial | The behaviour appeared weakly or only after a probe. | Moderate evidence — middle score. |
| Missing | The behaviour did not appear at all. | Weak evidence — lowers the score. |
Worked Example: Behaviours to Score
Suppose a problem-solving card lists these behaviours:
Here is how one candidate's answer maps to them:
| Behaviour | Did It Appear? |
|---|---|
| Breaks the problem into parts | Present — clearly described steps. |
| Weighs alternatives | Partial — mentioned one alternative after a probe. |
| Reaches a practical solution | Present — reached a sensible outcome. |
| Reflects on what was learned | Missing — did not mention any learning. |
Turning It Into a Score
Two behaviours present, one partial, one missing — a solid but not exceptional answer. Against a 1–5 scale, this maps to a 3–4, with a note explaining exactly which behaviours were shown and which were not.
Linking Behaviours to Score Anchors
The behaviours column and your rating anchors work together. Generally, the more listed behaviours a candidate shows, the higher the score.
| Behaviours Shown | Typical Score (1–5) |
|---|---|
| None or almost none | 1 |
| A few, mostly partial | 2 |
| Several, clearly present | 3 |
| Most, clearly present | 4 |
| All, with depth and initiative | 5 |
Best Practices for Reading Behaviours
- Read the behaviours column before the interview.
- Listen actively for each listed behaviour.
- Mark each as present, partial, or missing.
- Use probes to check for behaviours that have not yet appeared.
- Record which behaviours you saw as evidence for the score.
- Weigh both how many behaviours appeared and how well.
Common Mistakes
Avoid These
- Ignoring the behaviours column entirely.
- Scoring on overall impression.
- Treating a nice personality as a behaviour.
- Only counting behaviours, ignoring quality.
- Not noting which behaviours appeared.
Do These Instead
- Score against the listed behaviours.
- Match the answer to specific evidence.
- Judge observable behaviour, not likeability.
- Weigh both count and depth.
- Record the behaviours as evidence.
Real-World Use Cases
Faster, Fairer Scoring
The interviewer ticks behaviours as they appear, so scoring right after the interview is quick and grounded in evidence.
Panel Agreement
Because everyone uses the same behaviours list, a panel debates which behaviours appeared rather than competing gut feelings.
Clear Feedback
The recorded behaviours become specific feedback: "you showed X and Y clearly, but did not demonstrate Z."
Frequently Asked Questions
What is the behaviours column for?
It defines what a strong answer looks like in observable terms, giving you a consistent basis for turning a candidate's response into a score.
Do I need to see every behaviour for a high score?
Generally the more behaviours shown, the higher the score. The very top scores usually require most or all behaviours, demonstrated with depth.
What if a behaviour only appears after a probe?
Count it as partial. It shows the candidate can get there with prompting, which is weaker than demonstrating it unprompted.
Is it just about counting behaviours?
No. Count matters, but so does quality. A single behaviour shown with real depth can outweigh several shown superficially. Use judgment alongside the count.
How does this connect to feedback?
The behaviours you noted become specific, objective feedback, showing exactly what the candidate demonstrated and what was missing.
Conclusion
The behaviours column is where a question card turns into a score. By reading it before the interview, listening for each behaviour, marking each as present, partial, or missing, and weighing both count and depth, you convert what a candidate says into objective, evidence-based scoring.
This simple discipline removes gut feeling from your evaluation and replaces it with specific evidence. Score against the listed behaviours, record what you saw, and your ratings will be consistent, fair, and easy to explain — with clear feedback for the candidate as a bonus.
Key Takeaways
The behaviours column defines "what good looks like." Read it beforehand, listen for each behaviour, mark it present, partial, or missing, and convert the pattern into a score. Weigh both count and depth, and record the behaviours as evidence.