It should go without saying that all competencies and skills are valuable. But at the end of the day, some hold more importance to employers than others. That’s why so many organizations use behavioral interviews during their hiring process. Today, we’re explaining the art of nailing behavioral interviews with tips, questions, and more insights straight from experts in the recruiting field.
What Is a Behavioral Interview?
A behavioral interview is an interviewing technique used by employers to evaluate a candidate’s past experiences and behaviors as indicators of their potential future performance in a job. Where traditional formats focus on hypothetical scenarios or general qualifications, this kind of interview works on the premise that past behavior is the best predictor of future behavior.
What distinguishes behavioral interviews is their evidence-based approach. Rather than allowing candidates to speak in generalities or make unsubstantiated claims about their abilities, they’re required to provide concrete examples that reveal how they have actually behaved in relevant situations. That’s valuable for interviewers, who are ultimately at the table with the goal of long-term, successful placements and reduced turnover.
What Does a Behavioral Interview Look Like?
In a behavioral interview, candidates are asked to provide specific examples from their professional, academic, or personal experiences that demonstrate particular skills, competencies, or character traits the employer values.
Questions typically begin with phrases like “Tell me about a time when…” or “Describe a situation where you…” and require detailed, narrative responses following the STAR method (Situation, Task, Action, Result).
Common topics tackled in behavioral interviews include:
- Problem-solving abilities
- Leadership experience
- Teamwork and collaboration
- Conflict resolution
- Time management
- Adaptability and resilience
- Communication skills
- Decision-making processes
How Behavioral Interviews Differ Between Positions
Behavioral interview questions are carefully crafted to align with the key competencies required for the specific role and organization in question. For example, a project management position might emphasize questions about meeting deadlines and coordinating team efforts, while a customer service role might focus on handling difficult interactions and demonstrating empathy.
Nailing Behavioral Interviews: From the Job Applicant’s Perspective
Just like any other type of preliminary step in the hiring process, job seekers should be honest in behavioral interviews. Successful outcomes aren’t necessarily borne in perfect answers, but rather in authentic responses that demonstrate self-awareness, problem-solving abilities, and a growth mindset.
Here are some tips for nailing behavioral interviews:
1. Use the STAR Method
When responding to behavioral questions, structure your answers using the STAR framework:
Situation: Briefly describe the context and background
Task: Explain your specific responsibility or challenge
Action: Detail the steps you took to address the situation
Result: Share the outcomes and what you learned
2. Research the Company’s Values
Before your interview, thoroughly research the organization’s mission, values, and culture. Tailor your examples to highlight experiences that align with the company’s priorities.
3. Prepare a Portfolio of Examples
Develop a repertoire of 8-10 versatile stories from your professional experience that can be adapted to address different competencies, such as:
- Leadership and team management
- Conflict resolution
- Problem-solving under pressure
- Initiative and self-direction
- Adaptability during change
4. Quantify Your Achievements
Whenever possible, incorporate measurable results in your responses:
- “The process improvement reduced errors by 35%.”
- “Customer satisfaction scores increased from 78% to 92%.”
- “The project was completed two weeks ahead of schedule and 10% under budget.”
5. Be As Authentic as Possible
While preparation is essential, avoid memorizing scripted responses; instead, focus on developing a natural and genuine approach. Authentic answers that acknowledge both successes and growth opportunities demonstrate honesty and self-awareness.
6. Read Into Questions Asked
Pay close attention to exactly what competency the interviewer is probing for. If you’re unsure, it’s perfectly acceptable to ask for clarification before responding.
7. Show Growth and Learning
Don’t shy away from discussing challenges or situations that didn’t go perfectly. Focus on what you learned and how you’ve applied those lessons moving forward.
Sample Behavioral Interview Questions
With the importance of honesty being established, it’s equally important to prepare for any kind of job interview. Behaviorally minded practice questions, like the ones below, will help you get into the right frame of mind and develop thoughtful responses that showcase your experience and skills.
Leadership
- “Tell me about a time when you had to lead a team through a difficult situation.”
- “Describe how you’ve successfully delegated tasks to others.”
- “Share an experience where you had to motivate a disengaged team member.”
Problem-Solving
- “Describe a situation where you faced an unexpected challenge at work. How did you handle it?”
- “Tell me about a time when you had to make a decision with incomplete information.”
- “Share an example of how you identified and solved a complex problem.”
Adaptability
- “Tell me about a major change you experienced in your workplace and how you adjusted.”
- “Describe a time when you had to learn a new skill or technology quickly.”
- “Share an example of how you’ve successfully adapted your communication style for different audiences.”
Teamwork
- “Describe a situation where you had to work closely with someone whose personality was different from yours.”
- “Tell me about your contribution to a successful team project.”
- “Share an experience where you had to build consensus among team members with different opinions.”
Conflict Resolution
- “Tell me about a time when you had a disagreement with a colleague or supervisor.”
- “Describe how you’ve handled receiving critical feedback.”
- “Share an example of how you’ve successfully resolved a conflict between team members.”
Remember that when answering these questions, specific examples are more compelling than general statements. Interviewers want to hear the details of your experience, the actions you took, and the results you achieved.
Nailing Behavioral Interviews On Both Sides of the Table
When executed well, behavioral interviews stand to benefit both parties in the job vetting process. At Sheer Velocity, we understand this firsthand. With years of experience leading recruitment programs, our specialists provide in-depth insights and personalized guidance to help candidates achieve success. Working with us means getting a masterfully crafted, tried-and-tested plan.
93% of placements we arrange result in a long-term, successful outcome – see why by contacting us today.