Your job interview is going well. You delivered a polished and concise introduction. You demonstrated knowledge of the company and highlighted why you want to work there. You’re starting to feel like you have the job locked up when the interviewer says:
“Tell me about a time when…”
Gulp. Your mind is blank and your mouth is dry. You can barely remember what you ate for breakfast, let alone a time when you resolved a conflict or responded to feedback. You stammer through an answer, crossing your fingers that you’re making at least a little bit of sense.
Been there before? Most people have. Job interviews are nerve-racking enough, but behavioral interviews have a way of upping the ante.
What Is a Behavioral Interview?
Behavioral interviewing is a technique that employers use to gather real-world examples of how you’ve put your skills to work and handled past situations. Behavioral interview questions go beyond generalities and challenge you to provide specific examples from your career.
It’s fairly easy to recognize behavioral interview questions because they start with phrases like:
- Tell me about a time when…
- Give me an example…
- Share an instance…
- Reflect on a time…
Your job interview will likely include a mix of different types of interview questions, such as straightforward questions about your education and employment history as well as behavioral and situational interview questions that dig deeper.
Why Do Companies Use Behavioral Interviews?
Here’s the thing: Employers don’t ask these questions just to inspire sweaty palms and shaky knees (although, it never hurts for them to see how you respond under pressure). Behavioral interviews are helpful for employers because these questions:
- Predict future behavior: Behavioral interview questions give employers a better idea of how an applicant will perform on the job. Some estimates go so far as to say that behavioral interviewing is 55% predictive of future behavior, while traditional interview questions are only 10% predictive.
- Cut through resume fluff: Anybody can say that they’re a “self-motivated problem-solver” or a “dedicated team player.” Behavioral interview questions challenge common buzzwords and empty keywords and require candidates to prove that they can walk the walk—not just talk the talk.
- Increase understanding: To answer a behavioral interview question well, you need to get specific about what you’ve done and what value you added to past organizations. That evidence offers clarity that employers can’t get from other types of interview questions.
As daunting and stressful as they might seem, behavioral interviews don’t need to be a burden. If you’re strategic and prepared, they can offer a major advantage in your job search. Answering these questions concisely and confidently allows you to provide supporting evidence for your qualifications, stand out from the competition, and get one step closer to landing that job.
So, wipe your sweaty palms on your pants, take a deep breath, and challenge yourself to think of behavioral interviews as an opportunity—not an obligation.
What Are Common Behavioral Interview Questions?
Wondering what types of behavioral interview questions you should be prepared to answer? Unfortunately, there’s no predicting exactly what an interviewer will ask you. But in general, behavioral interview questions will focus on your past experiences in two major categories:
- Skills: These questions can touch on soft skills like communication, time management, and problem-solving as well as technical skills that are pertinent to the role.
- Relationships: These questions will focus on interpersonal aspects of your career like teamwork, collaboration, conflict resolution, and leadership.
Here’s a look at a few common behavioral interview questions you can use as you prep for job interviews:
- Tell me about a time when you had to work with a difficult team member.
- Describe a time when you had to lead or mentor someone.
- Tell me about a time when you had to overcome a significant challenge at work.
- Share a time when you had to solve a complex problem.
- Give an example of how you’ve managed competing priorities.
- Tell me about a time when you were under a tight deadline.
- Talk about a time when you had to communicate complex information to a non-expert.
- Share a time when you had a conflict with a coworker and how you resolved it.
- Describe a time when you took the initiative to improve a process or solve a problem.
- Give an example of a time when you had to handle a difficult client or customer.
How to Answer Behavioral Interview Questions: The STAR Method
Now that you know what these questions are, what they look like, and why employers ask them, it’s time to answer your most burning question: How do you effectively answer behavioral interview questions?
Here’s one of the most important tips to remember: get specific. When answering these questions, you should share one example or anecdote rather than talking in generalities. Let’s take a closer look at the difference when answering this question: Tell me about a time when you were under a tight deadline.
🛑 Bad Answer:
“I’ve been up against plenty of tight deadlines in my career. I usually prioritize my tasks based on order of importance and then go from there.”
✅ Good Answer:
“As the Marketing Manager at Company XYZ, I was responsible for planning and hosting our monthly webinars. When a guest canceled at the last minute, our team was under a tight deadline to book a new guest before the event the next day. I jumped into action by revisiting our spreadsheet of potential guests and assigning each team member a potential guest to reach out to. We ended up booking a new guest in under an hour—with several others expressing interest in participating in future events with the company.”
See the difference? The bad answer not only fails to set up a real-world example, but it also doesn’t provide any context or detail about how you responded.
In contrast, the good example provides plenty of evidence without getting too into the weeds. Wondering how? It all hinges on the STAR Method, a framework to guide you in answering behavioral interview questions. It’s an acronym that stands for: Situation: Set the scene and describe the circumstances you were in. Task: Describe your expected role or responsibility in that situation. Action: Explain the specific steps you took to fulfill your task. Result: Highlight what you achieved, quantifying where possible.
With the STAR method framework in mind, let’s break the good answer down into its parts:
- Situation: Working as the Marketing Manager at Company XYZ, dealing with a canceled webinar guest for a monthly webinar.
- Task: Book a new webinar guest within a day.
- Action: Revisited the spreadsheet of potential guests and assigned contacts to team members.
- Result: Booked a new guest in under an hour and secured interest for future events.
This framework keeps you focused on the most important pieces of any anecdote—the action you took and the results you achieved. Those should take up the bulk of your answer, while the situation and task are there just to provide enough context for the interviewer to understand the story.
When you’re presented with a behavioral interview question, work through the STAR method framework in your head. You’ll pull together an answer that’s polished and professional—even if you’re thinking on the fly.
Become the STAR of Behavioral Interviews
Behavioral interviews might seem like a dirty trick that employers use to see you sweat. But in reality, these types of questions help cut through resume fluff and get to the crux of what a candidate brings to the table.
It can be tough to think on your feet—particularly when you’re already saddled with the nerves that come along with interviewing. Like with anything else, thoughtful preparation can go a long way in helping you tackle those questions with confidence.
As you prep for a job interview, challenge yourself to think of an anecdote for each of these situations:
- A time when you worked as part of a team.
- A time when you demonstrated leadership skills.
- A time when you solved a complex problem.
- A time when you showed initiative.
- A time when you implemented feedback.
While those won’t cover the entire gamut of topics an interviewer can touch on, those anecdotes can easily be repurposed or adapted for different questions. For example, your example for solving a complex problem could be adjusted to answer other questions about conflicts, challenges, or critical thinking.
When you’ve landed on the specific example you want to share? Lean on the STAR method to answer behavioral interview questions with less mumbling and more meaning.
Want to build your STAR method muscles? Practice your answers with an AI coach who will give you personalized feedback and guidance to improve your storytelling skills. Get started for free today.