Behavioral interviews have become increasingly common. They focus on past performance to predict future success. Interviewers use this approach to assess whether candidates possess the necessary competencies and qualifications for the job.
When preparing for a behavioral interview, consider structuring your responses effectively using the C.A.R. (Challenge, Action, Result) or S.T.A.R. (Situation, Task, Action, Result) method.
For example, if you’re applying for a sales position, tailor your examples to sales-related scenarios. Most questions begin with prompts like “Tell me about a time when…” or “Give me an example of…”
Behavioral interview questions are designed to assess how candidates handled specific situations in the past, as their responses can provide insight into their skills, abilities, and suitability for the job. Here are some sample behavioral interview questions:
- “Tell me about a time when you faced a challenging deadline. How did you prioritize tasks and ensure timely completion?”
- “Describe a situation where you had to resolve a conflict within a team. How did you approach the issue and what was the outcome?”
- “Can you share an example of a project you led from start to finish? What were the key steps you took to ensure its success?”
- “Give me an example of a time when you had to adapt to a significant change at work. How did you handle the transition?”
- “Tell me about a situation where you had to handle a difficult customer or client. How did you address their concerns and ensure satisfaction?”
- “Describe a time when you had to take initiative to solve a problem without direction or guidance. What was the outcome?”
- “Can you provide an example of a time when you had to multitask and manage competing priorities effectively?”
- “Tell me about a time when you had to overcome a major obstacle to achieve a goal. How did you stay motivated and persevere?”
- “Describe a situation where you had to give constructive feedback to a colleague or team member. How did you approach the conversation?”
- “Give me an example of a project where you had to collaborate with individuals from different departments or backgrounds. How did you ensure effective communication and teamwork?”
These questions elicit specific examples from a candidate’s past experiences, allowing interviewers to evaluate their problem-solving abilities, communication skills, leadership potential, and other relevant competencies.
- “Tell me about a time when you had to make an unpopular decision.”
- “Describe a situation where you had to persuade someone to accept your idea.”
- “Share an experience when you went above and beyond to complete a project.”
- “Discuss a time when you faced a critical deadline and overcame a major obstacle.”
- “Provide an example of motivating a team to accomplish a project.”
- “Describe how you used research skills to achieve a goal.”
Expect probing follow-up questions after your initial response, such as:
- “Could you have approached the task differently?”
- “Who else was involved in the project and what were their roles?”
- “How did you prioritize tasks and organize the project?”
- “When did this project take place?”
- “What specific role did you play?”
Behavioral interviews aim to uncover a candidate’s attitudes, leadership style, and personality. Therefore, drawing on past experiences is crucial. Reflect on previous projects, tasks, and contributions to articulate your capabilities effectively.
Remember, a powerful resume is the key to securing job interviews and offers. If your resume isn’t yielding the desired results, take action to improve it and change your future career prospects.
We look forward to partnering with you in the future,
Candace Davies ACCC, CRW, CIC, CPRW, CEIP, CECC
Review Candace’s credentials here.