Behavioral job interview questions assess your skills based on how you behaved in certain professional scenarios in the past — in order to gauge how you’d handle similar challenges in the future.
If you’re like most candidates, you fear (or straight out hate) behavioral questions. But, in truth, they’re not that difficult.
Replying to behavioral interview questions becomes easy (and fun!) once you learn a simple formula for answering them. If you know it, you’re sure to impress interviewers with stories about your achievements and experiences.
In this article, you’ll learn:
- The most common behavioral interview questions and how to answer them
- A simple formula for tackling even the most unexpected behavioral interview questions
- Sample answers to typical behavioral questions you can use as inspiration
- Common mistakes most candidates make and how to avoid them
Don’t waste days compiling overused interview techniques. Get original answers to every single question you could expect.
Understanding Behavioral Interview Questions
You’ll easily spot behavioral interview questions because they follow the same pattern:
- Tell me about a time when…
- Can you recall a situation when…
- Have you ever experienced a situation when…
- Give an example of a situation when you…
They are focused on your past behavior in different situations, and that’s precisely why they’re called behavioral.
The idea is that your past behavior is a reliable indicator of your future performance — and these questions are a way for interviewers to get to know you, your strengths and weaknesses included.
This means that common behavioral interview questions are not only about your successes and achievements. They can often focus on your weaknesses or times you failed.
Some studies suggest that they also help recruiters and hiring managers reduce bias in the hiring process and promote equal opportunities for all candidates — because they ask the same set of behavioral questions to all candidates and use a standardized set of criteria to assess each person.
In this article, we’ll dive into details about the top behavioral interview questions. If you’re looking for a more theoretical overview of behavioral interviews and how to prepare for them, there’s a full guide in case you want to know more.
And if you want to learn how to prepare for different common interview questions, how to sell yourself, and how to negotiate the salary of your dreams, sign up for our free course.
Behavioral vs. situational interview questions
Behavioral questions are quite similar to another group of interview questions called “situational.”
These put you in specific (hypothetical) situations and evaluate how you’d handle them. They usually begin with “Imagine that…” or “How would you react if…”
The core difference is that while behavioral questions focus on specific things you went through in your work experience, situational interview questions focus on hypothetical scenarios and ask to assess your problem-solving skills and thinking mechanisms.
But here’s where it gets tricky: There’s a fine line between these two groups of questions.
Imagine you get asked about a time when you solved a conflict within a team. But you never really solved a conflict in a team before — for you, this question becomes situational instead of behavioral, because it’s hypothetical.
And vice-versa.
Sometimes a situational question will be behavioral for you because you experienced it.
Bottom line: In either case, provide as much detail as you can and use the STAR method (more on that soon!)
How to Answer Behavioral Interview Questions: The STAR Method
Answering behavioral questions is easy: there’s a template and an expected framework you should use.
It’s called the STAR (Situation-Task-Action-Result) method.
The STAR interview method helps you lay down the main components of your answer to ANY behavioral interview question.
Let’s break down each component of our STAR. Imagine a candidate is being asked:
Tell me about a time you took the lead on a difficult project.
Situation
At the beginning of each answer, provide more context on the situation at hand. Describe factors crucial and relevant to the story — this will usually be your role and the particular business situation you found yourself in.
Like this candidate does:
Task
Describe that particular problem or situation and how you planned to solve it. This is the time to define your responsibilities and goals and the desired effect of those.
Look at this example:
Action
You continue by explaining, step by step, what measures exactly you took to resolve the issue or achieve something. Be specific here — instead of saying what you did, focus on how you did it.
Look here for reference:
Results
Finally, you’ll bring up the results of your efforts. This will include a bit of detail about the solved problem, as well as quantitative or qualitative results. For example, you can say how much money you saved, how much you increased efficiency, decreased churn, and similar. The more specific you get, the better.
Don’t have the exact numbers to rely on? Mention qualitative achievements, like a bonus or a raise you got for a job well done, positive feedback from your manager or peers, awards, and the like.
Wrapping up our example:
To sum up: Using the STAR interview method will help you present your experiences in a structured, concise, and impactful manner. It also makes it easy for the interviewer to understand the issue, why it was important, and your impact on it. This will help them assess your skills and abilities more accurately.
For more details, check out the video below.
How to practice your STAR answers
Practicing your STAR answers as much as you can will make you more confident and detailed in your answers. You’ll come across as an experienced, prepared, professional candidate.
Step 1: Write down key points you want to mention in each component of your STAR answer.
Think of a time when you solved a problem, achieved something, or even failed at something (as you’ll often get asked about that, too).
What exactly did you do? How was it connected to your duties? What were the consequences? What did you learn from the experience?
Write it down on a piece of paper, in your Drafts folder, or, if you’re a Big Interview user, use the Answer Builder.
Step 2: Once you know what key points you’d like to talk about, it’s time to practice.
You can do it in front of the mirror, with a friend, or by using our Mock Interview Tool.
If you are using Big Interview’s mock interviews, you can choose to practice by Competency. You’ll pick key groups of skills you might get asked about in an interview and practice answering behavioral questions about them (marked below are some of the key skills groups).
For example, if you want to practice your answers about leadership skills, you should click on Leadership. There, you will get different leadership-related interview questions. Some of them will be more general, but some will be behavioral questions about leadership, like questions 2, 4, or 7.
And you can have as many takes as you like. If you’re not happy, re-record your video answer and submit only the versions your content with.
Then, you’ll get feedback on key elements of your answer, like pace of speech, vocabulary, and use of filler words.
Based on this, you’ll know exactly what to work on in order to improve and nail these questions in the actual interview.
The Most Common Behavioral Interview Questions and Sample Answers
Below is the list of the most common behavioral interview questions, sorted into 5 groups.
We’ll provide tips on how to answer questions from each group, as well as what to focus on. For most common individual questions, we’ll provide sample answers.
If you’re interested in how to answer one particular group of behavioral interview questions, just click on one of the jump-to links below. It will take you directly to that part of the article.
Behavioral questions about teamwork and conflict resolution
- Describe a time when you had to handle a conflict between two team members.
- Can you share an instance where you went over and above to help a team member?
- Tell me about a time when your team achieved a significant goal.
- Share an example of when you had to adapt to a team member’s working style.
- How have you handled a situation where a team member was not pulling their weight?
- Can you give an example of a time when your team disagreed with your decision, and how did you manage it?
- How have you handled personality clashes in your team?
- Talk about a time when you had to motivate a demotivated team member.
Behavioral questions about problem-solving and decision-making
- Describe a situation where you had to make a tough decision with limited information.
- Tell me about a time when you solved a complex problem at work.
- Can you share an instance where your initial solution to a problem didn’t work, and what did you do?
- Give an example of a decision you made that was a failure. What happened and why?
- How did you approach a situation where you had multiple problems to solve at the same time?
- Discuss a situation where you implemented a creative solution to a problem.
- Can you describe a time when you had to choose between two viable solutions?
- Share an instance where you relied on your analytical skills to solve a problem.
Behavioral questions about leadership and management
- Can you describe a situation where you led a project or a team to success?
- Tell me about a time when you needed to get a team to improve its performance.
- Share an experience of leading a team through a major organizational change.
- Discuss a situation when you had to lead under pressure or a tight deadline.
- How have you handled a non-performing team member?
- Can you give an example of a time when you had to address an irate client or customer?
- Describe how you have delegated tasks effectively in a past position.
- Tell me about a time when you mentored or coached someone.
Behavioral questions about communication
- Tell me about a time when you had to simplify complex information for a team or a client.
- How have you persuaded someone to see things your way at work?
- Give an example of how you handle communicating negative news to a team or a client.
- Share an example where you had to give a presentation or a speech.
- Can you share an instance where your communication skills helped avoid or resolve a situation?
- Can you describe a difficult conversation you’ve had at work and its outcomes?
- Describe a time when you effectively used written communication.
- How have you handled communicating with a diverse group of individuals?
Behavioral questions about initiative, ownership, and motivation
- Can you provide an example of when a project or an idea you initiated benefited your team or organization?
- Describe a time when you volunteered to expand your knowledge at work, without being asked to.
- Tell me about a time when you worked under close supervision or without supervision.
- Talk about a project or task you started on your own initiative.
- Tell me a situation when you saw some problem and took the initiative to correct it rather than waiting for someone else to do it.
- Can you detail a situation when you had to go above your normal duties to get a job done?
- Share an instance where your self-motivation helped you achieve a professional goal.
- Describe a time when you stayed motivated despite a challenging work situation or environment.
Now, let’s see some great sample answers to behavioral interview questions.
When reading those answers, pay close attention to how each one uses the STAR interview method. Try to identify the Situation, Task, Action, and Result in each one — you’ll be surprised how easy it is.
Behavioral questions about teamwork and conflict resolution
In just about any role, you’ll be a part of a collective: your team, and, on a wider scale, your company. Being collaborative and easy to work with is important for both productive collaboration and a healthy atmosphere.
Interviewers are going to ask behavioral questions about teamwork and conflict resolution in order to assess your:
- Communication skills
- Adaptability
- Tolerance and assertiveness
- Transparency and honesty
- Conflict resolution skills
- Emotional intelligence
- Ability to be an integral part of a collective
How to answer these questions
Now that you know what skills to focus on, here’s how to answer behavioral questions about teamwork and conflict resolution.
✅ Use real-life experience
Stick to specific, real-life examples that reflect your ability to collaborate, resolve conflicts, and enhance team performance.
If you don’t have an example from your work experience, you can use one from your personal life, as long as you don’t reveal confidential information. Or, if you’re still a student, a recent graduate, or a junior candidate, you can draw inspiration from your education and list examples from student projects, extracurricular activities, and similar experiences.
✅ Demonstrate your role
In your story, clarify your individual contribution to the team’s success, and always link your actions to positive team outcomes. But to demonstrate you’re a team player, make sure to give credit where it’s due. Interviewers will immediately notice if you’re overselling your involvement.
✅ Show empathy and soft skills
To be able to work well in a team and resolve conflicts successfully, you need to have empathy. So make sure you pick an example that clearly demonstrates you’re able to step into someone else’s shoes. Soft skills like communication and problem-solving will always be a plus.
✅ Stay positive
Frame your answer positively by showcasing your learning and growth, regardless of the challenges faced. This will be especially important for questions that inquire about less pleasant situations, like times when you had to resolve a conflict or deliver negative feedback to someone in your team.
For a full, detailed guide, read Conflict Resolution Interview Questions: Example Answers & Tips and How to Answer Teamwork Interview Questions (Tips and Examples).
And check out the video:
Or, if you’re working in an international company, learn how to answer behavioral questions about intercultural fluency.
Behavioral teamwork questions with sample answers
Describe a time when you had to handle a conflict between two team members.
Why we like it: The candidate placed emphasis on their proactivity and highlighted their strengths: problem-solving, communication skills, and dedication to a healthy work environment. They also displayed an action mindset by devising a development plan for the underperforming team member instead of focusing on negative feedback — a sign of a true leader.
Can you share an instance where you went over and above to help a team member?
Why we like it: The candidate focused on their intrinsic motivation and highlighted important skills like helping others and communicating transparently.
Tell me about a time when your team achieved a significant goal.
Why we like it: The candidate focuses on specific goals and results, answers the question directly, and highlights teamwork.
Share an example of when you had to adapt to a team member’s working style.
Why we like it: The candidate was dedicated to finding common ground with the coworker without imposing his way of work. He was also focused on measurable achievements.
Other questions you might hear:
- How have you handled a situation where a team member was not pulling their weight?
- Can you give an example of a time when your team disagreed with your decision, and how did you manage it?
- How have you handled personality clashes in your team?
- Talk about a time when you had to motivate a demotivated team member.
Behavioral questions about problem-solving and decision-making
Problem-solving skills are some of the most important skills in the workplace. They ensure that you do your job well, but that you also successfully handle new situations and uncharted territory.
You’ll get questions about problem-solving and decision-making because interviewers want to assess your:
- Creativity and innovation
- Research skills
- Analytical thinking
- Learning from mistakes
- Risk assessment
- Capacity to make well-informed decisions
How to answer these questions
✅ Demonstrate your process
Walk the interviewer through how you identified the problem, weighed the options, made the decision, and implemented the solution.
✅ Show flexibility and creativity
If your solution required creative thinking, adaptability, or changing plans, don’t shy away from mentioning it.
✅ Detail the outcomes
Provide specific details regarding the result of your efforts. This will prove you’re result-oriented and able to draw lessons from different experiences.
✅ Emphasize dedication to learning
If the outcome was different from what you expected, or if it was a flat-out fail, emphasize what you learned from the situation and how you’ve applied this learned experience in subsequent actions.
For a full, detailed guide, visit this link: Answering Problem-Solving Interview Questions: Tips and Examples
Problem-solving behavioral questions with sample answers
Describe a situation where you had to make a tough decision with limited information.
Why we like it: The candidate described their thought process and how they reached conclusions.
Tell me about a time when you solved a complex problem at work.
Why we like it: The candidate describes their way of thinking and emphasizes the importance of combining hard skills and teamwork. They also give credit to teammates involved in the process.
Can you share an instance where your initial solution to a problem didn’t work, and what did you do?
Why we like it: The candidate displays resilience, adaptability, and data-oriented thinking.
Give an example of a decision you made that was a failure. What happened and why?
Why we like it: The candidate speaks transparently about their failure. They focus on the positives, the lessons learned, and what they would do differently next time, which demonstrates the ability to learn from mistakes.
If you want to learn more about how to speak of your failures, head here: “Tell Me About a Time You Failed”: How to Answer + Examples.
Other questions you might hear:
- How did you approach a situation where you had multiple problems to solve at the same time?
- Discuss a situation where you implemented a creative solution to a problem.
- Can you describe a time when you had to choose between two viable solutions?
- Share an instance where you relied on your analytical skills to solve a problem.
Behavioral questions about leadership and management
If you’re applying for a management position, answering these questions properly will be crucial. But even if you’re not, interviewers might like to evaluate your leadership potential.
You’ll get behavioral questions about leadership and management because interviewers would like to assess your:
- Time and task management skills
- Delegation skills
- Ability to organize the team
- Ability to take the lead, especially in risky situations
- Ability to inspire others
- Strategic thinking
- Openness to new ideas and strategies
- Data management skills and analytical thinking
How to answer these questions
✅ Recall real events
Talk about experiences where you’ve shown leadership or management skills, even if not in a formal managerial position. It can be something from your work experience or experience leading a student project, or managing extracurricular activities.
✅ Showcase your strategy
Describe how you planned, delegated tasks, motivated the team, managed resources, and handled challenges. Highlight what motivated you and why you made certain decisions.
✅ Promote soft skills
Highlight your management and leadership skills (decision-making, problem-solving, communication, analytical skills, proactiveness, innovation, risk and crisis management…) and describe what motivates you, as well as why you find this kind of work rewarding.
✅ Connect to outcomes
Connecting actions from your story to specific outcomes justifies your decisions and gives validity to your leadership and management style.
For a detailed guide to management-focused behavioral questions, read Behavioral Interview Questions: Leadership [How to Answer + Examples].
Behavioral questions about leadership and sample answers
Can you describe a situation where you led a project or a team to success?
Why we like it: The candidate took a holistic approach to solving the problem, displayed a customer-centric mindset, and was able to showcase their strategy, step-by-step, in order to prove their point. They also gave credit to the entire team, demonstrating teamwork and great interpersonal skills.
Tell me about a time when you needed to get a team to improve its performance.
Why we like it: The candidate displays equal focus on the strategy and the well-being of the team. Proactiveness and problem-solving are also their strength, and they are detailed in their description of the plans and procedures. The candidate also connected their efforts to specific results to prove efficiency.
Share an experience of leading a team through a major organizational change.
Why we like it: The candidate displays problem-solving skills, empathy, and a focus on interpersonal relationships within the team.
Discuss a situation when you had to lead under pressure or a tight deadline.
Why we like it: The candidate included all the elements of a good answer: details regarding the problem and how they intended to solve it; what they did to motivate the team; measurable results as the outcome, and their thoughts on what was key for the success.
If you’d like to learn more about different management styles, read What Is Your Management Style? Sample Answers + How-to.
For more common questions, check out this video:
Other questions you might hear:
- How have you handled a non-performing team member?
- Can you give an example of a time when you had to address an irate client or customer?
- Describe how you have delegated tasks effectively in a past position.
- Tell me about a time when you mentored or coached someone.
And if you’re applying for your very first leadership position, check out 20+ First-Time Manager Interview Questions and Answers + Tips.
Behavioral questions about communication
No matter the role, the industry, or the company, effective communication is at the heart of good on-the-job performance. Great communication makes you easy to work with, but it also helps you ensure each project is carried out successfully, each idea is explained transparently, interpersonal relationships are managed appropriately, written documentation is spotless, and so much more.
By asking behavioral interview questions about communication, interviewers want to assess your:
- Verbal and non-verbal communication
- Body language
- Active listening skills
- Way of synthesizing and conveying information
- Conciseness
- Relevance to the role and culture fit (especially important in Customer Service and Sales jobs)
How to answer these questions
✅ Describe your communication strategy
Talk about how you adapt your communication style to each person, how you ensure the clarity of your message, and how you take care of non-verbal communication and body language. But also make sure to display these skills on the spot!
✅ Emphasize empathy
Show understanding that emotions are at the core of communication. Talk about how you connect with and speak to the emotions of those you communicate with, as well as how you handle your emotions while communicating, especially in unpleasant or high-pressure situations.
✅ Showcase results
If possible, illustrate how your communication contributed to positive results like improved relationships, successful project completion, or conflict resolution. Provide details to be more credible.
Sample behavioral questions about communication
Tell me about a time when you had to simplify complex information for a team or a client.
Why we like it: The candidate explained his communication strategy and described the simple analogy they used to communicate important information.
How have you persuaded someone to see things your way at work?
Why we like it: The candidate displays strong persuasion skills that are based on data. They also showed a strong will and integrity, as they were ready to advocate for what they believed to be the right thing to do.
Give an example of how you handle communicating negative news to a team or a client.
Why we like it: The candidate displays empathy and puts people first, no matter how hard the circumstances are. Additionally, they’re focusing not only on transparent communication but also on specific steps they could take to help people land on their feet.
Share an example where you had to give a presentation or a speech.
Why we like it: The candidate gave a detailed account of his preparation process and demonstrated an understanding of key elements of successful communication.
Other questions you might hear:
- Can you share an instance where your communication skills helped avoid or resolve a situation?
- Can you describe a difficult conversation you’ve had at work and its outcomes?
- Describe a time when you effectively used written communication.
- How have you handled communicating with a diverse group of individuals?
Behavioral questions about initiative, ownership, and motivation
Being intrinsically motivated, taking initiative, and being responsible for your work will make you thrive in just about any role. It will ensure you do your job well, stay motivated (and motivate others), and make consistent progress. Make sure to display that in your answers to behavioral questions about initiative, ownership, and motivation.
How to answer these questions
✅ Elaborate on your actions
Detail how you identified an opportunity or problem, took initiative, and pursued a course of action to address it. Talk about what makes you take initiative and the different ways you take ownership of your work.
✅ Showcase drive
Highlight how your self-motivation played a role in taking the initiative or assuming ownership, proving that you are a driven professional. Talk about what makes you motivated — intrinsically (personal satisfaction, sense of purpose, self-development) or extrinsically (external awards, certificates, bonuses, promotions).
✅ Highlight results and learning opportunities
Show how your actions led to beneficial outcomes. Did it improve efficiency? Increase profits? Solve a long-standing issue? You can list quantitative (%, $) or qualitative (positive feedback, promotion) achievements. Additionally, if there were mistakes along the way, what did you learn? Highlight your dedication to continuous learning and improvement.
You might also be interested in how to answer behavioral interview questions about work ethic.
Behavioral questions about initiative + sample answers
Can you provide an example of when a project or an idea you initiated benefited your team or organization?
Why we like it: The candidate demonstrated a proactive attitude and focus on finding solutions instead of merely reporting the problem.
Describe a time when you volunteered to expand your knowledge at work, without being asked to.
Why we like it: The candidate demonstrates their ability to make things happen. Their drive is proof that proactivity is one of the skills employers value the most.
Tell me about a time when you worked under close supervision or without supervision.
Why we like it: The candidate is creative when it comes to coming up with solutions. They took the initiative and threw themselves into the unknown with enthusiasm.
Talk about a project or task you started on your own initiative.
Why we like it: The candidate displays the importance of recognizing the gaps, in this case, the unmet community needs, and taking the initiative to fill them in with valuable input and support young people to ensure their well-being.
Other questions you might hear:
- Tell me a situation when you saw some problem and took the initiative to correct it rather than waiting for someone else to do it.
- Can you detail a situation when you had to go above your normal duties to get a job done?
- Share an instance where your self-motivation helped you achieve a professional goal.
- Describe a time when you stayed motivated despite a challenging work situation or environment.
Mistakes to Avoid When Answering Behavioral Interview Questions
Giving vague or imprecise answers
If you don’t provide enough information and detail, your answers will be weak. In addition, you might come across as unprepared or even inexperienced.
Instead of using buzzwords and meaningless, broad terms, explain exactly what you did and how it impacted your team or company.
Coming unprepared
Before the interview, review the job description and identify the key skills needed for the position. These will point you toward behavioral questions you’ll likely get.
For example, if you’re applying for a position in customer success, the job ad will probably talk about building and maintaining relationships, a customer-first approach, and similar. Take a look at the example below:
From the job ad, you know you can expect questions about communication, empathy, or analytical skills.
✅ Pro tip: Because you’ll be using the STAR framework for your answers, you can think of a list of your qualities and achievements and then repurpose and modify them to fit different questions.
For example: Remember that one time when you decreased your team’s mistakes by 19% by introducing a new quality assurance checklist? You can use it to answer behavioral questions about:
- Teamwork — Because the disorganized processes caused uneven workload and conflict among some teammates.
- Problem-solving — Because too many mistakes caused low morale and affected team performance and reputation.
- Leadership — Because you took the initiative to organize and introduce something new.
- Communication — Because you had to prove to the team that the new process will yield results and you had to convince them to test it out.
See how easy that was?
To come up with a list of achievements and skills you can repurpose in a million different ways, think about:
- Your strengths
- Your weaknesses and areas for improvement
- Your proudest achievements
- What you learned from every company you worked for
- Your goals for the future
This will make you ready for literally any behavioral question interviewers might throw at you.
Not using the STAR method
Failing to use the STAR method for framing your answers will result in disorganized answers with no structure and no relevant details regarding your key skills and accomplishments.
You know, the random rambling we all kick ourselves for after the interview.
So make sure you always use the STAR method for answering the most common behavioral interview questions. It will help you relay your experiences effectively and ensure you don’t miss critical details — this will make your responses more engaging and informative, and you’ll be confident in your delivery.
Not talking about results
Whatever claim you make in your answer, you need to back it up with evidence.
This is why you simply need to bring up results — remember, that’s the final, critical element of your STAR answer.
For each achievement you talk about in your answers, make sure you mention:
- Quantitative results (your actions saved $ for the company; increased revenue by %, decreased errors by %, decreased churn by %, bought in X new customers…)
- Qualitative results (your actions brought you positive feedback from customers/managers, you got a bonus, you got a promotion, you were featured in the company newsletter…)
In addition, if you’re talking about your time and task management skills, or weaknesses you needed to improve, or processes that make you efficient, you can talk about:
- The frequency of your work (booked X demos with clients per week, resolved X customer tickets per day, wrote X long-form pieces of content per month…)
- The scale of your work (how big the budgets you handle are, how many people you manage…)
As soon as you bring up a specific number, you’ll sound more credible. So don’t forget to quantify your achievements and focus on results.
Going off-topic
Don’t try to outsmart the recruiter and redirect the conversation — it will never work and they might think you’re avoiding answering the question. Or, even worse, that you’re trying to hide something.
For every question you get, answer it directly. All the examples you provide should be relevant to the competency the behavioral question is trying to assess. Yes, you can make slight adjustments based on the question, your skills, and the job ad — but ultimately, you should always answer the question at hand.
✅ Pro tip: If there’s a skill or an accomplishment you’re eager to talk about, wait for the perfect opportunity to bring it up. If you don’t get asked about it directly, wait for the question about a related skill and connect it to your answer.
Or, think of a smart question to ask at the end of the interview and find a way to incorporate your skill into the conversation. For example:
“Routine makes me thrive. I do my best work when I get repeatable tasks — at my last company, I was able to increase my output by 18% by using a clearly outlined process and the checklist that goes with it. That being said, what would a typical day look like for this role?”
This way, you’ll display your skills, hint at the kind of work environment that suits you, and ask a nice question that will give you plenty of insight into what you can expect from the role. Bonus points for impressing the interviewer. 😉
Being negative
Not all behavioral interview questions are about your strengths, accomplishments, and other pleasantries.
You’ll often hear the ones that will make you uncomfortable, like:
- Tell me about a time you failed.
- Can you recall a time when you were late with a project? What did you do?
- Tell me about a time you got into a conflict at work.
- Can you tell me a bit about your biggest weakness?
As uncomfortable as they might make you feel, it’s still important to answer them honestly and stay positive.
Put a positive spin on questions inquiring about your failures and weaknesses — make sure to address what you’re doing to prevent them from happening in the future, as well as what lessons your failures taught you. It will show your optimism and the ability to learn from your mistakes.
The same goes for questions about conflict and disagreements. Don’t play the blame game and make others involved look like the bad guys (even if you believe they were). Acknowledge what happened, show empathy and understanding, and display your commitment to a healthy workplace with transparent communication. It will show you’re not letting your ego get in the way.
Summary of the Main Points
- Behavioral interview questions are questions that look to assess your key skills by looking at your past behavior.
- They usually start with “Tell me about a time when…” and “Can you recall a situation when…”
- The most common behavioral questions are about teamwork and conflict resolution, problem-solving and decision-making, leadership and management, communication, initiative, and motivation.
- Use the STAR (Situation-Task-Action-Result) method for answering these questions.
- Be as detailed as possible and practice in advance to improve your answer and delivery quality.
- Highlight your quantitative and qualitative achievements.
- Avoid giving vague answers, coming to the interview unprepared, and not talking about results.
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FAQs
What are scenario-based questions, and are they any different from behavioral questions?
Scenario-based interview questions are different from behavioral interview questions because they focus on hypothetical situations (“What would you do if…”) while behavioral questions focus on things that actually happened (“Tell me about a time when…”). For this reason, it might be easier to answer behavioral interview questions because you will base them on your actual experience, making the answer more detailed and credible.
Which behavioral questions are the most difficult to answer?
That depends on your experience, communication skills, and level of preparedness. If you get a question about a situation you’ve never been in, it might be tricky to answer. If you don’t prepare for behavioral questions in advance, it will get even harder. Additionally, candidates usually find behavioral questions about conflict, failures, and weaknesses to be difficult. But we provided useful tips for successfully answering these questions nonetheless — just scroll up.
How can I answer a behavioral question if it refers to a situation that never happened to me?
You can openly say that you’ve never been in that situation, but you’ll give a prediction on how you’d react. Then you can talk about what you would do and how you would react. Additionally, you can mention related experiences from the past that demonstrate the skills the initial question is trying to test. You can also emphasize transferable skills: for example, if you get a leadership question but you’ve never been in a leadership position, you can talk about a time when you displayed problem-solving, decision-making, and communication skills — all of which are crucial for a leadership position.
Can I use examples from my professional career to answer behavioral questions?
Yes, you should base all your answers on your professional career. Alternatively, if you don’t have years of experience, you can use examples from your academic past or personal life, if they illustrate relevant skills that behavioral questions are trying to assess.
What if I don’t understand a behavioral question I’m being asked?
Ask for clarification — it’s much better than giving a weak, vague answer that will prove you didn’t understand the question in the first place. You can also rephrase the question to make sure you understand it, take your time to think about it, and stay calm and confident.
Do I have to use the STAR method for answering all behavioral questions? Are there alternatives?
The STAR method is the most suitable method for answering all behavioral questions, as it covers key aspects you need to talk about. Some STAR alternatives you can use are called the SOAR (Situation-Obstacle-Action-Result) approach, SAO (Situation-Action-Outcome) method, or PAR (Problem-Action-Result) framework. But if you think about it, they are very, very similar to the STAR (Situation-Task-Action-Result) method — all those techniques are based on providing context, explaining what you did, and showcasing the final result.
