What is Behavioral-Based Interviewing?

Behavioral interviewing is an interviewing technique commonly used by employers to assess a job candidate’s qualifications and suitability for a particular role. Unlike traditional interviews that focus on hypothetical questions or general qualifications, behavioral interviews are designed to gain insight into a candidate’s past behavior, as it is believed to be a good indicator of future performance.

In a behavioral interview, candidates are asked to provide specific examples from their previous work, education, or life experiences that demonstrate their skills, abilities, and behaviors. The idea is to understand how candidates have acted in real situations rather than how they might theoretically behave. This approach is based on the assumption that past behavior is a strong predictor of how a person will perform in a new job.

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During a behavioral interview, questions typically begin with phrases like “Tell me about a time when…” or “Give me an example of…” The candidate is then expected to describe a specific situation, the actions they took in response to it, and the results of those actions. The interviewer assesses the candidate’s responses to gauge their competencies, problem-solving skills, communication abilities, teamwork, leadership, and other relevant qualities.

Behavioral interviewing is considered an effective method for assessing a candidate’s suitability for a role, as it helps identify how a candidate has demonstrated the skills and qualities needed in the past. It can also provide a more structured and consistent approach to candidate evaluation, reducing the reliance on subjective judgments in the hiring process.

Behavioral interviewing is a technique used to question job candidates about their past experiences. It’s based on the premise that past performance is an excellent predictor of future behavior.

Here are some of the most common examples:

Think about a time you had an upset client/customer and how did you handle it?  What was the outcome?

Give me an example of a time you made a mistake at work, and explain how you fixed the issue?

Tell me about a time when you adapted to a big change at work?

Tell me about a time when you had a problem with a co-worker’s behavior? How did you resolve the issue?

1. Tell me about a time when you had to meet a tight deadline. How did you prioritize your tasks and ensure that you met the deadline?
2. Can you describe a situation where you had to resolve a conflict with a coworker or team member? What steps did you take to address the issue, and what was the outcome?
3. Give me an example of a project or task where you had to take the lead. How did you motivate your team, and what was the result?
4. Describe a time when you had to adapt to a significant change in your work environment or job responsibilities. How did you handle it, and what did you learn from the experience?
5. Share an example of when you received constructive feedback from a supervisor or colleague. How did you react to the feedback, and what actions did you take to improve?
6. Can you recall a situation in which you had to work with a difficult or uncooperative team member? How did you manage the situation, and what was the outcome?
7. Tell me about a time when you successfully identified and solved a problem at work. What steps did you take to analyze the issue and implement a solution?
8. Describe a situation in which you had to balance multiple competing priorities or tasks. How did you manage your time and ensure that nothing fell through the cracks?
9. Share an example of when you demonstrated leadership skills by influencing others to achieve a common goal or objective.
10. Can you provide an instance where you had to handle a dissatisfied or upset customer or client? How did you address their concerns and ensure their satisfaction?
11. Tell me about a project where you had to learn a new skill or technology to complete the task. How did you go about learning and applying this new knowledge?
12. Describe a situation where you had to make a difficult decision with limited information. How did you approach the decision-making process, and what were the consequences of your choice?

These questions encourage candidates to provide specific examples from their past experiences, allowing interviewers to assess how well their previous behavior aligns with the skills and qualities required for the job in question.

The simple answer to these questions?

Think about a time when you experienced some of the above questions and make a story of it.   If you Google behavioral interview questions you will find that there are only about 20 re-occurring questions.

In every good story there is a beginning , middle and end.  For example, you had an upset client/customer.  In the middle of the story, you have conflict resolution, and at the end of the story everyone is wonderful and lives happily ever after.

Also research the S.T.A.R method, which was invented by a company called DDI.

Situation/Task- Explain the situation or task so others understand the context.

Action-Give details about what you or another person did to handle the situation.

Result-Describe the consequences, and why the action was successful.

Helpful hint! When you answer interview questions make sure you do it in 2 minutes or less and get to the point. No one wants to hear mundane details.