When it comes to hiring, organizations are constantly looking for ways to improve their selection process and identify the best candidates for the job. One method that has gained popularity in recent years is Behavioral Interviewing, which is based on the premise that past behavior is a good predictor of future behavior.

Why Use Behavioral Interviewing Questions?

Behavioral interviewing involves asking candidates about specific situations they have encountered in the past and evaluating how they responded to them. The questions are designed to elicit detailed responses about the candidate's behavior, skills, and abilities, rather than hypothetical answers about how they would handle a situation. This approach can give employers a better understanding of a candidate's problem-solving abilities, communication skills, decision-making style, and ability to work in a team. It also helps gauge their level of self-awareness, their capacity for learning and growth, and their alignment with an organization's values and culture. 

Behavioral interview questions can provide valuable insight into a candidate's past experiences, behaviors, and thought processes. By asking candidates about specific situations they have faced and how they responded, you can predict how they may behave in the future. 

Behavioral Interviewing Sample Questions:

• Tell me about a time when your favorite manager gave you negative feedback.

• All jobs have frustration, can you describe some examples of your job which frustrate you?

• Can you provide me with 3 situations in which you did not succeed and why?

• Tell me about how you worked effectively under pressure.

• How do you handle a challenge? Give an example.

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

• Describe a decision you made that wasn't popular and how you handled implementing it.

• Give an example of how you set goals and achieve them.

• What do you do if you disagree with someone at work?

• Share an example of how you were able to motivate employees or co-workers.

• Give me an example of a time when you used good judgment and logic in solving a problem.

• Give me an example of a time when you set a goal and we're able to meet or achieve it.

• Give me an example of a time when you had to conform to a policy with which you did not agree.

• Tell me about a time when you had too many things to do and you needed to prioritize your tasks.

• Give me an example of a time when you had to make a split second decision. What is your typical way of dealing with conflict? Give me an example.

• Tell me about a time you were able to successfully deal with another person even when that individual may not have personally liked you (or vice versa).

• Give me an example of when you showed initiative and took the lead.

• Tell me about a recent situation in which you had to deal with an upset co-worker.

• Tell me about a time when you missed an obvious solution to a problem.

• Describe a time when you anticipated potential problems and developed preventive measures.

• Tell me about a time when you were forced to make an unpopular decision.

• Can you tell me about a time when you had to work with a team that had conflicting ideas? How did you handle the situation?

• Describe a situation where you had to communicate a difficult message to a colleague or superior. How did you approach the situation, and what was the outcome?

• Give me an example of a time when you had to work with someone with a different work style than your own. How did you adapt to the situation, and what did you learn?

• Can you describe a time when you had to take a calculated risk? What was the situation, and how did it turn out?

• Tell me about a time when you had to learn a new skill quickly in order to complete a task. How did you approach the situation, and what was the outcome?

• Describe a situation where you had to work with a difficult customer. How did you handle the situation, and what was the result?

• Give me an example of a time when you had to work with limited resources or budget. How did you manage the situation, and what was the outcome?

• Tell me about a time when you had to overcome a major obstacle to achieve a goal. What was the situation, and how did you handle it?

• Describe a situation where you had to manage competing priorities. How did you prioritize your tasks, and what was the outcome?

• Give me an example of a time when you had to handle a conflict between team members. How did you approach the situation, and what was the outcome?

Preparing for a Behavioral Interview

Review the job description and research the company to understand the key responsibilities and requirements of the role, and familiarize yourself with the company's mission, values, and culture. Review our sample questions and practice answering them using the STAR method (Situation, Task, Action, Result). Use these questions to prepare specific examples from your work experience. Think of situations where you demonstrated key competencies or skills required for the role. Be sure to provide specific details about the situation, your actions, and the outcome.

Example: Give me an example of a time when you had to work with someone with a different work style than your own. How did you adapt to the situation, and what did you learn?

Situation: You are a project manager and you are assigned to lead a team to develop a new product. One of your team members is a software developer who has a very different work style than you. You are organized, structured and prefer to plan out the details, while the developer is more flexible and likes to focus on the big picture.

Task: Your goal is to ensure that the project is completed on time and meets the requirements of the client, while also ensuring that the team members work together effectively.

Action: You recognize that the developer's approach may be different but it can also bring valuable insights to the project. You make an effort to communicate regularly with the developer and learn about their work style and preferences. You also provide clear instructions and deadlines, while allowing the developer the freedom to approach their tasks in their own way. You also schedule regular team meetings to ensure that everyone is on the same page and working towards the same goals.

Result: The project is completed on time and meets the client's requirements. The developer's approach has added value to the project, and you have learned to appreciate the benefits of a flexible work style. The team members have developed better communication and collaboration skills, which will benefit future projects.

This method can help organizations build a more diverse and inclusive workforce by focusing on a candidate's abilities and fit for the job, rather than their background or demographics. By incorporating behavioral interviewing into the hiring process, organizations can improve their chances of finding the best candidate for the job and building a stronger, more effective team.

To view more sample questions and to learn more about how to search for a job, download one of our job search guides below!