Pronunciation: /bɪˈheɪ.vjər.əl ˈɪn.tə.vjuː ˈkwes.tʃənz/
Part of Speech: Noun Phrase
Definition
Behavioral interview questions are designed to get candidates to share the most intricate, real-world experiences of how they’ve acted in situations at work. The theory is because of how similar situations have been performed in the past, it is the most accurate predictor of how the candidate will perform in the future.
Extended Explanation
Behavioral questions focus on the candidate’s skills at hand, instead of posing a hypothetical situation as in, “what would you do?” Candidates under the behavioral questions focus on recounting a specific past experience as in, “what did you do?”
This deeper examination seeks to find out the real value of the candidate, going beyond the rehearsed answers to get to the core of the candidate’s skills, the soft skills, and their approach to problem solving.
The Underlying Principle
The approach hinges on the assumption of predictability of one’s actions. If the interviewer understands the actions of the candidate in a pivotal moment, they are best positioned to predict how the candidate will function in a comparable situation, in the prospective job.
The aim is to minimize the subjective and biased approach by concentration on deliverables and proven facts.
Common Formats and Phrasing
Most of the time, these questions start with prompts that necessitate a narrative response. Common stems include:
“Tell me about a time when…”
“Describe a situation where you had to…”
“Give me an example of…”
“Walk me through a time you…”
“Have you ever been in a situation where…? What did you do?”
Purpose and Rationale of Behavioral interview questions
Employers look at a range of competencies when asking behavioral questions, such as:
- Problem-Solving and Critical Thinking: “Tell me about a time you had to analyze a complex problem and what steps you took.”
- Teamwork and Collaboration: “Describe a situation where you had to work with a difficult colleague.”
- Leadership and Initiative: “Give me an example of a time you went above and beyond your assigned duties.”
- Communication Skills: “Tell me about a time you had to explain a complex idea to a client or colleague with no technical background.”
- Adaptability and Resilience: “Describe a time you failed or made a significant mistake. How did you handle it?”
- Conflict Management: “Give me an example of how you handled a disagreement within your team.”
The STAR Method: The Expected Response Framework
When it comes to behavioral questions, the STAR Method is the universally recognized and expected approach. It offers a cohesive and thorough answer in a systematic way.
- S – Situation:** Provide a brief description of the context and background of the event. (When? Where? Who was involved?)
- T – Task:** Explain what your specific responsibility or goal was in that situation.
- A – Action: Explain the specific measures undertaken to handle the task. This section is crucial, and the focus should be on “I” instead of “we.”
- R – Result: Share the outcomes of your actions. Quantify the results whenever possible (e.g., “increased efficiency by 15%,” “resolved the client’s issue, leading to a renewed contract,” “learned a valuable lesson about project planning which I applied on future tasks”).
Common Competencies Assessed:
- Leadership
- Teamwork
- Problem-solving
- Conflict resolution
- Time management
- Initiative
- Resilience
- Adaptability
- Attention to detail
- Customer service orientation
- Communication
Differences from Other Interview Types:
| Behavioural Questions | Situational/Hypothetical Questions |
| Ask about past experiences | Ask how you would act in a future scenario |
| Focused on real actions and results | Focused on theoretical or assumed responses |
| Use STAR format for structured answers | Use logical reasoning or general knowledge |
Tips for Answering Behavioural Questions (For Candidates):
- Prepare a set of real-life examples from your past roles or experiences.
- Practice using the STAR method to clearly communicate your responses.
- Be honest but frame challenges in a positive, growth-focused way.
- Tailor your examples to match the key competencies required for the job.
Usage Contexts:
- Recruitment & Hiring: Common in interviews for mid- to senior-level roles or positions requiring strong interpersonal and leadership skills.
- Internal Promotions: Used to evaluate performance and readiness for leadership or strategic roles.
- Performance Reviews & Talent Development: Can also be applied in coaching, 360-degree reviews, or feedback sessions.
Related Terms
- Competency-Based Interviewing: This is commonly referred to as describing an interviewing technique which is behavioural in nature. It is aimed at understanding the competencies (skills, attributes, behaviours) which the person needs to perform the job.
- Situational Interview Questions: This refers to hypothetical future contexts questions (ex: What would you do if…?). Behavioural relates to the past, while situational questions focus on the future and potential approaches to resolving an issue.
- STAR Method: This refers to the structured technique (Situation, Task, Action, Result) used in responding to questions in the behavioural interviews.
- Soft Skills: These are the interpersonal attributes (ex: communication, teamwork, and adaptability) that behavioural questions seek to find.
Strategic Importance
For Interviewers: It provides a more objective, evidence-based method to compare the candidates as opposed to relying on “gut feeling,” and helps to verify what is stated in the resume.
For Candidates: It proves capability and experience. A candidate that is well prepared can embrace these questions, and use them as a platform to narrate engaging stories that focus on the competencies and accomplishments that align with the interview.
Common Misconceptions
Myth: You can successfully answer an interview question with a general philosophy or a hypothetical example.
- Reality: Most interviewers will ask you to provide a real example if you do not provide one before.
- Myth: The result always has to be a huge, positive success story.
- Reality: Interviewers often ask about failures to gauge self-awareness, humility, and the ability to learn. The key is to focus on the lesson learned and how you grew from the experience.
- Myth: Any story from your personal life will suffice.
- Reality: While some personal examples can be powerful, professional examples are almost always more relevant and persuasive. If using a personal story, it must clearly demonstrate a transferable professional skill.