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25 Important Behavioral Interview Questions (and Example Answers)

What are behavioral interview questions, why a hiring manager asks behavioral questions, 25 common behavioral interview questions, how to prepare for behavioral interview questions.

“Would I have a beer with this person?” It’s the interview question Steve Jobs asked himself during the hiring process. Jobs understood the power of behavioral-based interviewing and used the “beer test” to break through a candidate’s scripted answers. He wanted to be able to drop the formalities and chat with potential employees, and believed that opportunities like that would be the best indicator of their strengths and weaknesses. 

While many interviewers ask hypothetical questions to gain insight into a candidate’s way of thinking, behavioral questions tap into a potential employee’s real-life experiences and highlight personality traits that may have a major impact on their performance. In fact, over 90% of employers prefer their interview candidates to have work experience. This includes how they handle things like conflict, collaboration, deadlines, and time management.

What’s the best part about behavioral interview questions as an interviewee? You already know all of the answers. Prepping ahead of time by revisiting stories and experiences from your previous work ensures that you’re ready to answer these types of questions effectively. 

After reading this article, you’ll know how to ask and answer behavioral interview questions, and why they are used to hire the right candidates for any position. 

Key Takeaways

• Behavioral interview questions are designed to give hiring managers or recruiters insight into a candidate’s behavior, personality, and ability to handle work-related situations. 
• Job recruiters report that behavioral-based interview questions have a 55% predictive accuracy rate for a candidate’s on-job success. 
• Hiring managers believe that behavioral interview questions are much more probing than traditional questions, and demand accountability while highlighting a candidate’s job-related experiences. 

Behavioral interview questions are commonly used by job interviewers to assess a candidate’s past experiences, skills, and behaviors. Because past behaviors are strong predictors of future performance , asking about specific situations helps potential employers understand how a candidate has handled various challenges, what their thought processes are, and how they work on a team or deal with difficult situations. Plus, many of these are fun interview questions because they allow candidates to inject their personality and professional experiences into the answers. 

Behavioral interview questions often start with phrases such as:

• “Tell me about a time when…”
• “Describe a situation where…”
• “Give me an example of…”
• “How did you handle a situation where…”
• “Explain how you have dealt with…”

Recruiters report spending approximately 66% of their hiring time on interviews, making it the most important aspect of the process. Using behavioral-based interview questions is useful in obtaining essential information, requiring candidates to provide concrete examples from their past experiences to demonstrate their skills and abilities.

Some common topics covered by behavioral interview questions include:

• Problem-solving and decision-making
• Leadership and management
• Conflict resolution
• Teamwork and collaboration
• Time management and organization
• Adaptability and flexibility
• Communication and interpersonal skills
• Customer service and client relations
• Initiative and motivation
• Ethics and integrity

Using the STAR Method

When it comes to responding to behavioral interview questions, the STAR method is a popular technique used to help candidates provide structured and meaningful answers to behavioral questions. It serves as a framework to organize responses in a clear and concise manner, enabling candidates to showcase their skills and competencies effectively.

STAR stands for:

• Situation: Describe the context or background of the situation.
• Task: Explain the specific task or challenge you were facing.
• Action: Describe the actions you took to address the task or challenge.
• Result: Explain the outcome or results of your actions, emphasizing the positive impact on the situation.

By providing structured and detailed answers using the STAR method, candidates can highlight their skills and experiences in a way that is relevant, detailed, and convincing to potential employers.

Behavioral interview questions require candidates to provide concrete examples from their past experiences to demonstrate their skills, thought processes, and abilities. To structure your responses to these types of questions, use the STAR method, which keeps your answer concise and on task. 

Hiring managers ask behavioral questions to help them gain a deeper understanding of a candidate’s skills, abilities, and personal qualities that might not be evident from their resume or cover letter alone. Interviewees are looking for key indicators in a candidate’s response that reveals how they would align with the company’s values and needs. 

Hiring managers use behavioral questions during interviews because they:

• Predict future performance: Past behaviors are good predictors of future performance. By understanding how a candidate has dealt with specific situations in the past, hiring managers can better assess how they might perform in similar situations in the future.
• Assess problem-solving and decision-making skills: Behavioral questions help gauge a candidate’s ability to think critically, make sound decisions, and solve problems . These skills are crucial in many job roles, and responses to these types of questions can provide insight into a candidate’s thought process and approach to various challenges.
• Evaluate soft skills and interpersonal abilities: Soft skills , such as communication, teamwork, adaptability, and conflict resolution, are essential for success in many jobs. Behavioral interview questions can help hiring managers determine a candidate’s proficiency in these areas by examining how they have interacted with colleagues, clients, or supervisors in the past.
• Identify cultural fit: Companies often seek candidates who align with their organizational culture and values. Behavioral questions can reveal whether a candidate’s work style, attitude, and approach to challenges align with the company’s expectations and environment.
• Validate claims on a resume or cover letter: Responses to behavioral interview questions can help confirm whether the experiences and accomplishments listed on a candidate’s resume or cover letter are accurate and genuine. By asking for specific examples, hiring managers can gauge the authenticity of a candidate’s claims.
• Compare candidates: Hiring managers are able to compare different candidates on a consistent set of criteria when assessing their responses to situational interview questions. By asking the same or similar questions to all candidates, they can evaluate each person’s experiences and abilities in a fair and systematic way.

1. What is the best idea you’ve contributed to a team project?

What they’re looking for: Ability to engage in productive teamwork, solve problems, and think outside the box

Example response: At my previous company, we were working on streamlining the customer service process. Our team was responsible for reducing response time and improving overall customer satisfaction. After analyzing the current process, I noticed the flaws in our current process and researched a new categorization system to automate this system. I knew this would free up valuable time for our team to focus on addressing customers more effectively. Once we had the system in place, we were able to reduce the average response time by 40% and increase our customer satisfaction ratings by 20%.

2. Tell me about a time you made an unpopular decision. How did you implement it?

What they’re looking for: Effective communication and leadership skills

Example response: At my previous job, I was tasked with leading a team to revamp our project management process, which involved adopting a new software platform. The team was initially resistant to this change, and I knew this decision was unpopular, but necessary for improving our workflow and overall efficiency. To implement it, I gathered data that illustrated the benefits of this new platform and conducted a series of meetings where I presented these benefits, addressed concerns, and provided hands-on training to help the team become familiar with the new system. Over time, the team members began to appreciate the advantages of the new platform and ultimately embraced the change.

3. Tell me about a time you had to solve a complex problem.

What they’re looking for: Problem-solving, conflict resolution, adaptability, and management skills

Example response: During my previous job as a software engineer, I was tasked with optimizing a slow database query causing performance issues. First, I needed to find the cause of our performance issues and then implement a solution to improve the query’s speed. I analyzed the process, identified inefficiencies, such as indexing, and made necessary changes to optimize its performance. Then I communicated these implementations to the team. The database query execution time was reduced by 80%, improving the overall application performance.

4. Describe a situation where you had to work with a difficult colleague.

What they’re looking for: Teamwork, communication, and conflict resolution skills

Example response: In my previous job, I had a coworker who was often unresponsive to emails and missed deadlines. I needed to complete a collaborative project with this colleague and ensure it was finished on time, so I set up regular check-in meetings, clearly communicated expectations, and offered assistance when needed. The project was completed on schedule, and our working relationship improved.

5. Give me an example of a time when you had to manage multiple priorities.

What they’re looking for: Time management and organization skills

Example response: Last year, I was juggling three important projects with overlapping deadlines. I needed to manage my workload effectively to ensure that all projects were completed on time and met quality standards, so I created a detailed project plan, prioritized tasks, and set milestones for each project. I also communicated with stakeholders regularly to keep them informed of my progress. All three projects were completed on time and received positive feedback from clients.

6. Tell me about a time when you had to adapt to a significant change in your work environment.

What they’re looking for: Adaptability and flexibility skills

Example response: My previous company went through a merger, which led to new management and changes in processes. I needed to adapt quickly to the new work environment and learn the updated procedures, so I proactively sought out information, attended training sessions, and collaborated with my new colleagues to understand the changes. I was able to adapt quickly, maintain productivity, and became a resource for my team during the transition.

7. Describe a situation when you took on a leadership role.

What they’re looking for: Leadership, management, and communication skills

Example response: During a team project, our team leader resigned, and I volunteered to step up. I had to lead the team to complete the project within the given deadline. I did this by organizing and scheduling regular meetings, delegating tasks, setting team milestones, and providing support to my teammates. The project was completed on time, and our team received recognition for our efforts.

8. Give me an example of a time when you had to handle a conflict between two team members.

What they’re looking for: Conflict resolution, management, and communication skills

Example response: Two of my team members disagreed on the direction of a project, causing delays and tension. I needed to resolve the conflict to ensure the project could proceed smoothly, so I facilitated a meeting between the two, encouraging open communication and active listening. We then brainstormed potential solutions and reached a compromise. The team members resolved their differences, the project moved forward, and we completed it on time.

9. Tell me about a time when you had to communicate complex information to a non-expert audience.

What they’re looking for: Client relation, communication, and interpersonal skills

Example response: I had to present a technical proposal to a client with limited technical knowledge. I needed to communicate the proposal in a way that was easy to understand and persuasive, so I simplified the technical jargon, used visuals and analogies, and focused on the benefits of the proposal. The client understood the proposal and approved it, leading to a successful project.

10. Tell me about a time when you had to handle a difficult customer or client.

What they’re looking for: Customer service and client relations skills

Example response: At my previous job as a customer service representative, I faced a situation where a client was irate about a billing error. I calmly listened to their concerns and validated their feelings. Then I apologized for the inconvenience and immediately corrected the error. The client appreciated my prompt attention to the issue and ultimately remained a loyal customer.

11. Can you give an example of a professional decision that you regret?

What they’re looking for: Self-awareness, integrity, and a growth mindset  

Example response: At my previous place of work, I managed a project with a tight deadline, and in an effort to expedite the process, I made the decision to skip the usual in-depth planning phase and jump right into execution. The lack of a well-structured plan led to miscommunications and a higher number of revisions than usual. In retrospect, I regret not investing the necessary time upfront in thorough planning, as it would have saved time and effort in the long run. Still, the experience taught me the importance of a solid plan and effective communication.

12. Can you give me an example of a time when you showed initiative at work?

What they’re looking for: Initiative, motivation, and leadership skills

Example response: In my previous role, I noticed that our team was struggling with time management due to frequent and disorganized meetings. I took the initiative to propose and implement a streamlined meeting structure that included time-blocked segments and specific protocols. This meeting organization change resulted in more efficient and productive meetings and improved time management for the entire team.

13. Share a situation where you had to handle multiple tasks or projects simultaneously.

Example response: As a marketing coordinator, I managed multiple campaigns simultaneously, with tight deadlines. To ensure success, I created a detailed project plan and prioritized tasks by importance and deadline. Everyone on the team was aware of project objectives and timelines, and we often communicated on progress. I also maintained communication with stakeholders and met all deadlines, leading to a successful campaign execution.

14. Tell me about a time when you had to deal with a sudden change in priorities.

What they’re looking for: Adaptability, organization, and management skills

Example response: While working as a project manager, a critical issue arose that required immediate attention. I quickly reassessed priorities, outlined new objectives, delegated tasks to team members, and communicated the new plan to stakeholders. Our timely response to the issue minimized its impact, and the project was still completed on time.

15. Describe a situation where you had to persuade someone to see things your way.

What they’re looking for: Communication, leadership, and interpersonal skills

Example response: At my previous job, I had to convince my manager to invest in a new software tool to streamline our processes. After doing my own research and exploring the company’s opinions, I prepared a detailed cost-benefit analysis and presented it to my manager. My manager considered the information that I presented and agreed to the investment, which ultimately improved our team’s efficiency. We were able to prove with follow-up data that the change was for the better. 

16. How have you handled a situation where you disagreed with a coworker?

What they’re looking for: Adaptability, flexibility, communication, and interpersonal skills

Example response: In a previous role, a coworker and I disagreed on the best approach to a project. We scheduled a meeting to discuss our perspectives and listened to each other’s viewpoints. Ultimately, we compromised on a solution that combined both of our ideas. The project was successful, and our professional relationship ended up even stronger because of the experience.

17. Can you share an example of a time when you had to give constructive feedback?

What they’re looking for: Leadership, communication, and management skills

Example response: As a team leader in my last position, I had to provide constructive feedback to a team member who was underperforming. I arranged a private meeting, focused on specific areas for improvement, and offered guidance and support. I spoke to the team member with respect and clarity. In the end, he took the feedback positively and improved his performance using my suggestions.

18. Tell me about a time when you had to learn a new skill quickly.

What they’re looking for: Management and problem-solving skills

Example response: In my previous job, I was tasked with creating a presentation using software I had never used before. I quickly sought out online tutorials and resources, practiced the new software until I felt comfortable with it, and successfully created an engaging presentation that impressed the client.

19. Describe a situation where you had to deal with a tight deadline.

Example response: At my previous job, I was responsible for submitting a crucial report for an important client, but I only had a few days to complete it due to unforeseen circumstances. I quickly assessed the scope of the report and broke it down into smaller, manageable tasks. I then prioritized these tasks, delegated some to my team members, and set mini-deadlines to track our progress. With these efforts in place, we were able to deliver a high-quality report to the client on time, ultimately strengthening our relationship with them.

20. Describe a situation where you had to make a decision with limited information. 

What they’re looking for: Problem-solving and decision-making skills

Example response: At my previous company, I was responsible for selecting a new software vendor to streamline our internal communication within a tight deadline, resulting in limited information about available options. I had to make an informed decision quickly, ensuring the chosen software met our needs and improved our team’s efficiency. I first identified the key features and functionalities required by our team, and then conducted a comparative analysis of the top vendors based on available data. I focused on essential criteria, such as ease of use and integration with existing systems. I also sought input from team members who would be using the software daily. My decision led to the implementation of software that significantly improved our team’s communication and collaboration, ultimately enhancing our overall work efficiency.

21. Describe a project where you had to collaborate with a diverse group of people. 

What they’re looking for: Teamwork, collaboration, and leadership skills

Example response: In my previous role, I led a project that involved creating a marketing campaign for a new product launch. Our team was composed of diverse individuals with different backgrounds, skill sets, and expertise, including graphic designers, content writers, data analysts, and social media specialists. To ensure effective collaboration, I facilitated open communication channels, encouraged team members to share their unique perspectives, and held regular meetings to discuss progress and address any challenges. By harnessing the strengths of each team member and allowing for a supportive environment, we successfully developed and executed an impactful marketing campaign that exceeded our targets.

22. How have you handled a situation where you disagreed with your manager’s decision? 

What they’re looking for: Communication, interpersonal, and ethics skills 

Example response: When I disagreed with my manager’s decision on a project approach, I requested a one-on-one meeting to professionally and respectfully discuss my concerns. I presented my alternative suggestion, backed up with data and reasoning, while remaining open to understanding my manager’s perspective. Ultimately, we reached a compromise that incorporated elements from both viewpoints, leading to a more effective outcome for the project.

23. Provide an example of a time you made a mistake at work. How did you handle it?

What they’re looking for: Growth mindset and integrity 

Example response: Once, I accidentally shared an outdated version of a report with a client. Upon realizing my mistake, I immediately informed my manager, took responsibility for the error, and sent the correct version to the client with a sincere apology. I also implemented a file organization system that would prevent similar issues in the future.

24. In the past, how did you handle interruptions and distractions at work?

What they’re looking for: Time management, organization, and motivation skills

Example response: To handle interruptions and distractions at my previous workplace, I used a combination of time management techniques and proactive communication. I would prioritize my tasks and allocate specific time blocks for focused work, at which time I minimized distractions by muting notifications and closing irrelevant browser tabs. Additionally, I allocated time in my schedule to respond to emails and messages, ensuring I remained accessible and responsive to my colleagues while maintaining productivity.

25. Describe your professional goal-setting process. 

What they’re looking for: Motivation and organization skills

Example response: My professional goal-setting process begins with identifying long-term career objectives and breaking them down into shorter-term, SMART goals. I then prioritize these goals, and to stay on track, I create an action plan outlining the steps and milestones required to achieve each goal. Regularly reviewing and adjusting my progress has helped me in the past, and adapting to changing circumstances as needed has been necessary at times. This systematic approach helps me maintain focus, motivation, and growth in my professional journey.

Preparing for an interview with behavioral questions involves reflecting on your past experiences and organizing your thoughts to effectively showcase your skills and abilities. 

Here are some steps to help you prepare:

• Review the job description: 47% of job recruiters say they would reject a candidate who had little knowledge about the company they’re applying to. Understand the key skills, competencies, and qualities the employer is looking for in a candidate, and identify the aspects most relevant to the role. 
• Identify relevant experiences: Reflect on your past work or academic and volunteer experiences that demonstrate your skills and abilities in handling different situations. Choose examples that align with the job requirements.
• Practice common behavioral questions: Familiarize yourself with frequently asked behavioral interview questions, such as those about teamwork, problem-solving, decision-making, and conflict resolution, and prepare your responses using the STAR method. Practice your answers aloud to become more familiar with your responses, and try doing this in front of a family member or friend who can provide feedback. 
• Be specific and concise: Provide detailed examples, focusing on your actions and contributions, but avoid lengthy, unrelated stories. Stay focused on the main points you want to convey, which you can nail down with practice.
• Be genuine: Showcase your true self and provide honest answers, as interviewers can often detect when a candidate is being insincere or exaggerating.

By following these steps, you will be better prepared to confidently and effectively answer behavioral-based interview questions, increasing your chances of making a positive impression on the interviewer.

Leaders Media has established sourcing guidelines and relies on relevant, and credible sources for the data, facts, and expert insights and analysis we reference. You can learn more about our mission, ethics, and how we cite sources in our editorial policy .

• As.com. (2022, October 25). What was Steve Jobs’ ‘beer test’ for Apple employees? Diario AS. https://en.as.com/latest_news/what-was-steve-jobs-beer-test-for-apple-employees-n/  
• Lazic, M. (2023, March 30). 30 Mind-Blowing Interview Statistics to Get You Going in 2023 . https://legaljobs.io/blog/interview-statistics/  
• Stachniewska, C. (2023, March 20). A Recruiter’s Guide to Behavioral Interview Questions . HiPeople. https://www.hipeople.io/blogs/a-recruiters-guide-to-behavioral-interview-questions  
• Hansen, K. (n.d.). Behavioral Interviewing Strategies for Job-Seekers . Baker U. Retrieved April 13, 2023, from http://www.bakeru.edu/images/pdf/CDC/Behavioral_Interviewing_Strategies_for_Jobseekers.pdf  
• Elliott, J. (2022b, July 29). Behavioral Interviewing: What It Is and Tips for Getting Started . https://www.uschamber.com/co/. https://www.uschamber.com/co/run/human-resources/behavioral-interviewing  
• (2023, March 28). 30+ Job Interview Statistics Recruiters Need to Know . RecruitCRM. https://recruitcrm.io/blogs/job-interview-statistics/  
• Birt, J. (2023, March 16). How To Use the STAR Interview Response Technique . Indeed Career Guide. https://www.indeed.com/career-advice/interviewing/how-to-use-the-star-interview-response-technique  
• Research Guides: Research Methods Guide: Interview Research. (n.d.). https://guides.lib.vt.edu/researchmethods/interviews  
• Jacimovic, D. (2023, February 20). 27 Astonishing Interview Statistics . What to Become. https://whattobecome.com/blog/interview-statistics/

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Behavioral Interview Questions About Problem Solving

“A problem is a chance for you to do your best .” Duke Ellington

Great problem solvers tend to be people with a healthy attitude to change and an open mind when it comes to new ideas. You either drown in the problem or you look at it as an opportunity for you to do your best work. Every workplace has problems, that’s life. Employers look for people who have solid problem solving strategies that they use to work through any workplace problems that arise.

Basic Questions About how You Go About Problem Solving:

Every job interview will have one or more questions about how you go about problem solving. If the role you are applying for is comprised largely of routine work you may just be asked a basic interview question like the ones below.

Off course the answer is always – ‘Yes I am a problem solver” but you need to do much more than just that. You need to explain how you go about problem solving. What is your strategy? What steps do you follow? These things matter.

• Are You a Problem Solver?
• How Do You Go About problem Solving?

Specific Behavioral Interview Questions About Problem Solving:

Most interviewers will ask very targeted behavioral interview questions to understand exactly how you go about problem solving. The following are 9 behavioral interview questions about how you approach problem solving in the workplace.

Before you click to see sample answers, see if you could answer these behavioral interview questions by yourself first.

1. Tell me about a situation where you had to solve a difficult problem. What did you do? What was the outcome? What do you wish you had done differently?

Sample answer to how you are a problem solver .

2. Describe a situation in which you recognized a potential problem as an opportunity. What did you do? What was the result? What, if anything, do you wish you had done differently?

Sample answer to how to show that problems are just opportunities in disguise .

3. What steps do you follow to study a problem before making a decision? Why?

Sample answer to how you would problem solve before making a decision .

4. Give me an example of a time you discovered an error that been overlooked by a colleague. What did you do? What was the outcome?

Sample answer on how you would tell colleagues they made a mistake .

5. What problem solving strategies do you use to stay aware of problems and resolve them in your work area? Can you give me an example of how this has worked for you in your current role?

Sample answer to show your problem solving strategies .

6. Describe the biggest work-related problem you have faced in the past 12 months. How did you handle it?

Sample answer to show how you handle biggest work related problems .

7. Can you tell me about a time where you have been caught unaware by a problem or an obstacle that you had not foreseen? What happened?

Sample to show how you deal with unexpected workplace problems .

8. Tell about a time when you were able to develop a different problem-solving approach. What steps did you follow?

Sample answer to show how your problem solving strategies .

9. Tell us about a time when you identified a potential problem and resolved the situation before it became a serious issue.

Sample answer to show you can identify problems and solve them .

10. Give a specific example of a time when you used good judgment and logic in solving a problem.

Sample to show how you use logic to solve work problems .

Related Posts

• Making The Right Decision When You Have Multiple Options April 1, 2018
• 5 Types of Decision Making Skills You Need To Know July 31, 2017
• How To Answer Behavioral Interview Questions July 26, 2017
• The Secret to Setting Goals and Achieving Them July 11, 2017

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ACE YOUR JOB INTERVIEW

Top 50 Behavioral Interview Questions and Answers

Mike Simpson 0 Comments

By Mike Simpson

Updated 6/5/2022.

Most job seekers know that they’ll face off against some behavioral interview questions during their next interview. But knowing which ones you’ll encounter – and how to approach answering them – is the essential part of the equation. That way, you’ll be ready for what the hiring manager is likely to ask, increasing the odds that you’ll impress.

Are you ready to check out the world of behavioral-based interview questions? Here’s what you need to know.

What Are Behavioral Interview Questions?

Before we look at some behavioral interview questions and answers, let’s talk about what these types of questions are and why they come up.

In the simplest sense, a behavioral interview question gauges how you think and act in various situations. Many questions of this kind focus on scenarios, requiring you to outline what you did (or would do) under specific circumstances.

There’s a good reason why hiring managers turn to these questions during an interview. Unlike traditional interview questions – which mainly assess whether you have particular technical capabilities – these give the hiring managers overviews of capabilities that are harder to ask about directly.

Usually, your answer helps the hiring manager assess your mindset and soft skills . Plus, they’ll learn more about the hard skills you use to handle challenges or address problems of a particular nature.

In some cases, hiring managers ask behavioral interview questions because they think past performance is a predictor of future success. However, whether that’s true isn’t actually clear.

One report indicated that prior work experience – essentially, past behavior – didn’t guarantee a solid performance at a new company, even if the new hire had related experience. But a different study showed that behavioral interviewing was 55 percent predictive of future behavior at work, while traditional interviews were a mere 10 percent predictive.

Since 73 percent of hiring professionals use behavioral interviews, it’s best to be ready regardless. That way, you can excel when those questions become part of the equation.

How to Answer Behavioral Interview Questions

When it comes to how to answer behavioral interview questions, you need to present applicable examples. It could be describing a moment from your past or outlining the steps you’d take based on a theoretical scenario.

In either case, you need a strong strategy for creating a meaningful response. What’s the best way to get started? By getting to know the STAR Method.

STAR stands for Situation , Task , Action , Results . Essentially, it’s a framework for your answer. First, you’ll outline a situation that applies to the question. Next, you’ll discuss the task you had to undertake, followed by a description of what you did, including the skills you used along the way. Finally, you’ll dive into the result, summarizing the outcome.

That’s the gist of the STAR Method. Based on what you’ve likely learned about behavioral interview questions, you can like see why people sometimes refer to them as STAR interview questions.

If you want to learn more, you can check out our in-depth article on the STAR Method for a deep dive into how to use it effectively.

After you get comfortable with the STAR Method, it’s time to add the Tailoring Method to the mix. The Tailoring Method is all about relevancy, ensuring your answer directly speaks to the hiring manager’s needs. That way, your response isn’t just compelling; it also positions you as an exceptional match for the precise role the hiring manager is filling.

In fact we we wanted to let you know that we created an amazing free checklist for behavioral questions that covers all the critical info you need when dealing with these tricky types of job interview questions!Click below to get your free PDF now:

CLICK HERE TO GET THE BEHAVIORAL INTERVIEW CHECKLIST

How to prepare for behavioral interview questions.

Preparing for behavioral interview questions might seem challenging, but it’s far simpler when you realize that the biggest step is to have a few stories ready. In most cases, you want to begin working out what to share by reviewing the job description.

In the end, developing fantastic answers for STAR method interview questions starts with relevancy. By choosing moments from your career or education that apply to the job and the situations presented in the question, you can start using the STAR and Tailoring Methods to form great answers.

Another important tip is to make sure each of your stories has a formal conclusion. After giving them the results, tell the hiring manager something about what you learned from the experience or how it continues to shape you as a professional. That gives your answer a bit of something extra.

Top 10 Common Behavioral Interview Questions and Answers

1. tell me about a time when you had to juggle multiple priority tasks. how did you decide where to begin.

This question helps the hiring manager assess a few things. Along with your ability to handle stress, it lets them learn more about how you organize your work when you have multiple critical activities on your plate.

EXAMPLE ANSWER:

“In my last administrative assistant position, I was given two high-priority tasks from two different managers I supported. The deadlines for each were tight, and both projects were vital, so the nature of the duties alone wasn’t enough to establish how I should approach the situation.

“To figure out how to proceed, I took a moment to outline the required steps for both tasks. This allowed me to estimate the time necessary while also ensuring I wouldn’t overlook something critical.

“I then decided to start with the duty that had the lowest amount of time required. My main reason is that one could be completed in hours and the other would take a few days. By choosing the shorter one first, I could fully wrap up that responsibility, eliminating the need to provide updates in the coming days on that assignment, giving me more time to focus on the tasks themselves, and allowing me to complete both by the deadline.”

2. How do you manage stress on the job?

Workplace stress can harm an employee’s performance. As a result, hiring managers want to know what you do to keep yourself calm and level, even when you’re faced with challenges.

“While I’ve found that some stress actually pushes me to be my best, it’s also essential to ensure that my stress levels remain reasonable. One approach I’ve found that works for me is focusing on organization.

“I’m a big fan of breaking large responsibilities down into small tasks, making them feel more manageable and giving me a roadmap to follow. For a recent project in my current job, I divided the work up into ten micro-goals. Then, I blocked out time on my calendar for every activity. Not only does this keep me on target, but it also reduces the odds that I’ll feel overwhelmed.

3. Tell me about a time when you had a conflict with a coworker. How did you navigate the situation?

This is one of the most common behavioral interview questions because hiring managers want to know that you can navigate the typical disagreements that can occur at work. It’s also a way to gauge your interpersonal skills and self-reliance.

“While in my current job, I was part of a project team that was tasked with coming up with a new campaign for a client. A coworker and I didn’t see eye-to-eye on the direction the campaign should take when it came to the tone, leading to some conflict.

“To address the issue, I requested a meeting with my coworker to discuss their perspective. My goal was to understand why they were adamant about that approach, asking clarifying questions and rephrasing what they shared to ensure I saw the complete picture.

“Then, I did the same, sharing my perspective in a calm, professional manner. This led us to a very beneficial discussion, one where we both saw the merits in the other’s strategy. Ultimately, this allowed us to work together to create the best possible campaign, one that boosted the client’s sales by 15 percent.” 

4. Describe a time when you had to adapt quickly to a change in priorities.

Regardless of whether a workplace is fast- or slow-paced, unexpected events can occur. Hiring managers want to know that you can shift gears quickly if the need arises, so they ask questions like this one to assess your agility.

“As a member of my current employer’s IT department, COVID-19 required some quick pivoting. I was part of a team that managed remote work permissions and technologies for the organization. When it became clear that a shelter-in-place order may be on the horizon, we had to reprioritize quickly, ensuring we could get everyone their needed credentials, applications, and devices handled as fast as possible.

“I spoke with my manager about my workload, allowing us to identify tasks that could be set aside temporarily. After that, prioritized the employee list based on their position, ensuring those who needed to stay connected were handled before those where a short delay wouldn’t be as problematic.

“Then, I dedicated as much time and effort to setting up telecommuting solutions as possible. This includes everything from ordering mobile devices and laptops, coordinating the service providers to add relevant user accounts, and creating initial training documents to ensure those who began working remotely had the information they needed to transition as seamlessly as possible. While the situation was challenging, I was able to complete everything tasked to me before a shelter-in-place order was issued in our area, and even had time to assist others, increasing the success of the entire project.”

5. Can you tell me about a time when you failed on the job?

This is probably one of the most uncomfortable interview questions around, as you have to talk about a time when things didn’t go to plan, leading to a poor outcome. However, it’s also an important one for hiring managers to ask.

With this question, hiring managers can see how you handle mistakes and recover from failures. Plus, they can assess your honesty, accountability, and self-awareness.

“In my first job, I had trouble gauging my workload. After getting my first big solo project, I underestimated the time it would take to complete the work and handle my other duties. As a result, I gave the client a deadline that was ultimately unrealistic, and I wasn’t able to deliver in time.

“The client was understandably displeased when I informed them that the project would be late. I made sure to take full responsibility for the issue and worked with them to ensure the project was completed to their satisfaction, albeit behind schedule.

“In the end, they were pleased with the results. However, the moment when I had to inform them that the deadline would be missed stuck with me. It became a powerful lesson for me about time estimates and workload assessments. I used what I learned to improve my approach and, since that project, have finished every project either on time or early.”

6. Tell me about a time when you led a team.

With this question, the hiring manager is trying to learn more about your leadership skills. Additionally, they might be looking for insights about how you oversee the work of others and keep multiple people on target as they work toward a singular goal.

“In my last position, I was tasked with overseeing the transition to a new order management system. This involved coordinating with multiple teams to ensure that the date from the existing solution would transition successfully to the new one. Additionally, I had to communicate with all of the end-users, ensuring they knew about use limitations or downtime in advance.

“I created a project plan for the transition and implementation, and worked closely with each team to ensure the timeline was workable. Along the way, I monitored progress, answered questions, and facilitated conversations to keep everyone on the same page. Additionally, I provided reports to the leadership team, ensuring they were informed.

“Ultimately, the project was a success. All of the transferred data was in place, and we finished on time, ensuring the company could reach full productivity on the desired schedule.”

7. Describe a time when you had to deal with an upset customer. How did you handle it?

Whether you’re looking for a retail job, a sales position, a tech support role, or anything in those veins, there’s a chance you’ll have to deal with an upset customer at some point. Hiring managers ask this question to see how you’ve navigated this type of challenge in the past, allowing them to determine if you have a reasonable strategy.

“At my current job, a customer contacted us saying they were displeased with their most recent order. Along with complaining about the product, they began yelling threats about what they would do if they weren’t issued a refund and given a new item immediately.

“I didn’t take the tone personally, as I was certain it was out of frustration. I pulled up the customer’s file to learn more about the order, as well as review their history with the company. At that time, I discovered that they had been placing regular orders for some time, and this appeared to be the first time they called about an issue.

“I apologized for the inconvenience and began asking clarifying questions to ensure I fully understood the nature of the issue. As I spoke, I focused on keeping my tone calm and professional.

“While company policy didn’t typically allow a replacement and refund, it also gave me some leeway when it came to finding a solution, particularly since they had been a loyal customer for some time. I explained what was usually allowed in these situations but requested a moment to consult with my manager regarding the issue. I was able to secure them a replacement product and a 20 percent discount on a future order. Ultimately, the customer was happy with the outcome, and they remained a customer during the rest of my time there, and possibly beyond.”

8. How do you approach goal-setting?

Most hiring managers know that goal-setting is a powerful tool that can facilitate greater success. As a result, they want to see how candidates view goal-setting, leading them to ask this question.

“I believe goal-setting is essential, as it helps me focus my efforts based on organizational objectives. My preferred approach is to review the company’s priorities and how they relate to my position. Then, I create well-defined, actionable targets using the SMART goals process. That way, I have clear objectives that are measurable and motivating.

“However, I also go the extra mile, breaking down larger goals into micro-goals. That way, I can see every step between myself and the objective, creating a roadmap that guides me toward success.”

9. Tell me about your greatest professional accomplishment.

This behavioral interview question does a few things. First, it lets the hiring manager learn more about your values. Second, it gives them insights into your skills and achievements, both of which can help them determine if you’re the right fit for the job.

“My biggest achievement was revamping the company’s marketing approach, leading to a 34 percent increase in sales within six months. The past campaign wasn’t resonating with younger buyers, causing us to lose market share. I refocused our strategy to make it more social media-focused, creating a comprehensive campaign that worked well on platforms that appealed more to the target audience. Ultimately, this allowed us to reach our target demographic, boosting overall profitability and securing a solid ROI.

10. Tell me about a time you had to make an unpopular decision. 

If you’re applying for a management role, this is one of the most common behavioral questions you’ll encounter. Many members of the leadership team have to make difficult choices, and sometimes, they won’t resonate with team members. The hiring manager wants to know that you can handle those situations, so they ask questions like this one to gauge your capabilities.

“When I was a manager at ABC restaurant, employees were originally able to change shifts with one another without notifying management in advance. While it was convenient for team members, management wasn’t able to effectively predict an employee’s hour, at times leading to unplanned overtime. Additionally, if someone didn’t arrive for a shift, there could be confusion regarding who was actually responsible for the no-show.

“As a result, I had to make the decision to bar shift changes that weren’t presented to management before the scheduled time arrived. While it wasn’t a popular choice, it did streamline timekeeping and scheduling while also ensuring no-shows were properly noted in the correct employee’s files.”

40 More Behavioral Interview Questions

• Describe a time when you had to work with a colleague that had a personality that differed significantly from yours.
• Tell me about a time when you unexpectedly had to step up as a leader.
• Can you tell me about a time when you were asked to step up as a leader but chose to decline?
• Give me an example of a time when you made a mistake at work.
• What do you do when you have more on your to-do list than you can manage?
• Have you ever failed to meet client expectations? What happened?
• Describe a time when your job changed significantly with little notice.
• Have you ever worked with someone who struggled with good communication?
• Tell me about a time when you had to think on your feet.
• How do you keep long-term projects on track?
• Give me an example of a time when you were overwhelmed by your responsibilities.
• When an unexpected problem derailed a project you worked on previously, how did you get back on track?
• Can you tell me about a time when you successfully persuaded a colleague to see a situation from your perspective?
• Describe a project or idea (not necessarily your own) that was implemented primarily because of your efforts.
• When given a lengthy project, what steps do you take to ensure it is completed by the deadline?
• Do you feel you work well under pressure? If so, describe a time when you have done so effectively.
• Give me an example of a time when you motivated others.
• Tell me about a time when you had to delegate tasks during a project.
• How do you remain organized at work?
• Can you tell me about a time when you were given two high-priority tasks and had to decide which to handle first?
• Describe a situation where you disagreed with a supervisor.
• Tell me about a time when you missed an obvious solution to a problem.
• Give me an example of a time you faced an unexpected challenge and had to pivot quickly.
• How were you able to achieve your most recent accomplishment?
• Can you give me an example of when you used your listening skills to solve a problem?
• Tell me about a time when you didn’t listen and had to deal with the consequences of missing something important?
• How do you handle disagreements with a client?
• What do you do when you’re given a task with a tight deadline?
• Give me an example of a time when your manager asked you to take on a task you couldn’t reasonably handle.
• Have you ever misunderstood a critical responsibility at work? What happened?
• Tell me how you would go about describing a highly technical topic to someone without expertise in that arena.
• What do you do when a team member is unable to handle their part of a project?
• Can you describe a time when you had to correct a client because they made an incorrect assumption or had bad information?
• Have you ever wished that you approached a conflict with a colleague differently? What happened, and what would you do instead?
• What was your biggest learning experience from your first job in this field?
• When presented with a new technology in the workplace, how do you adapt?
• Tell me about a time when you struggled to adapt to a change.
• Give me an example of a time you had to handle a task without prior experience.
• Can you describe a time when you were dissatisfied at work? How did you overcome it?
• When you first accepted your last job, what did you do to ensure you got up to speed quickly?

Putting It All Together

Ultimately, the questions above are some of the most common behavioral interview questions around. By preparing for those, your odds of interview success will go up. Use the tips and examples as a guide, ensuring you can create your own great answers before your next meeting with a hiring manager.

To make sure you’re 110% prepared we’ve prepared a cool PDF checklist that you should download …

FREE : Behavioral Interview Questions PDF Checklist

Ok the next thing you should do is download our handy "Behavioral Interview Questions Checklist PDF ".

In it you'll get 25 common behavioral questions along with tips on how to answer them and the traps you need to avoid ....

All in a beautifully designed pdf Jeff spent hours working on. ---- He made me put that in 😉

Co-Founder and CEO of TheInterviewGuys.com. Mike is a job interview and career expert and the head writer at TheInterviewGuys.com.

His advice and insights have been shared and featured by publications such as Forbes , Entrepreneur , CNBC and more as well as educational institutions such as the University of Michigan , Penn State , Northeastern and others.

Learn more about The Interview Guys on our About Us page .

About The Author

Mike simpson.

Co-Founder and CEO of TheInterviewGuys.com. Mike is a job interview and career expert and the head writer at TheInterviewGuys.com. His advice and insights have been shared and featured by publications such as Forbes , Entrepreneur , CNBC and more as well as educational institutions such as the University of Michigan , Penn State , Northeastern and others. Learn more about The Interview Guys on our About Us page .

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51 Behavioral Interview Questions & Answers To Master

June 29, 2021 by Hannah Morgan

Interviews are less stressful if you have some idea of what questions you’ll be asked. Since behavioral interview questions have become quite popular over the years, you can expect some to be thrown your way. 

Read this guide to learn more about behavioral interview questions, get a list of the most common questions employers ask, and see some sample behavioral interview questions and answers to help you visualize the process. Plus get actionable tips on how to prepare and respond when you’re asked to give examples of how you handle situations at work.

Table of contents

What are behavioral interview questions, common behavioral interview questions, sample questions and answers, how to prepare.

• Additional Reminders And Tips

When a recruiter or hiring manager asks questions during a job interview, it’s likely they will ask you to tell them about a time when you…

These types of questions are referred to as behavioral interview questions because they help the interviewer understand and evaluate your behavior, as well as your skills. 

Imagine trying to evaluate someone’s skills without actually seeing the work being performed. That’s the challenge recruiters face when selecting candidates for a job. The next best thing is to ask you to describe how you’ve solved a problem. 

Behavioral questions are designed to help interviewers learn how you would respond to a specific situation and how you solve problems to achieve successful results.

Behavioral interview questions require the candidate to explain how you resolved an issue, solved a problem or fixed something. Embedded within each answer are the human drivers or qualities that show why you took the actions you did. It’s like a small peek into what motivates you. 

Here’s what you know:

You and your co-workers approached tasks differently. Imagine you were both interviewing for the same job. Your titles and work would look the same, but how you performed the job would come across differently during the job interview. Those are the subtle differences interviewers hope to discover from asking behavior interview questions. And your unique style of getting work done is exactly what you want to emphasize during the interview. Clearly and concisely. 

Behavioral interview answers are the proof or evidence of your soft skills as well as your ability to do the job. 

Start today by recalling situations that show future employers you have what they are looking for, especially specific examples that highlight: productivity, leadership, teamwork, initiative, planning, flexibility/adaptability and interpersonal skills.

 When practicing how to answer behavioral interview questions, you don’t need to prepare thousands of possible responses. Instead, think about the skills and behaviors your future employer needs. Some of the skills and behaviors are fairly common and would apply to almost any position with any company. Just look at the job description to see which skills are being requested.

Here are common categories you can prepare for during your upcoming interview:  

• Career/Experience

Motivation/Self Awareness

Conflict/stress, adaptability/flexibility, problem solving/decision making, planning/organizing, leadership/teamwork.

• Presentation/Communication 

Follow Through

There are certain types of questions you can anticipate and prepare for. This list of 50 common behavioral interview questions is broken down by what skills or qualities the interviewer is evaluating. 

The types of questions you are asked will vary by your role and level of seniority. In other words, if the job doesn’t require you to deliver presentations, you probably won’t be asked to talk about a time you had to deliver a presentation to a group. 

During a one-hour interview, you can probably expect to be asked approximately 10-20 questions, many will be behavioral interview questions.

Career/Work History

• Can you describe for me one of your most important accomplishments?
• Describe for me one of the biggest disappointments in your work history.
• What special aspects of your education or training have prepared you for this job?
• What specific things in your past experience that affected your present career objectives? 
• How do you go about making an important decision affecting your career?
• Give an example of how you used what you learned from the last professional development course you took.
• Tell me about a difficult obstacle you have had to overcome. 
• Give me an example of a time you took initiative or took the role as a self-starter.
• Provide an example of what gave you the greatest satisfaction at work?
• Give an example of a time something frustrated you at work and how you handled it.
• Describe your most significant failure in the last 2 years.
• Give me an example of an experience on the job that you felt was satisfying.
• Tell me about a time when you missed an obvious solution to a problem.
• Tell me about a time you have been told, or discovered yourself, a problem in your job performance, and what have you done? 
• Tell me about how you worked effectively under pressure.
• Give me an example of the most difficult conflict situation in which you were involved?
• Tell me about a time you disagreed with a supervisor.
• Tell me about a time you had to stand up for your beliefs.
• Tell me about a time you disagreed with your manager’s leadership style or team culture.
• Tell me about a time when you were in conflict with a peer and how the situation was resolved.
• Tell me about a time you wish you’d handled a situation with a coworker differently.
• Tell me about a time you encountered pressure on the job and how you handled it.
• Give me an example of the problems you encountered in doing your last job? Which ones frustrate you the most? 
• Tell me about a time you had to learn something quickly.
• Tell me about a time when you had to go above and beyond your regular job responsibilities in order to get a job done.  
• Tell me about the adjustments you had to make to your schedule working virtually.
• Give me an example of how you communicate with your manager and co-workers in a remote setting. 
• Give me an example of the most difficult decision you made in the past year.
• The last time you did not know what decision to make, what did you do?
• Tell me about a time when you had to analyze information and make a recommendation. 
• Give me a specific example of a time when you used good judgment and logic in solving a problem.
• Give an example of when you took full responsibility for solving a problem only to find out that you really should have included others in the process.
• Tell me about a time when you were faced with conflicting priorities. 
• Give an example of something you’ve recently scheduled. 
• Tell me about how you met your objectives this year.
• Tell me about a time when you motivated others.
• Can you give me an example of your ability to manage or supervise others?
• Tell me about a time when you had to get your team together to establish a common approach to a problem.
• Tell me about a time when needed to get your team to accept your ideas or department goals.
• How would you describe your basic leadership style ? Give specific examples of how you practice this.
• Tell me about a tie when you led a group who doesn’t report to you, but from whom you have to get work. 
• In your work experience, what have you done that you consider truly creative?
• Can you think of a problem you have encountered when the old solutions didn’t work and when you came up with new solutions?
• What kind of problems have people recently called on you to solve? Tell me what you devised?

Presentation/Communication

• Tell me about a time you had to give a presentation? How did you prepare?
•  Give me an example of a time when you had to explain a complex idea or topic to people with less subject knowledge. 
• Tell me about the most recent writing project you’ve worked on.
• Tell me about a time you had to build rapport with a coworker or client whose personality was different than yours?
• Give me an example of a time when you had to make sure that due dates were met for work that you delegated? 
• Tell me about a time when you gathered feedback from a customer after you completed a project/task or made a delivery? 
• Tell me about one of the methods you’ve used to follow up on your projects, tasks, assignments.

To help you formulate your own responses, here are some sample behavioral interview questions and answers. You will notice that these sample answers follow a similar format. One of the best ways to structure your answers to behavioral interview questions is using the STAR format.  

Use STAR to organize the information you include in your answer. This ensures you include just the important information the interviewer needs to hear. It also requires you to remember and discuss a specific situation, task, action, and result in your answer.

Here’s more detail on what to include in each element:

• Situation: Describe the situation. Use who, what, where, when, why and how to help you structure the information. Describe a specific event or situation, not a generalized description of what you have done in the past. This situation can be from a previous job, a volunteer experience, or any relevant event.
• Task: What goal were you working toward? What were you being asked to do?
• Action: Describe the actions you took to address the situation with an appropriate amount of detail and keep the focus on YOU. What specific steps did you take and what was your particular contribution? Use the word “I,” not “we” when describing actions.
• Result: Describe the outcome of your actions and don’t be shy about taking credit for the outcome. Be sure to mention measurable or quantifiable results. Was there an increase in performance, efficiency, profitability or impact?

Keep your answer concise and on track by including all elements in your answer using the STAR format. Be as specific as possible without rambling or including too much information.

Never use a generic answer like “I always appreciate different viewpoints from my own. When someone expresses a different opinion, I listen carefully to what the person says and utilize that feedback.” While this answer is technically good, it lacks the details and specifics. An interviewer would find it hard to evaluate your skills or believe you had experience handling the situation.  

1. Can you describe for me one of your most important accomplishments?

This behavioral interview question is your opportunity to share one of the top achievements in your career . When selecting your accomplishment, be sure it is relevant to the job you are interviewing for. 

Answer: When I was leading the engineering team at XYZ company, we needed to redesign a component to increase output on a printer. I gathered a team made up of sales reps, manufacturing, marketing and engineering to identify what a successful outcome would look like.

After months of meetings spent evaluating costs and timelines, we developed a component that increased the printer’s quality and quantity of printed materials. This new component was used in every new machine produced and increased sales by 25% globally. 

2. Tell me about a difficult obstacle you have had to overcome.

The interviewer wants to know how you handle pressure, challenges, adversity and tenacity. Focus you answer on the steps you took to overcome the obstacle. 

Answer: While working on a time-sensitive client project, I found the printer was jammed. I first reloaded the paper bins and followed the printer’s error instructions and within minutes the printer was back online.

Not only was my report in the queue but so were several other jobs. The final client report was proofed and delivered ahead of schedule. I also delivered the other print jobs to their owners to keep their workflow on track.

3. Tell me about a time you disagreed with a supervisor or co-worker.

This behavioral interview question evaluates how you view your relationships at work and how you handle conflict. It also shows how you communicate during uncomfortable and uncertain situations. Keep your opinions and emotions out of your answer and state the facts.

Answer: My previous manager had specific ideas about what she wanted in our social media marketing campaigns. She wanted to use text dense graphics. As the lead designer, I believed that a simple call to action was more convincing.

After much discussion, we compromised, and ran each campaign for one week. We then collected the insights related to customer engagement. It turns out that my campaigns performed better so from that point forward, she allowed me to manage our social media independently.

4. Tell me about how you met your objectives this year? 

Your ability to set goals and prioritize actions to meet the objectives for your own personal development shows how you structure time and manage priorities. It also evaluates your thought process and motivation. 

Answer: In my role as event planner, I was accountable for coordinating events for current and potential customers. As you can imagine, this was quite challenging last year.

After meeting with my manager, we decided to take a brief pause in offering events. I developed a roadmap for monthly meetings with current customers on Zoom which was distributed through emails twice a month. I also collaborated with sales to create a four-part masterclass on selling for potential customers. Our monthly customer meetings averaged 10-30 customers per call and the masterclass enrollment was 100.

5. Tell me about a time when needed to get your team to accept your ideas or department goals.

No matter what role you hold in a company, you need to be able to “sell” your ideas to the team, your manager or a customer. Persuasion and communication are important skills. 

Answer: We were rolling out a new workshop and needed the team to support it and encourage students to attend it. We knew that adding another thing to students’ schedules would be looked at as unnecessary.

My manager and I planned a launch meeting and built an agenda for maximum interactivity. The idea was to have our team actually experience what the workshop would be like. After experiencing the benefits and outcomes of the workshop, our team was enthusiastic about recommending it to students and provided first-hand testimonials. 

6. Tell me about a time you had to build rapport with a coworker or client whose personality was different than yours?

This behavioral interview question evaluates your interpersonal skills. The interviewer wants to understand what steps you take to bridge differing opinions or work styles.

Answer: While working on a website redesign project, I had to collaborate with team members from across the country and even in different countries. When we launched the project, the first few minutes of each meeting, I did a mini team building exercise where we’d work on solving a light hearted problem together. Once that was completed, each member would deliver their 2 minute update.

What I found was that the exercises helped establish trust among the team and a shared sense of accountability. This made it easier to deliver tough messages or to ask people to work more quickly. 

7. Tell me about a complicated problem you have had to deal with. 

The interviewer wants to understand how you go about solving complicated problems. In other words, how you identified or gained more understanding of that problem and what steps you took to resolve it. 

Answer: Our customer service team was receiving an increased number of complaints about items arriving late. I reviewed our delivery schedule then met with the staff involved in the customer delivery  process. What we discovered was that the delay was with our shipping provider. In speaking with the vendor, we came to the realization that there was nothing we could do to reduce shipping times.

I contacted two other vendors and asked for a quote and delivery estimates. After several weeks of negotiations, I finally recommended we change vendors which would guarantee delivery within 3 days. But this would also cost 3% more. We ultimately increased our pricing but also issued a guaranteed delivery date and all customer delivery complaints have stopped.  

8. Tell me about a time when you had to go above and beyond your regular job responsibilities in order to get a job done. 

The answer to this behavioral interview question will show your motivation, drive and initiative. 

Answer: Outside of my regular responsibilities, I took the initiative to coordinate monthly lunch and learn meetings to increase our marketing team’s knowledge of important digital marketing trends.

I invited each team member to submit a list of topics they were interested in and topics they would be interested in presenting. The monthly meetings are well-attended and have helped our team initiate new ideas, increasing our digital content output by 40%.

9. What was your most difficult decision in the past year? 

This question is actually several questions – what do you perceive as difficult, what made it difficult and how did you handle it. It’s evaluating how you handle the decision making process. Answer in a way that doesn’t make you look like the victim in the situation and by no means should you criticize or disparage others.

Answer: The decision to lay employees is always difficult – personally and professionally. We had just lost three major clients and I had no choice but to let go of two employees who managed those accounts.

It was truly a financial decision based on budget reductions, but I still felt horrible for my employees. I delivered the news to these employees as empathetically as I could and made sure they all fully understood the details of their severance packages. In the end, they all walked away knowing that the decision was purely business-related.

10. Tell me about a time when you were faced with conflicting priorities. 

Your time management and decision making skills are being evaluated by this question. Make sure you focus on the positive aspects of the situation. Don’t go into the negative details. 

Answer: My team and I  were facing a deadline and my manager was out of the office. Our client was expecting a project to be delivered by 5:00 PM, and I could tell we weren’t going to make the deadline without making some changes.

I re-organized my own tasks so I could dedicate my entire day to focusing on this project. I took the lead and delegated tasks to the five team members in a way that would utilize everyone’s strengths best. By pitching in and reallocating work, we delivered the work to the client on-time. I also emailed our manager to let her know we had met the deadline.

While you can’t know for sure which behavioral interview questions you’ll be asked during an interview, you can prepare and practice your answers to commonly asked questions. 

When you have carefully selected relevant stories you want to share in an interview you’ll enter the interview feeling more confident and prepared. Plus, you’ll provide proof you possess the experience the employer is looking for. 

Review the job posting carefully

You’ll want to know which stories to include during each interview. To do this, analyze the posting. Look at each requirement and ask yourself “have I ever done this or something like this?” This review will help you identify the most relevant stories so your answer will include the skills and qualities the employer is looking for. 

Use the STAR format

STAR stands for situation, task, actions and result. When formatting your answers to behavioral interview questions, every answer you provide should include all four of these elements. STAR also ensures the interviewer gets the important information they are looking for from your response. The most important sections of your answer are the actions you took and the results.  

Identify the top 3-5 most relevant stories

While you may be asked to tell more than 5 stories, you should absolutely identify what you think are the most relevant, relatable stories based on the job posting and what you know about the company. 

Don’t memorize your answers 

You don’t want your answer to sound robotic so don’t memorize your answer word for word. Instead, try remembering your answer as bullet points so your answer flows more naturally. Be sure to know what key skills or action verbs you’ll use while telling your story.  

Practice out loud

Writing out your answers just isn’t the same as saying them out out loud. It’s important to practice your answers to make sure you’ll remember the flow to your answer. You want to practice it enough so it sounds natural. 

Record your answers

Take your practice to the next level by recording your answers and then listen to how they sound. Just grab your phone or use your computer to record your answers and evaluate the strength of your answers. 

Time yourself

We know that attention spans are short. This is true during interviews too. To help you deliver just the right amount of information, try and keep your answer around one minute. This means if you can’t complete your answer in under five minutes, you’ll need to cut information out. Trust me, it probably isn’t all that important to the interviewer. But if they want to know more details, guess what? They’ll ask a followup question. 

Smile, relax and let your personality shine

Part of what makes you unique is your personality. Don’t be afraid to let it come out in your answers. And a smile is just icing on the cake. Research has shown that people who smile come across as more likable. And relax. The interview is just a conversation. 

Not everyone’s a pro at interviewing

Keep in mind, there are many recruiters and hiring managers who have never been trained how to interview. No matter how experienced or trained they are (or aren’t) you don’t want that to impede the information you need to convey. You can always insert one of your stories to supplement your answer (even if you weren’t asked to cite an example). 

Give it your all

During an interview, you have the opportunity to convince the interviewer that your experience and skills are what the employer needs for the role, so take every opportunity to make sure the interviewer knows the full extent of what makes you a good fit for the role.  

Keep your answers positive

Always remember to keep your answers positive. Never blame co-workers or your manager or position them as doing something wrong. Additionally, don’t provide information about your mistakes or weaknesses that would cause the interviewer to question your abilities. 

Additional Reminders About Behavioral Interviews

• Be sure each story has a beginning, middle, and an end, i.e., be ready to describe the situation, including the task at hand, your action, and the outcome or result.  
• Always make sure the outcome or result reflects positively on you (even if the result itself was not favorable).  
• Be honest. Don’t embellish or omit any part of the story. The interviewer will find out if your story is built on a weak foundation.  
• Be specific. Don’t generalize about several events; give a detailed accounting of one event.  
• Vary your examples; don’t take them all from just one area of your life. 

Behavioral interview questions shouldn’t catch you by surprise. If you anticipate them and take time to plan your answers to “tell me about a time when” questions, you’ll come across as qualified, capable and compatible. Your answers, in the form of STAR stories are what make you memorable. 

Hannah Morgan speaks and writes about job search and career strategies. She founded CareerSherpa.net to educate professionals on how to maneuver through today’s job search process. Hannah was nominated as a LinkedIn Top Voice in Job Search and Careers and is a regular contributor to US News & World Report. She has been quoted by media outlets, including  Forbes, USA Today, Money Magazine, Huffington Post, as well as many other publications. She is also author of The Infographic Resume and co-author of Social Networking for Business Success .

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41 Behavioural Interview Questions You Must Know (Best Answers Included)

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If you’re looking for the ultimate list of behavioural interview questions then you’ve come to the right place!

A recent study shows that tech startups contributed to the creation of nearly 1.6 million jobs in Australia between 2003 and 2014 . Clearly, the stats highlight the importance of tech startups and small businesses towards contributing to the net economic development of Australia.

Whether you’re looking to land a job with a big player or hoping to make a difference with a newer startup, you’re in demand.

The only thing standing between you and your dream job is the interview process. Tech startups usually split the interview process into different stages, which includes a phone interview as the first step, a behavioural interview as a second step, followed by more technical & group assessments (Refer to our article on How Top Tech Companies Hire Talent) . This article will focus entirely on the behavioural interviews, and what you need to do to ace them!

We’ll tackle 40 of the most common behavioural interview questions, but first let’s take a look at why companies ask them.

What’s the Point of Behavioural Interview Questions?

Is it a new form of torture? Are these questions asked to trip you up?

The purpose of behavioural interview questions is to understand who you are, how you think, and how you approach real world dilemmas. Your answers to these behavioural questions can help the interviewer gauge how you may (or may not) complement the current team.

While the goal of the interviewer is to learn more about you, your goal is to position yourself in the best possible light. Each of your answers should highlight one of the following themes:

• Self-awareness
• Self-reliance
• A willingness to help another individual

That said, you should also keep your answers as realistic as possible. It’s a delicate balance between pride and humility. It’s a lot easier to keep that balance when you stay focused on one of the above themes.

The most common behavioural interview questions and answers

Let’s take a look at the six most common behavioural questions you may encounter during your interview, along with a plan for how to answer them below.

• Describe a time when you disagreed with a team member. How did you resolve the problem?
• Tell me about a time when you failed.
• Give me an example of when you had to assume leadership for a team.
• What is the most difficult/ challenging situation you’ve ever had to resolved in the workplace?
• Tell me about a time when you disagreed with a supervisor.
• How do you approach problems? What’s your process?

Also, most behavioural interview questions can be separated into groups:

Problem Solving

• Working on a Team

Biggest Failures

Personal stress.

Now, let’s look at 8 of the most common questions from each group and a short description of the answering approach to use. We’ll look at examples of a few questions that may be relevant to tech startup interviews.

1. Give me an example of when you used logic to solve a problem

Answering Tip: Employ a Situation/ Task→ Action→ Result format.

2. Explain a time when you took the initiative on a project.

Answering Tip: Tempting as it may be to focus only on yourself, don’t forget to give credit to your team, too. Try to use examples where you went beyond your day role to take on extra responsibility.

3. Describe how you used your problem-solving skills to benefit a team or company.

Answering Tip: Demonstrate how you look for solutions for the greater good of the company. Not just solutions for your own good and your team’s good.

Bonus Example: According to Bosmat, Engineering Manager at Facebook , the best way to demonstrate your problem solving skills (particularly if you’re applying for a software engineering role) is to think aloud.  The interview at Facebook for software engineering roles is part behavioural and part technical, and interviewers love to know how you think, so share your thought process openly, while using the tips the interviewers give you. Facebook also recommend familiarizing yourself with the company’s core values and vision, and joining their online talent community to network with hiring managers and other peers.

4. Tell me about a time when you used creativity to overcome a dilemma.

Answering Tip: Think about a way that you surprised yourself with an unexpected idea. Did you follow a ‘creative process’? Or was your creativity more spontaneous in the situation?

5. What’s the best idea you’ve come up with on a team-based project?

Answering Tip: Brainstorm at least three different ideas and be prepared to discuss one during your interview. Focus on the ones that had the biggest impact.

6. How do you approach problems? What’s your process?

Answering Tip: Focus on the approach you use to solve problems. How do you break them down into steps in order to solve them? What tools and techniques do you use to work through a problem?

7. Tell me about a time when you were consulted for a problem.

Answering Tip: The interviewer wants to know what you are known/remembered for among the people who know you. Do your friends come to you for relationship advice, professional advice or to brainstorm solutions? Do they ask you for places to visit around town? Think about what you know a lot about, and what your friends know & think about you too!

“We look for candidates who have a wider lens in understanding the impact of their own function, and most of all able to operate in a high growth environment with a desire to grow. ” Monica Watt, General Manager, Elmo Talent Learning

8. Name three improvements you made in your most recent position.

Answering Tip: Make a list so that you’re not stumbling over your words during the interview. Focus more on the result you achieved for this question, and have the ‘3 things’ ready to discuss.

Bonus Example: Think of a time when you’ve used an approach like Design Thinking Or Lean Startup methodology to come up with solutions to a problem. This demonstrates that you’re well versed in typical problem solving approaches used by advanced tech folks out there. Kevin Lee, Founder at PMHQ recommends asking clarifying questions and focusing on the end user, especially for Product Management Interviews at companies like Google . Who is it that you made the improvements for and why? What difference did your improvements make to your end users lives?

Working in a Team

9. have you ever worked with a team before.

Answering Tip: Don’t just answer “yes” or “no,” but also describe your role(s) within any team you’ve worked within. Explain the focus of your team, the objectives you had and give detail on the size and growth during your time in the role.

10 . Are you better at working with a team or working on your own?

Answering Tip: To answer that you’re a team player is almost always the right response.

11. Give me an example of when you worked well with a team.

Answering Tip: Make a list of these examples ahead of your interview so that you’re comfortable with these ideas. Focus on the times where you were able to deliver a business result, rather than just hanging out at the pub on a Friday.

12. What role do you assume when you work within a team?

Answering Tip: Although you may have assumed many different roles, focus on the one that showcases your skill set. Give a response that aligns with the current role you’re interviewing for

– for example, if the interview is for a leadership role then talk about your style in that capacity.

13. Have you worked on different types of teams? What was your favorite?

Answering Tip: Describe the benefit of each team you’ve worked within. Focus on the reasons why you enjoyed that team – if it was a personality and culture alignment, or you delivered an awesome project together, both work well.

14. What do you do if you disagree if another team member?

Answering Tip: Choose a time when you disagreed about a work-related issue, not a personal one, and explain how you tackled the case. Focus on your communication and negotiation skills. Try not to let your ego get in the way.

“ To play sports at a competitive level you need to have a competitive mindset, be a real team player, have discipline and be open to new ways of getting better. If someone has played top-level sports I often a see them striving for the same success in their role. ” James Bergl, Sales Director at Datto

15. Describe a time when you disagreed with a team member. How did you resolve the problem?

Answering Tip: Explain how you worked through the issue – show off your communication skills, it’s ok if you didn’t come out of the disagreement on top, your interviewer is looking for your ability to handle conflict.

16. Tell me about a time when you failed in a team project, and how you overcame it.

Answering Tip: Be honest and show how you can learn from failures. Don’t blame your team members for your failure, focus on the objective reasons that led to team failure and what you learned.

Bonus Example: Using examples of a time when you’ve participated in a Hackathon usually works well for questions like this, especially if you had a good idea and got some recognition for it. This is a time where you would’ve generated a lot of ideas in collaboration with a team, in a short span of time and solved lots of problems. A great way to demonstrate that you can work well with a team in a ‘tech’ environment while also generating positive outcomes for your team.

17. Tell me about a time when you failed.

Answering Tip: Everybody fails sometimes, and it shows humility to admit it. Always highlight the takeaway and what you learnt from the experience.

18: Have you ever made a mistake?

Answering Tip: Of course you have! Be honest and describe the mistake and what you learned from it. This can be a personal mistake you made and learned from. The interviewer is wanting to know more about your attitude towards how you handle mistakes.

19. Tell me about a big mistake you’ve made on the job and how you handled it.

Answering Tip: Choose a mistake from when you first started working on a job and describe your progression.

20. Tell me of a time when you didn’t meet your goals.

Answering Tip: Choose a story with an acceptable solution. It’s ok to not always meet your goals, as long as you had valid reasons and achieved something at the end.

21. What is your biggest regret at work?

Answering Tip: Keep it goal focused and don’t insert anything personal. The lighter you keep this, the better.

22. Are you someone who learns from failures?

Answering Tip: Describe why you enjoy feedback, even in the form of failures. Present failures as lessons.

23. Tell me about a time when you tried something risky and failed.

Answering Tip: Bring humor into it. This is a great way to also be honest and transparent about your failures!

24. Tell me about a decision that you’ve regretted and how you overcame it.

Answering Tip: Allow the interview to see your vulnerable side and your attitude towards overcoming bad decisions.

Bonus Example: Don’t be afraid to talk about your failures, as long as you can present them in a way that you learned something from them. Go to tech communities like “F**k Up Nights” where people tell stories about failure and get some ideas on how to frame your failures.

25. Give me an example of when you had to assume leadership for a team.

Answering Tip: Describe your initial uncertainty and how you were able to overcome it. What did you do to step up as a leader in the situation? Did you speak up? Did you facilitate?

26. Have you ever had to set goals for a team?

Answering Tip: Discuss how you set goals and which goals are the most important for you. Having an approach to set goals that’s easy to explain is great.

27. Give me an example of when you set a goal and how you achieved it.

Answering Tip: Describe how you go about setting goals. Make it sound as realistic as possible, and describe the specific actions you take to get there.

“ We ask a lot of situational type questions to uncover how they have dealt with particular scenarios in the past to gain insight into their approach. Our guiding light always comes back to our values. ” – AdRoll

28. Describe a time when you were able to motivate unmotivated team members.

Answering Tip: Focus on your team-building skill set. What do you do to inspire those around you?

29. Tell me of a time when you postponed making a decision.

Answering Tip: Tie it into professional event. Ensure the decision is about something that wasn’t too important.

30. Give me an example of when you delegated work across an entire team.

Answering Tip: Focus on how you’re able to see the unique skills of each team member.

31. How do you juggle multiple projects?

Answering Tip: Describe your process for handling multiple tasks at the same time.

32. Have you ever had to counsel a difficult team member? Tell me about that time.

Answering Tip: Pick a time when you had to deliver uncomfortable counsel to a team member.

Bonus Example: Here, you need relevant examples where you stood out for the right reasons as a leader. You need to demonstrate that you know when to lead, when to follow and how to pick the right reasons to strive for. Talk about a time when you’ve communicated a vision, led a team, fought for the right reasons, done something in service of others, or motivated and developed others.

33. Tell me about a time when you worked well under pressure.

Answering Tip: Make a list of three times and choose the best one. The more important thing is to talk about your mindset when you’re in a pressure situation. Are you mindful about the pressure you’re facing? Or do you just crumble under pressure?

34. What is the most difficult/ challenging situation you’ve ever had to resolved in the workplace?

Answering Tip: Include the takeaway. Ensure it’s a very challenging situation. Grab the interviewer’s interest by building a credible story around your experience.

35. How do you handle unexpected changes or challenges?

Answering Tip: Focus on your personal growth, your attitude towards change, your flexibility of mindset and your willingness to embrace change with an open mind.

36. Have you ever been lied about? How did you handle that situation?

Answering Tip: Describe a work-related situation. Was it a customer who lied to you about something? Or a colleague? How did you handle the situation? Ensure you reveal how you realized that you’d been lied to through the power of intelligent questioning.

37. Tell me about a time when you disagreed with a supervisor.

Answering Tip: Focus on an event with an amicable solution. Present your disagreement as a time for mutual growth.

“ Our industry is so dynamic, in such an early state of maturity and is so specialized that to excel the most important trait for us is a genuine thirst for knowledge, a true hunger to learn and an ability to think on one’s feet. ” – Accordant

38. Tell about a conflict at your job.

Answering Tip: Keep it focused on a work-related conflict, and what you learned from it.

39. Tell me a time when you had to work unexpectedly on your own.

Answering Tip: Describe how you were able to use existing skills or learn skills to work by yourself. Demonstrate that you are comfortable in your skin and can work independently when required.

40. Describe a time when you faced a block at work and how you solved it.

Answering Tip: Work through your process of resolving blocks.

Bonus Example: It’s effective to talk about strategies you use to manage stressful situations. What is your internal dialogue when you’re going through a stressful situation? How do you work through a stressful problem?

Here’s Your Take Away

When preparing for an interview, be sure that you come prepared. Use specific examples and be concise with your answers. Always tell the truth.

Another great tip is to really understand the company and have some solutions in mind. Great tech startups are looking for solution-oriented employees who help them increase revenues, decrease costs and save time. If you can prove with your examples and insights that you can do that, you’ll be in high demand!

If you're in employer branding it's also important to use behavioural interview questions to identify the kind of people who are most likely to excel in the role.

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Mastering Behavioural Interview Questions: A Step-by-Step Guide with Detailed Examples

• 4 minutes read

Behavioural interview questions have become increasingly common as employers seek deeper insights into candidates’ past experiences and soft skills. These questions focus on how you handled various situations in the past, giving employers a glimpse into your problem-solving skills, communication style, emotional intelligence and overall suitability for the role.

In this guide, we’ll walk you through interview process with a step-by-step approach to effectively answer behavioural interview questions, supplemented with detailed examples to help you ace your next interview.

Key Characteristics of Behavioural Interview Questions

Focus on Past Behaviour: Behavioural interview questions from hiring managers typically begin with phrases such as “Can you describe a time when…” or “Tell me about a situation where…” This prompts candidates to draw upon past experiences rather than hypothetical responses.

Structured Format: Behavioural interview questions are often answered following the STAR Method (Situation, Task, Action, Result) , which provides a structured framework for candidates to organise their responses. This ensures clarity and coherence in their storytelling.

Targeted Skills and Competencies : Behavioural interview questions are tailored to assess specific skills, competencies, or qualities relevant to the job role. For example, questions may probe a candidate’ or management teams problem-solving abilities, leadership skills, teamwork, adaptability, or communication style.

Evidence-Based Assessment: By probing into concrete examples of past and future behaviour itself behavioural interview questions enable interviewers to evaluate a candidate’s actions, decisions, and outcomes. This evidence-based approach offers insights into the candidate’s thought processes, problem-solving strategies, and effectiveness in various situations.

Why Behavioural Interview Questions are Used

Predictive Validity: Research has shown that past behaviour strongly predicts future performance. By assessing candidates’ past experiences, behavioural interview questions provide hiring manager with valuable insights into their potential fit for a role.

Objective Evaluation: Behavioural interview questions allow for a more objective evaluation of candidates’ capabilities by focusing on concrete examples rather than subjective impressions or perceptions.

Revealing Soft Skills: Behavioural interview questions are particularly effective in assessing soft skills such as communication, problem-solving, teamwork, leadership, and adaptability, which are often critical for success in various roles.

Step 1: Understand the STAR Method

The STAR Technique (Situation, Task, Action, Result) offers an organized strategy for addressing behavioral interview inquiries. Understanding this framework will help you provide comprehensive and organised sample answers.

Click here to learn more about using the STAR method to answer job interview questions. 

Step 2: Identify Common Behavioural Interview Questions

Familiarise yourself with common behavioural interview questions related to key competencies such as teamwork, problem-solving, leadership, and communication skills, and adaptability. Practice crafting responses using the STAR method for each question.

Examples of Behavioural Interview Questions:

“Could you share an instance where you encountered a challenging colleague or customer? How did you manage that scenario?”

“Describe a challenging project you were involved in. How did you approach the project, and what was the outcome?”

“Tell me about a time when you had to meet a tight deadline. How did you prioritise tasks and ensure timely completion?”

“Can you recall a situation where you faced resistance to your ideas or proposals? How did you address the resistance and gain buy-in?”

“Describe a time when you had to adapt to a significant change in your work environment. How did you navigate through the change, and what was the result?”

“Tell me about a successful team project you were part of. What was your role, and how did you contribute to the team’s success?”

“Tell me about a time when you had to work with a tight budget or limited resources. How did you manage to achieve your goals?”

“Discuss a situation where you had to collaborate with colleagues from different departments or backgrounds. How did you ensure effective communication?”

“Can you share an example of a time when you had to make a difficult decision at work? How did you come to your conclusion?”

“Tell me about a time when you had to take on additional responsibilities outside of your job description. How did you handle the challenge?”

“Describe a situation where you had to meet a challenging goal or target. How did you motivate yourself and others to achieve it?”

“Give me an example of a time when you had to delegate tasks to others. How did you ensure they were completed successfully?”

“Discuss a situation where you had to deal with a dissatisfied customer or client. How did you address their concerns?”

“Describe a project or task where you had to think creatively to find a solution. What was your approach?”

“Give me an example of a time when you had to learn a new skill or technology quickly for a project. How did you adapt?”

To prepare for your interview, do your research on behavioural interview questions that may be more relevant to your role or field. 

Step 3: Tailor Your Responses to the Job Requirements

Before your interview, thoroughly examine the job listing to pinpoint the essential skills and attributes the employer seeks. Tailour your responses to the interviewer to highlight experiences demonstrating your ability to meet these requirements.

If the job requires a team manager with strong leadership skills, focus on examples of how you successfully led a team or project, effectively delegated tasks, and motivated others to achieve goals.

Step 4: Practice, Practice, Practice

Practice your responses to behavioural interview questions until you feel confident and comfortable delivering them during the interview. Consider engaging in practice behavioural interviews with a friend or mentor to gain insights and improve your responses.

Step 5: Be Authentic and Concise

Crafting effective responses using the STAR method is crucial. However, it’s equally important to maintain authenticity, deliver quality answers, and steer clear of sounding overly rehearsed. Strive for conciseness, ensuring your responses are focused on the most relevant details.

Mastering behavioural interview questions requires preparation, practice, and effective communication of your experiences using the STAR method.  Following the steps outlined in this guide and utilising detailed examples of common behavioural interview questions, you’ll be well-equipped to impress employers and secure your dream job.  So, prepare thoroughly, showcase your skills confidently, and let your past experiences speak for themselves. Good luck!

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The Top 15 Behavioural Interview Questions To Prep For

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Interview success starts here!

Maybe you have already heard about those scenario-based questions in a job interview that start with, "Tell me about a time when..." So these are known as 'behavioural interview questions'. And they're a big deal to employers and HR managers. It helps them look into your past experiences and see how you've handled some situations related to the job. It's not just about telling what you did. Instead, it's about explaining how you did it . 

Sounds a bit challenging to do that when you don't have much work experience yet? Don't sweat it; it's actually quite simple to illustrate such situations on your student's journey, too. We'll show you how. In this article, we’ve rounded up common behavioural interview questions together with recommendations on how to respond.

How to Answer Behavioural Interview Questions: The STAR Method

To answer behavioural interview questions the right way, you can use the STAR method — which stands for Situation, Task, Action, and Result. Here's how it goes:

1. Situation: Start by painting a clear picture of the whole situation. 2. Task: Then, explain the challenge or responsibility you faced. 3. Action: Follow up by saying what actions you took to tackle the task or challenge. 4. Result: Conclude by sharing how things turned out after your actions — focus on the positive impacts.

This method helps you present answers that are clear and concise while also showing your skills and abilities. Let's now see some top behavioural interview questions and how it's done in practice.

15 Most Common Behavioural Interview Questions

The behavioural interview questions delve into your past experiences, seeking concrete examples to understand your problem-solving abilities, communication skills, and overall suitability for the position. These are among the most asked behavioural questions at job interviews :

1. Can you describe a situation where you had to solve a difficult problem?

Employers ask this behavioural interview question to assess your problem-solving skills and creativity . They want to see if you can think on your feet and come up with good solutions. Here, you could talk about a challenging assignment, a problem in a team project, or a difficult situation in a part-time job or internship.

Example answer: "During my final year project, our team faced a significant challenge with data collection. The traditional methods we were using were not yielding the results we needed. I suggested we try online surveys and social media polls to reach a wider audience. After explaining the benefits and efficiency of these methods, the team agreed. As a result, we collected the necessary data and completed the project successfully, earning an A grade."

2. Tell me about a time when you had to work under pressure.

This behavioural interview question helps employers understand your stress management skills . They want to know if you can maintain your performance under pressure. You could discuss a time when you had to meet a tight deadline, handle a high workload, or deal with a difficult customer in your part-time job.

Example answer: "In my part-time job at a local cafe, we were often understaffed during peak hours. One particular Saturday, two colleagues called in sick, leaving just me and one other staff member to handle the lunch rush. I learned to remain calm, prioritize tasks, and provide excellent customer service despite the pressure. We managed to serve all customers without significant delays."

3. Can you give an example of a goal you reached and how you achieved it?

Employers want to know if you're goal-oriented and how you plan to achieve your objectives. They're interested in your planning and commitment. To answer this behavioural interview question, you could talk about an academic goal, a personal development goal, or a goal related to an extracurricular activity.

Example answer: "I aimed to improve my GPA by one point in my final semester, as I knew this would make my resume more attractive to potential employers. I created a detailed study schedule, sought help from professors for subjects I was struggling with, and dedicated extra hours each week to revision. My hard work paid off when I achieved my goal, improving my GPA from 3.2 to 4.2."

4. Describe a situation where you had to make a difficult decision.

This behavioural interview question assesses your decision-making skills and ethical standards . Employers want to see if you can make tough decisions and take responsibility for them. You could discuss a time when you had to choose between two equally appealing internship offers, or when you had to address a problem with a team member during a group project.

Example answer: "During a group project, a team member was consistently missing deadlines, which was affecting our progress. After discussing the issue with the team, I decided to bring it up with our professor. It was a difficult decision as the team member was a friend. However, the project's success was important. The professor intervened, and the member was replaced. The project was completed on time and received a high grade."

5. Tell me about a time when you had to deal with a difficult team member.

This behavioural interview question helps employers understand your interpersonal skills and conflict-resolution abilities. They want to know if you can work effectively with different personalities and handle conflicts professionally. You can talk about a challenging group project, a difficult teammate in a sports team, or a problematic colleague in a part-time job.

Example answer: "In a group assignment, one member was not contributing equally. I decided to address the issue directly and diplomatically. I arranged a private meeting with the team member and explained the team's concerns. I suggested ways they could contribute more, such as taking on a specific part of the project. This led to improved team dynamics and a successful project."

6. Can you describe a situation where you showed initiative?

Employers want to know if you're proactive and can take charge when necessary . You could discuss a time when you proposed a new idea for a project, took the lead in a group assignment, or implemented a new process in a part-time job.

Example answer: "In my internship at a marketing firm, I noticed a recurring issue with the filing system. Documents were often misplaced, causing delays in retrieving important information. I proposed a new categorization method, which involved digitizing the files and organizing them in a shared online drive. I presented a detailed plan to my manager, who approved it. I then took the initiative to implement the new system, which resulted in a reduction in retrieval time."

7. Tell me about a time when you had to adapt to a significant change at work or school.

This behavioural interview question assesses your adaptability and resilience . Employers want to know if you can adjust to changes and maintain your performance. You could talk about a time when your course switched to online learning, when you had to adapt to a new role in a part-time job, or when you had to adjust your study schedule.

Example answer: "When my university switched to online classes due to the pandemic, it was a significant adjustment. I was used to in-person lectures and discussions. However, I quickly adapted by creating a dedicated study space at home, maintaining a regular study schedule, and actively participating in online discussions."

8. Can you give an example of how you handled feedback?

Employers want to know if you're open to feedback and can use it for improvement . To answer this behavioural interview question, you could discuss a time when you received feedback from a professor, a manager in a part-time job, or a coach in a sports team.

Example answer: "My thesis advisor suggested I improve my time management skills. I took this feedback positively, attended a school workshop on time management, and saw a significant improvement in my productivity when writing my thesis."

9. Describe a situation where you had to juggle multiple responsibilities.

This behavioural interview question helps employers understand your organisational and multitasking skills . You could talk about a time when you had to balance your studies with a part-time job or when you had to manage multiple assignments and extracurricular activities.

Example answer: "During my final year at university, I was juggling my dissertation, part-time job, and volunteering at a local charity. I managed this by prioritizing tasks based on deadlines and importance. I used a planner to keep track of all my responsibilities and deadlines."

10. Tell me about a time when you went above and beyond the requirements for a project or assignment.

Employers want to know if you're willing to put in extra effort when necessary . They're interested in your dedication and commitment to excellence. You could discuss a time when you did extra research for a project, put in additional hours to perfect a task in a part-time job, or took on additional responsibilities in a group assignment.

Example answer: "For a marketing project in my final year, I decided to conduct additional market research to provide more depth to our strategy. I surveyed consumers, analyzed competitors, and studied market trends. This extra effort enhanced our project, and our professor appreciated the extra effort and it positively impacted our grade."

11. Can you describe a situation where you had to persuade someone to see things your way?

This behavioural interview question assesses your persuasion and negotiation skills . You could talk about a time when you had to persuade your team to adopt your idea for a project or when you had to convince a customer in a part-time job.

Example answer: "In a group project, I had a unique idea for the project theme. However, my team was initially hesitant. I decided to present my arguments clearly, showing them how this theme could make our project stand out. I also explained how we could execute the idea effectively. After a detailed discussion, the team was persuaded and we adopted my idea. The project was a success and our unique approach was appreciated by our professor."

12. Tell me about a time when you made a mistake. How did you handle it?

Employers want to know if you can take responsibility for your mistakes and learn from them . You could discuss a time when you made a mistake in a project, in a part-time job, or during a sports game.

Example answer: "I once missed a crucial deadline for a project submission. I apologized to my professor, submitted the project with a late penalty, and learned to double-check all deadlines in the future."

13. Can you give an example of how you set a goal and achieved it?

This question helps employers understand your goal-setting process . They're interested in your ability to set realistic goals and devise a plan to achieve them. You could talk about an academic goal, a fitness goal, or a goal related to personal development.

Example answer: "I set a goal to learn Python during my summer break. I followed an online course and dedicated two hours each day to practice. By the end of the summer, I had a good grasp of the language."

14. Describe a situation where you had to collaborate with a difficult colleague.

This behavioural interview question assesses your teamwork and problem solving skills . Employers want to know if you can work effectively with different personalities and handle conflicts professionally. You could talk about a problematic colleague in a part-time job or a difficult teammate in a sports team.

Example answer: "In my part-time job, a colleague was often negative and uncooperative. Instead of avoiding the colleague, I decided to address the issue. I focused on positive communication and finding common ground on work-related issues. I also suggested we both share our concerns and expectations. This approach improved our working relationship and made the work environment more pleasant."

15. Tell me about a time when you had to handle a challenging situation.

Employers want to know if you can handle adversity and learn from it . You could discuss a time when you faced a challenging situation in a project, during a part-time job, or in an extracurricular activity.

Example answer: "During my internship, I was assigned a project that was beyond my current skills. Instead of giving up, I took it as a learning opportunity. I sought help from my supervisor and spent extra hours learning the necessary skills. I also sought feedback regularly to ensure I was on the right track. Despite the initial challenges, I successfully completed the project and received positive feedback from my supervisor."

Now that you've mastered the art of nailing behavioural interview questions, why not elevate your living standards too?

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Common Mistakes to Avoid When Answering Behavioural Interview Questions

• Avoid being vague or irrelevant. Stick to the STAR method and provide specific examples just like the ones we showed you. 
• Don't blame others or make excuses for your actions. Instead, focus on what you learned from the experience and how it helped you grow.
• Avoid over-exaggerating accomplishments and tick to the facts and be honest about your contributions.
• Demonstrate self-awareness by reflecting on past actions and their impact, showing maturity and the ability to learn from mistakes.
• While it's important to follow the STAR method, avoid sounding overly rehearsed. Maintain authenticity and adaptability in your responses.

Preparing for behaviour-based interview questions, but even for all potential job interview questions , is a crucial part of your job interview preparation . By understanding these questions and practising your answers, you can remain calm and go to your job interview with confidence. Good luck!

Frequently Asked Questions

What are behavioural interview questions, why do interviewers ask behavioural questions, how can i get ready for behavioural interview questions, how can i use my resume to answer behavioural interview questions, what should i avoid when answering behavioural interview questions.

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Problem solving behavioral interview questions

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Case questions  |  Behavioral questions  |  Sample questions

Problem solving is a key set of skills tested in behavioral interviews. And most companies will test this in both behavioral *and* case interviews.

Cases interviews evaluate specific problem solving attributes:  logic, focus, rigor, process .

Behavioral problem solving questions evaluate another:  intuition, proactiveness, scrappiness, impact-oriented .

Intellectual & creative problem solving: Why both?

Problem scenarios that require intellect and technical skill are a critical aspect of the types of jobs you are likely applying for. That’s why case studies are incorporated into the hiring process. It’s a sure-fire way to test technical ability and skill in addition to how well someone may talk about a skill – i.e., “Can this candidate walk the talk in the way that we need them to?”

However, case-study-style problems do not represent the full reality of what it takes to excel in a role and add unique value to the company (which is what top companies want from their hires). There are problem-solving opportunities that occur in between assignments that can really move the needle for a team, a product line, and a business!

This duality in problem solving exists across Consulting, Product Management, Product Marketing, and Strategy & BizOps…among other fields and roles too.

Let’s dive in.

Problem solving through a case question

Not every role type will have case studies as part of the interview process, but most of the roles that we cater to in the RocketBlocks modules will.

Example case interview question #1:  How would you improve the experience at Instagram for Content Creators?

As an open-ended case question, this one does not have a singular correct answer. What the interviewer looks for here is how well you would structure an approach to solving this problem well.

Let’s look at how a good response to this can exemplify each of the following attributes of an intellectual problem-solver:

By bringing these qualities to life through your case response, the more likely the interviewers will believe that you have what it takes to do the role exceptionally well.

Problem solving in behavioral interviews

Case interviews do not illuminate the problem-solving scenarios that show up more organically, in between discrete assignments and “business as usual”. Creative problem-solving is how you proactively bring an energy to the table that catalyzes positive change around you.

As you’ve probably figured out by now, these behavioral modules (i.e., Leadership, Collaboration, and Problem-solving) are not mutually exclusive. For example, being a great creative problem solver is oftentimes an attribute of a great leader. The “in-between” problem-solving is really what separates candidates from the pack. These moments can exist in so many different ways – both inside of a job in your professional life and outside of a job in your personal life. Both are fair game in answering behavioral interview questions, unless the interviewer is specifying on-the-job moments. Even in that instance, if your strongest example of exceptional instinct and impact was how you managed a family situation, you could run with that in an interview and be crafty in how you tie that back to how you approach things in your work.

Most likely, you have some great examples in the arsenal, even if you aren’t fully aware of it yet. Check out some examples of behavioral questions below and the response notes in the table to get the juices flowing.

Examples of problem solving behavioral questions:

Example question #1:  tell me about a time you convinced leadership to take action on a specific problem that you identified in the organization., example question #2:  tell me about a time you had to lead a project you knew very little about., example question #3:  tell me about a time when you found a particularly innovative solution to a problem that your team or company was facing., example question #4:  give an example of a project you worked on where the scope changed significantly. how did you handle it.

Let’s look at how responses to these types of questions bring out the attributes of a creative problem-solver:

All of the attributes I highlighted within both intellectual and creative problem solving are a general guide. Thinking in this direction should help you bring out the best in your problem solving skills, and you may discover that you have unique attributes that have led to success in the past that aren’t mentioned here: make them shine! While intellectual problem solving is likely more tightly defined by the role and responsibilities, there are many ways you can exemplify creative problem solving, which is what makes these behavioral questions fun!

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• Problem-solving Behavioral Interview Questions

Problem-Solving Behavioral Interview Questions

Problem-solving behavioral interview questions will explore a candidate's ability to analyze a problem by :

• gathering all relevant data
• organizing and understanding the information
• identifying underlying issues
• identifying cause-effect relationships

 And their ability to then solve a problem by:

• considering alternatives
• weighing the pros and cons of each alternative
• committing to the most appropriate action
• obtaining desired results

Problem-solving behavioral interview questions will focus on specific examples when the candidate demonstrated the ability to effectively analyze and solve a problem.

General problem-solving behavioral interview questions

These sample problem-solving interview questions apply to all positions, regardless of job-type or job-level.

Describe the biggest work-related problem you have faced in the past year. How did you handle it?

Give a specific example of a time when you used good judgment in solving a problem.

Describe a complex problem you had to deal with on your job. How did you identify and gain an understanding of the problem?

Tell me about a time you had to gather information in order to identify the cause of a problem at work.

Can you give me an example of when you were able to identify a small problem before it escalated into a bigger problem?

How did you weigh the pros and cons before making a recent decision?

Describe a time when you faced a problem at work that required quick thinking under pressure.

With little or no work experience:

What types of data and information have you gathered for your job search. How have you used this information to optimize your job search?

Tell me about a time you faced a challenge you’ve never previously experienced. How did you handle it?

Tell me about a time you found your coursework overwhelming. How did you manage it?

Describe a time you lacked the right resources to successfully complete a project. What did you do?

Answering behavioral problem-solving interview questions

Employers  are looking for a candidate to describe a logical and considered problem-solving process that includes gathering all the relevant information, analyzing the information and making sound decisions based on the information.

"When I detect a problem at work, I typically start by gathering as much relevant information about the problem as possible. I clearly define the problem and get agreement on this definition. I analyze this information to understand the underlying issues and root cause of the problem. I am then able to identify possible alternatives to address the problem, weigh up the pros and cons of each alternative and decide which approach works best for me and the organization. I determine the actions which need to be taken and commit to the process."

When asked for a specific example to illustrate and support your behavioral interview answer, use the STAR method in order to keep your answer focused and relevant.

The 5 steps to problem analysis

Answers to problem-solving behavioral interview questions that explore a candidate's ability to understand and analyze a problem in order to develop solutions should include these 5 steps:

• detect the problem and recognize a problem exists
• gather all relevant information on the problem including facts, inferences and opinions
•   clearly define the problem and gain agreement on the definition from stakeholders
•  identify underlying issues or root causes by asking why the problem exists
•   recognize cause-effect relationships including direct and indirect causes and effects of the problem

The 5 steps to problem solving and decision-making

The essential steps to successful problem solution and decision-making include:

• define the solution criteria including boundaries and constraints
• determine alternative courses of action that may solve the problem
• weigh the pros and cons of alternatives and evaluate the possible outcomes of each alternative
• commit to the best course of action and develop and execute an action plan
• evaluate the results to determine if the problem is resolved and how to prevent a repeat of the issue

Problem-solving behavioral interview questions for different jobs

These behavioral interview questions help employers evaluate how candidates use their analytical skills to evaluate information in order to determine the most appropriate course of action within a particular job-related context. They explore how candidates will address problems that they are likely to encounter in their specific role.

Management/Supervisor Role

Describe a problem you encountered with your team when trying to achieve a specific objective. How did you go about finding a solution?

Describe a time where you were having difficulty in motivating your team to improve their performance. What did you do to improve the situation?

Give me an example of when you improved a project workflow based on your analysis?

Describe a time you came up with an innovative solution to tackle a complex management problem.

Manager behavioral interview questions

Tell me about a time you didn't meet a sales target. How did you identify and manage the cause?

Describe a situation where you had to collaborate with other sales team members to overcome a difficulty.

Tell me about a challenging sale you closed recently. What was your approach?

Give me an example of a time when you failed to meet a client's expectations. How did you try and rectify the situation?

Sales behavioral interview questions

Give an example of when you had to explain something quite complex to a frustrated client. How did you handle the situation?

Tell me about a time you had to handle a disgruntled or dissatisfied customer? How do you go about resolving the issues?

How have you used the data you have available to adjust your approach to a difficult customer?

Tell me about a time where you identified a potential problem with a customer and were able to prevent it from escalating.

Customer service behavioral interview questions

Tell me about a time you weren't able to meet a deadline. How did you handle it?

Describe a time when you had to solve a  fairly complex problem independently. What was the outcome?

Describe a time when you faced a tough challenge in doing your job efficiently. How did you sort it out it?

Tell me about a time you found a project or task to be overwhelming. How did you deal with it?

Administrative interview questions

Tell me about a time you made a mistake in your work. What steps did you take to rectify the situation?

Tell me about an improvement you made to increase the efficiency of a work process.

Describe a tough experience you had putting together a financial report. How did you manage a successful outcome?

Can you give me an example of an unexpected problem that rose during an important project. How did you handle it?

Accounting behavioral interview questions

What else should be evaluated with problem solving behavioral interview questions?

These critical competencies should also be considered when evaluating a candidate's problem-solving ability:

• the ability to recognize patterns and inconsistencies in relevant information gathered
• the ability to break a complex problem down into more manageable parts
• the ability to ask meaningful questions to understand the problem and its root causes
• the ability to anticipate obstacles and constraints to possible solutions
• the ability to determine the implications of each alternative solution
• the ability to find creative and innovative approaches to a problem
• the ability to act decisively by committing to a course of action
• the ability to get buy-in from stakeholders

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Star interview questions, download pdf.

Are you having difficulty answering interview questions in a concise manner? When interviewing, how can you share your accomplishments without appearing boastful? How can you demonstrate to the interviewer that you are the best candidate? As we all know, job interview questions can be stressful at times, but some are more difficult to answer than others. When ranked by difficulty level, behavioral questions would probably rank first for most people. 

If this is also the case for you, you will be delighted with the STAR method. Situation, Task, Action, and Result are the four pillars of the STAR acronym. Preparing for behavioral interview questions and situational interview questions can be accomplished using the STAR interview method. By answering interview questions this way, you will be able to provide concrete examples of your experience and skills for the job without sounding boastful. The following STAR method examples will assist you in preparing clear and concise responses.

Throughout this article, we will take a look at what is the STAR method , as well as 30+ of the most common STAR interview questions and answers that can be encountered during behavioral interviews.

STAR Method Interview Questions: Tips and Sample Answers

• Questions about the STAR Method
• Question about Problem-Solving

Question about Teamwork

Questions about self-management skills, questions about creativity thinking skills, questions about time-management skills, questions about communication skills, how to answer star interview questions, questions about star method, 1. what does star stand for explain it..

A STAR is an acronym for Situation, Task, Action, and Result.

• Situation: Give details about the situation and your example.
• Task: Outline your responsibilities in that situation.
• Action: Describe how you resolved the problem.
• Result: Explain the outcome of the actions you took.

A STAR interview method (Situation, Task, Action, and Result) offers a straightforward format for structuring your responses. Using this technique of interviewing, you will have the ability to tell your story in a simple, straightforward manner by outlining the Situation, Task, Action, and Result of the situation. It is particularly helpful to use this strategy when answering a competency-based question in a job interview. By keeping these four components in mind, you are much more likely to provide the interviewer with a concise, compelling narrative of what you have accomplished.

Sample Answer:

During my time at my last employer, I was eager to advance into the position of a senior software engineer as soon as possible, so that I would have a better grasp of the technology. ( Situation ) Having been there for over two years, I set a target of completing my goal in three years. So I only had a year to achieve it. ( Task) During this period, I worked diligently to enhance my skills and knowledge, as well as take on more challenging projects. Even though I had no prior experience with such projects, I tried to deliver superior quality. ( Action ) My supervisor finally put me at ease and I got promoted within period of six months of setting that goal. ( Result )

2. Can you tell me about one of your proudest professional accomplishments?

This question allows employers to determine whether you have the skills and work ethics they are looking for and if your attitude fits into their culture. Choosing your greatest achievement will demonstrate what is important to you, and how you achieved it will reveal your work style. You will be able to convey both your hard and soft skills in answering this question.

• Take pride in your work, but don't flaunt your accomplishments. When answering, be sure to provide examples and explain your thought process.
• Your reply to the interview should be pragmatic and reflect your approach to success and hard work, and make sure you sound down to earth.
• It is recommended that you use the STAR method to structure your answer for clarity.

During my last employment, our technology development team had to let go of one of our colleagues due to relocation. (Situation) His role was to lead the iOS development of the app. No one else on the team had experience developing apps for iOS. Since I had developed iOS apps in the past, I volunteered to take the lead on the app development process. (Task) Together with the other team members, I worked on creating and troubleshooting the new application. (Action) It took me 40 days to complete the development ahead of schedule. As of now, it has over 220 positive reviews in the iTunes Store, offering the company another revenue stream. (Result)

Question about Problem Solving

1. when have you been faced with a challenging situation what solution did you come up with.

Interviewers ask this question to find out how you handle challenges in the workplace. Take a moment to think about the last time you faced a challenge and overcame it. You may also discuss an experience that has helped you learn more about your craft and improve your performance.

Sample Answer

I was working on a project with my team, and one of our team members decided to quit the team in the middle of the project due to personal reasons. ( Situation ) I know that in any case, I had to finish the project to keep the organization's reputation intact. ( Task ) However, I went to the other member and we agreed to divide the remaining work equally. We went above and beyond to complete the tasks until we reached our goal. ( Action ) Despite the tight deadline, we were able to complete the project on time. ( Result )

2. When was the last time a client asked you for the impossible? What was your approach to explaining this to them?

As part of the interview process, the interviewer may ask how you deal with difficult clients so they can gain a deeper understanding of your client service skills. With this question, you will be evaluated specifically on your problem-solving skills, interpersonal skills, and ability to deal with stress and diffuse tense situations.

A client asked for a complex feature to be delivered within an unrealistic timeframe. ( Situation ) I had to explain the challenges and limitations of the project and suggest a more feasible approach. ( Task ) I made sure to listen carefully to the client's requirements and concerns, explained to them the technical challenges involved, and highlighted the risks of rushing the development process. ( Action ) The client appreciated my transparent communication, agreed on a more realistic timeline, and the project was completed successfully within the new timeline. ( Result )

3. Have you ever had to correct a mistake made by a superior? What was your approach to that situation?

The interviewer wants to know how you would handle a potentially uncomfortable situation with a superior. Explain your thought process and the action you would take in response to this question. Ensure that your answer demonstrates your professional approach to the potential employer.

Sample Answer 

I identified a mistake made by my superior in a software project. ( Situation ) I took the task upon myself to correct the mistake and communicate the issue to my superior. ( Task ) Firstly, I reviewed the code and identified the issue in detail. Then, I discussed the mistake with my superior in a professional and respectful manner, providing evidence and suggesting possible solutions. ( Action ) My superior acknowledged the mistake and appreciated my input. Together, we corrected the issue and implemented necessary changes to prevent similar mistakes in the future. The project was completed successfully with improved quality. ( Result )

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4. How do you cope with sudden workplace changes?

The purpose of asking this question is to learn more about how you cope in a fast-paced, ever-changing work environment. Interviewers may want to know that you are confident and poised as you face these challenges. They may also be interested in hearing how you have used those skills in a previous role.

As a software developer, I have faced sudden workplace changes in the past multiple times. ( Situation ) I cope with sudden workplace changes by following a few key strategies. ( Task ) Firstly, I assess the impact of the change and the tasks that need to be completed. Next, I communicate with my team members and seek their opinions and suggestions to better adapt to the changes. I also stay organized by breaking down my tasks into smaller manageable units and prioritizing them accordingly. Finally, I remain flexible and adaptable to adjust to the new situation. ( Action ) By following these strategies, I have been able to cope effectively with sudden workplace changes and ensure that my work is completed efficiently and effectively. ( Result )

1. Has there ever been a conflict between you and a co-worker? What solutions did you come up with?

When handling such behavioral questions, it is essential to be careful. Collaboration and the ability to resolve conflict can increase productivity and foster a more pleasant working environment. It is therefore necessary for you to clearly describe the conflict and how you resolved it in your answer. It is important for you to be respectful and not bad-mouth the co-worker no matter how enraging the situation was. The outcome should be clearly stated.

Once, a team member thought my method of tackling a project was incorrect. The way he came across sounded harsh to me. ( Situation ) Having to cooperate on this project was going to be a challenge, and the person wasn't too thrilled about the idea, to be honest. While explaining something to them, they would often interrupt me. ( Task ) I chose not to get mad at them but instead politely asked them if they had any other suggestions that might work. They shared their thoughts, and we discussed them as a team. They gave us a better idea and we decided to go with it as a team. ( Action ) As a result, we recorded better results. We also sorted out our misunderstanding in the process and we became good friends. ( Result )

2. When was the last time you worked with another department to complete a project?

Often interviewers ask these questions when cross-functional teamwork is a critical component of their work environment. Among the teamwork skills you want to remember are active listening, communication, conflict management, developing consensus, encouraging others to pull their weight, and so on.

At my previous company, we had the C-suite of Marketing and Operations, Creative Services, the Content and Communications department, and Consumer Insights.  ( Situation ) We had to work with them to understand the business requirements better for developing new software applications. Collaboration across departments was an integral part of our work all of the time.  ( Task ) We came up with a plan to meet on a weekly basis to discuss bigger projects and then collaborate throughout the rest of the week based on our needs.  ( Action ) In all, the set-up proved to be excellent and helped to ensure the smooth progress of the project at every stage. ( Result )

3. Do you have any strategies for dealing with coworkers who are too incompetent or unwilling to cooperate?

Many employers ask about your experience handling difficult coworkers in order to assess how well you handle them. It is important to be respectful while answering this. You may be asked if you are a team player who can work well with others or if you enjoy any type of interpersonal relationship. It is common for organizations to look for people who can cope with difficult situations and are able to remain calm in the midst of them.

  Sample Answer: 

As a client support specialist, I and my coworker were responsible for contacting clients to verify login information.  ( Situation ) Unfortunately, we miscommunicated how the client list should be divided up between the two of us. Originally, I thought I would get in touch with clients with names A through K; and my colleague hoped to get in touch with clients with names L through Z. We were not on the same page regarding this and it caused confusion amongst us. It also caused confusion and frustration for our clients as we contacted them twice. ( Task ) As we both expressed our frustrations with one another, we both admitted that we misheard one another. For future projects like this, I suggested using a color-coded spreadsheet that represented who would work with what clients.  ( Action ) The new system has been working well for us since this incident, and we have not had any similar issues. ( Result )

1. Do you ever have to make unpopular decisions? What did you do?

The downside of managing or leading involves making decisions that not everyone agrees with. It is important to tell the interviewer that although you made a decision to press forward, you were very careful to communicate with the other employees and even increase their support.

When I was working at my previous job, I was assigned to supervise a small team of coworkers for a huge project. (Situation)

Since the project was huge, it could significantly impact the company's reputation, and it needed to be completed quickly. (Task)

Due to time constraints, we were unable to complete the project during the week, so we decided to work on Saturdays to finish it by guaranteeing incentives to my team for their hard work. As soon as I broke the news of overtime work to my coworkers, they complained and developed resentment against me.  But I assured them of proper incentives and made them understand why it was important to gain that deal. (Action)

As a result, my team was convinced and they onboarded to complete the project and we even successfully managed to acquire new clients. Additionally, my team was rewarded for their work with incentives and due recognition. At the end, everyone was happy. (Result)

2. Can you tell me about a time when you disagreed with your manager and how you resolved the matter?

Basically, this particular question is designed to test the level of communication skills you have. Interviewers are looking for several qualities in your response, including emotional maturity, validity, loyalty, and responsibility.

There was once a disagreement between me and my manager over the best way to assist an intern. (Situation)

To avoid confronting him in front of everyone, I spoke off the floor with him instead. I explained my concerns about his behavior openly and honestly. (Task)

During the course of the conversation, it became apparent that there had been a simple misunderstanding. (Action)

A disagreement with my colleagues taught me the importance of communication to prevent bigger problems. (Result)

3. Have you ever persuaded someone to do something?

Interviewers use this question to assess your ability to persuade. You will be asked to describe specific situations and actions in which you were able to influence others.

During my previous job as a software developer, I noticed that one of my colleagues was not following the best practices for code documentation. (Situation)

It was important to me that we maintain consistency in our team's code quality and documentation, so I needed to persuade my colleague to change his approach. (Task)

I approached my colleague and explained my concerns about the lack of documentation in his code. I also highlighted the benefits of maintaining high-quality code and how it could save time in the long run. To persuade him, I shared some best practices, provided examples, and offered to assist him with any questions or concerns he may have had. (Action)

My colleague was initially hesitant to change his approach, but after listening to my suggestions and seeing the benefits, he agreed to improve the documentation in his code. As a result, the code quality improved, and we were able to collaborate more efficiently on future projects. (Result)

4. Do you have experience motivating others? What steps did you take to achieve this?

The purpose of this question is to determine whether you are capable of working in a team environment and motivating your coworkers. Being able to influence others around you will help you fit in well with any team. Do not forget to mention the result of your motivation.

During my last position, a member of my team was never fully committed to the project thereby impacting their deliverables. (Situation)

It took conscious effort on my part to visit their desk every morning in order to understand what they were going through and motivate them. (Task)

They opened up to me about their problems and how they were unable to focus due to lack of confidence. I motivated them consistently by highlighting how their skills were crucial for the project we were working on and provided regular feedback on their progress. (Action)

As time went on, they began to express their opinions and suggest original, creative ideas during staff meetings. They felt valued and recognized which boosted their self-confidence and at the end, things worked well for our team too. (Result)

1. When was the last time you had to be highly strategic to achieve a goal?

In asking this question, the interviewer is interested in learning how you deal with priorities as well as the ability to work under pressure. A key work competency for individual contributors and managers alike is the ability to prioritize confidently in the face of the incapacity to complete all tasks.

Since my job involved a number of competing priorities, it was often very challenging to determine what was most critical and urgent in order to carry out my duties. ( Situation ) My manager and I worked out a scale for judging the importance and urgency of a task so that it's clear what should take the highest priority from the start. ( Task ) Priority was given to things that are both important and urgent (IU). Next was important and not urgent (INU), followed by urgent and not important (UNI), and lastly not important and not urgent (NINU). I received requests from my manager labelled as IU, INU, UNI, and NINU when the rating system was in use. ( Action ) Due to this prioritization rating system, my overall productivity increased considerably over the past year. ( Result )

2. Tell us about a time you failed. Have you learned anything from this experience?

If the interviewer specifically asks for a work-related example, try to recall a long-gone incident that is related to your job role. It is best to choose a story in which something significant didn't go according to plan as a result of your actions (or lack of actions)—not something more trivial.

Early in my career as a software developer, I was tasked with developing a new feature for a web application. ( Situation ) I was responsible for developing the feature within a specific timeline and ensuring that it worked seamlessly with the existing application. ( Task ) I approached the task with enthusiasm and started coding immediately. However, I realized after a few days that my code was not working correctly, and I was unable to identify the source of the issue. Realizing my mistake, I reached out to my supervisor and explained the problem. He was able to help me debug the code and identify the issue. ( Action ) Unfortunately, because of the time it took to debug the code, we missed the deadline for the feature's launch. I learned that I should have approached the task more systematically, taking more time to plan and test my code before starting to code. ( Result )

3. Can you recall your first job? How did you learn the ropes and adapt to your new environment?

By asking this question, the interviewers want to know how you work with individuals who have different personalities, and how you motivate individuals to become personally invested in the job or project beyond just a paycheck. Their interest is in seeing how you cope with job-related challenges and learning from them.

My first job as a software developer was at a small software development company. I was fresh out of college and eager to apply my skills in a professional setting. (Situation) My task was to develop a new feature for an existing web application, which required me to learn the company's coding standards and work processes. (Task) To learn the ropes, I spent the first few days observing and asking questions about the company's coding practices and processes. I also familiarized myself with the codebase by reading the existing code. Once I had a good understanding of the company's work processes and coding standards, I started working on the new feature. I made sure to communicate regularly with my supervisor and colleagues, asking for feedback on my code and how I could improve it.  (Action) Through my hard work and dedication, I was able to complete the new feature on time and to the satisfaction of my supervisor and colleagues. (Result)

1. When was the last time you took charge and demonstrated initiative to manage a situation?

Interviewers ask this question to determine if you are a self-starter with a strong desire to innovate. Whether you put your best effort into something out of your own desire, not out of obligation.

Recently, I was working on a project that had a tight deadline. As we approached the deadline, we realized that there were some missing requirements that had not been addressed. ( Situation ) My task was to take charge of the situation and ensure that we could meet the deadline by addressing these missing requirements. ( Task ) I took the initiative to convene a meeting with the project team and stakeholders to discuss the missing requirements. During the meeting, I asked questions and took notes to ensure that everyone was on the same page. After the meeting, I identified the tasks that needed to be completed and assigned them to the team members. I made sure to provide regular updates to the stakeholders, keeping them informed of our progress. ( Action ) Through my proactive approach, we were able to address the missing requirements and meet the project deadline. The stakeholders were pleased with our work and appreciated our efforts to keep them informed. ( Result )

2. Tell us about a situation in which you used logic or data to make a recommendation.

Employers usually ask this question so they can assess your critical thinking skills, including your ability to handle unexpected obstacles. The hiring manager often values employees who are able to apply logic to determine the most appropriate course of action in various situations. You can demonstrate your problem-solving skills by providing concrete examples of how you could fit into an organization.

  Sample Answer

During my tenure in my previous organization, I analyzed datasets daily to research competitor strategies. ( Situation ) The monthly sales of significant competitors increased by 5% during a high-traffic month, which deviated substantially from our forecasts at the time. ( Task ) With updated market research and key historical data, I determined our competitor analytics model would produce more accurate forecasts going forward. ( Action ) With multiple tests of each adjustment, I was able to increase our forecast accuracy by 20%. ( Result )

3. When was the last time you set a goal and achieved it?

Specifically, the interviewer is trying to get a sense of your ambitions and initiative by asking this question. It is likely that the hiring manager is attempting to determine if you have the ability to achieve the goals you have set for yourself. It might be a good idea to emphasize your planning skills in an effort to show what you are capable of and distinguish yourself from other candidates.

As a software developer, I wanted to improve my skills in a specific programming language that I had only a basic knowledge of. (Situation) My task was to set a goal to improve my skills in this programming language and then achieve that goal through dedicated practice. (Task) To achieve my goal, I started by setting a specific and measurable target for my improvement. I then identified online resources and practice exercises that would help me achieve my goal. I dedicated a specific amount of time each day to practising my skills in the programming language, and I tracked my progress regularly to stay motivated. (Action) Through my dedication and consistent effort, I was able to achieve my goal and improve my skills in the programming language significantly. I felt a great sense of accomplishment and was proud of myself for achieving this goal. (Result)

4. Describe a time when you failed to meet a client's expectations. What steps did you take to deal with the situation?

Candidates are often challenged with this question since it forces them to talk about failure. Interviewers aren't just interested in how you failed; they are also interested in why you failed. Most of the time, the answer lies in the circumstances and the blame game that follows. Are you accountable for not meeting a deadline? Or is it all the fault of others? It is important to answer respectfully and not to be a part of the blame game.

At my current job, I have both a dotted line manager and a direct line manager to work with. As a result of an urgent firefighting request made by my dotted line manager, I had to interrupt my primary project in order to meet that request. ( Situation ) Although my direct line manager approved it, it put me behind my primary delivery deadline. I eventually resolved the firefighting issue and completed my primary project despite having been delayed for over a week, leading to frustration with this client. ( Task ) Upon discussing this with my direct line manager, we agreed to include contingency buffers in future projects to enable me to divert to the dotted line department if necessary. ( Action ) Also, I talked with my dotted line manager about the possibility of training someone else so that I wouldn't have to handle these kinds of situations on my own. ( Result )

1. Describe a situation in which you exceeded your duties for a job or task.

In asking this question, interviewers want to know that you will go the extra mile when possible, specifically in ways that will benefit them and their team. Further, this question shows interviewers whether or not you're motivated and if you simply settle for "good enough" rather than striving for greatness.

Having been promoted to a senior software developer in my last role, I was in charge of leading a major client's project. The client requested a particularly unique feature that would normally take a month to complete but I had to finish it in three weeks.  ( Situation ) Since it was my first project post-promotion, I agreed to complete this. Afterwards, I realized that it would take me a while to finish it and make it of high quality. ( Task) Right away, I contacted the client and requested an extension by providing a detailed presentation on why it would take longer., which they generously granted. With my extensive research and regular follow-ups, I was able to work with the team and make sure the wireframes were created for the website/app and finalized. ( Action ) The project was completed and delivered before the extended deadline. However, I learned to manage my time more efficiently and to never overpromise on something that I am unable to deliver. ( Result )

2. Is there any time you have been under a lot of pressure at work? What did you do in response?

Interviewers use this question to determine how you cope with various stressful workplace situations. This means you should emphasize your skills and use real-life examples to demonstrate your competence. 

Sample Answer-

During my previous job as a software developer, we had a tight deadline for a project that had to be delivered within a month. ( Situation )  As a part of the team, I was responsible for developing a complex module that required a lot of coding and debugging. ( Task ) To deal with the pressure, I broke down the project into smaller achievable tasks and created a schedule with daily and weekly goals. I worked on the most important and time-sensitive tasks first and then delegated some of the less critical tasks to junior developers in the team, which helped to reduce my workload. I also communicated regularly with my team leader to keep him informed about my progress and any potential issues that may arise. ( Action ) By managing my time effectively, I was able to complete the module on time and deliver it to the team leader for review. The team leader was impressed with my ability to work well under pressure, and the module received positive feedback from both the team leader and the client. ( Result )

3. Employees are sometimes overburdened by their employers. Have you ever felt overwhelmed by work? What did you do in this situation?

An interviewer uses this question to determine if you are capable of handling heavy workloads and high volumes. Your well-prepared answer would demonstrate your maturity and ability to work beyond your contracted hours when necessary. A prospective employer wants to know how you handle tough situations.

The latest version of our product, which was released last year, was incredibly buggy. ( Situation )  As a member of the front-line customer support team, the first two weeks after the release probably were one of the most challenging times for me. The line was always crowded with people waiting. In the course of the two weeks, you ended one call just to begin another, and I did not stop at all during that time. ( Task ) However, I knew that it was a temporary situation, that the engineering team was working hard to fix the bugs, and that a critical update was on its way. So, I patiently took part in supporting the clients along with coordinating with the engineering team regarding the release updates. ( Action ) The release with bug fixes happened exactly after 2 weeks and the customer support team survived the tough period, and things returned to normal afterwards. ( Result )

1. Steps to prepare your STAR interview response

• Make sure your response is relevant to the job description. Consider what skills and qualities are most important for the role and how they relate to your position, then choose stories that demonstrate these qualities.
• Pick a few examples that are both strong and versatile. Prepare a few stories you can tweak and adapt for different questions based on your experiences.
• To ensure your answer feels natural and comfortable, practice it in a mirror or mock interview before the interview.
• Embrace the opportunity to show how your contribution made a difference. Include the EXACT results of your actions, use numbers and data to support your claim, and mention what you learned from the experience.

To put it simply, behavioral interview questions are based on how you would likely behave if you were faced with a certain situation in the future. A behavioral interview, along with a coding test and a technical interview, will be used by the hiring manager to determine if your past performance can assist you in putting your best foot forward in your new role, as well as determining if you have what it takes to succeed there. 

A concise way of answering behavioral questions is through the STAR method. In short, the STAR method stands for Situation, Task, Action, Result, and it helps you create a story that's easy to follow and has a clear conflict and resolution. In sharing your stories, make sure you specify a situation, task, action, and result, and emphasize skills and abilities most relevant to the job. You may be asked to share non-work-related examples, so think about challenges you have overcome personally.

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