Behavioral interview questions focus on soft skills and helpful personality traits. Here’s how to ace behavioral interview questions, plus example answers.

Closed Date : 25/06/2023

Behavioral Interview Questions: Tips and Example Answers

By Kimberli Lowe-MacAuley
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As a job seeker, there are a few standard interview questions you’re likely expecting and preparing for such as, “Tell me about yourself” or “What are your strengths and weaknesses?”

But be sure to practice your answers to behavioral interview questions as well, as they’re popular with interviewers. Employers use these questions to determine how you have handled specific situations—usually problems—at work in the past.
Generally, behavioral interview questions begin with phrases like, “Tell me about a time when…” or “Describe a situation where you had to…” followed by a specific task or challenge. If that sounds like it can be a bit more tricky to navigate, here’s what you need to know.

What Are Behavioral Interview Questions?

Behavioral interview questions test your past behavior to predict future conduct in specific situations.

Most of the questions revolve around soft skills, which are hard to quantify, and you can’t get a certificate of completion for them. Instead, the employer is asking for an example to help determine whether you’re a fit for their position.

A few examples of soft skills employers look for are problem-solving, team-building, communication, and attention to detail.

Examples of Common Behavioral Interview Questions

Tell me about a time when you dealt with a demanding customer or client.
Describe a situation where you had to lead a team or group project you weren’t excited about.
Can you share a time when you had to deal with a challenging deadline?
Tell me about a time when you had to go above and beyond your job duties.
Tell me about a time when you didn’t meet a customer’s expectations.
Tell me about a time when you motivated someone to do better.
Describe a time that you failed at something.

4 Tips to Effectively Answer Behavioral Interview Questions

Use the following tips to give the best answer when asked a behavioral question.

— Take Your Time

It is perfectly acceptable to take a moment to collect your thoughts before answering. Your interviewer will probably respect you more for taking the time to give a well-thought-out answer than for rambling on without saying anything of substance.

— Be Specific

It’s essential to be concise when answering behavioral interview questions, but you also don’t want to give too little information. Vague answers won’t give your interviewer a sense of how you handled the situation, and they may wonder if you’re being truthful. Instead, provide enough context to paint a picture without going into excessive detail.

— Focus on a Positive Outcome

Behavioral interview questions are not designed to trip you up or make you look bad. Hiring managers want to hear about a time you handled a difficult situation well. So, focus on the positive outcomes and what you learned, even if you made a mistake initially.

— Use the STAR Method

One of the best ways to answer behavioral interview questions is to use the STAR method, which stands for situation, task, action, and result.

Situation: Describe the situation or problem that you were faced with.
Task: What were you required to do?
Action: What steps did you take?
Result: What was the outcome of your actions?

Using the STAR method will help you structure your answer clearly and easily for your interviewer to follow. It will also ensure you include all essential details they need to form an opinion of how you handled the situation.

Example Answers to Behavioral Interview Questions

Example 1: Tell me about a time you dealt with an angry customer or client.

I was working the front end of a bridal store when a customer came in upset about the dress we had shipped to her. She showed me the request she had filled out online and ordered a different color than she had received. Since we fulfilled the orders in-house, it was an error on our part. Unfortunately, she needed the dress for her daughter’s wedding the following weekend, and the color she wanted was no longer in stock.

Understandably, she was very upset. I apologized and asked her to allow me to see if I could find one at a different store. After calling around, the fourth store I called had the right color in the correct size. I was able to have it overnighted to our store and offered her free, same-day alterations later in the week to ensure that it was ready in time for the event.

Even though the mistake was clearly on our end, I was able to turn it around, and ultimately, she left happy with the product and the outcome.

Example 2: Can you share a time you had to work with a difficult coworker?

One of my teammates at the ad agency was constantly coming in late and not pulling their weight on group projects. As a team, we continually tried to cover for them and handle the extra work, but it was putting a strain on the entire team, and our output was less polished than it could’ve been. We had a project due for an important client, and it looked like they wouldn’t have their part completed.

I reached out to the teammate privately to inquire if there was anything that I could do to support them, but I emphasized that I felt like we needed to do our best work. Unfortunately, they weren’t receptive to any assistance, so I asked to schedule a meeting with them and the team leader. I again reiterated that I’d be happy to support them, but I was also concerned about meeting our customer commitments.

The team leader appreciated that I brought up the situation before the customer was impacted but was disappointed that they were unaware of the teammate’s lack of work. My coworker was removed from the team and demoted to a different department. Our team leader stepped in to support us and redistributed their work to ensure everything was completed.

Ultimately, the customer was delighted with our ad campaign. In hindsight, I can see how I should have communicated earlier to my team leader about the struggles after my teammate was unreceptive to feedback or support.

Best Practices for Behavioral Interview Questions

The best way to ace a behavioral interview question is to prepare thoroughly. Think about situations from your past you can use as examples. Then, practice out loud so your responses feel more conversational during an interview.

Use the following tips as you’re brainstorming scenarios.

Don’t use examples from your personal life.
Keep your answers concise to ensure you stay on topic instead of rambling.
Be honest. Your interviewer can likely tell if you’re making things up, so it’s not worth faking it.

And finally, remember the STAR method is there to help you structure your answer. So, if you get tongue-tied during an interview, take a deep breath and focus on one component of the STAR method at a time.

Being a Memorable Job Candidate

Remember to relax! Behavioral interview questions might seem daunting, but if you take the time to prepare for them, they might become your favorite part of the interview. After all, this is an excellent opportunity to bring your soft skills to life in ways your resume can’t. Ultimately, your responses might make you the most memorable job candidate.

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