Photo by Pavel Danilyuk
If you’re a person who always has a story to share, you’ll thrive when asked a behavioral interview question!
At the end of the day, behavioral interview questions are all about the story. It's about telling a compelling anecdote that highlights your value as a candidate.
One of the worst job interview mistakes you can make is arriving unprepared. Some of you are natural-born storytellers, which usually translates to creative answers to behavioral interview questions. However, some candidates cringe at the notion of having to construct stories to tell in an interview.
While it can seem daunting, we have a few tips and tricks to share. After reading this article, you’ll be prepared to handle any behavioral interview question.
What Are Behavioral Interview Questions?
Behavioral interview questions are designed to gather how you react in certain challenging workplace situations. Behavioral interview questions typically take two forms—a question about a real event and how you handled it or a hypothetical situation that could occur in the future.
Questions revolving around real events will usually start with the following:
- Tell me about a time…
- Give me an example of a time when…
- Describe a situation when…
These questions are usually asked to determine a candidate’s skills revolving around problem-solving. The interviewer wants to see your problem-solving skills and how you’ve used those in the past to overcome obstacles.
Hypothetical questions usually start out with the phrases:
- What would you do if…
- If [situation] happened, how would you handle that?
Hypothetical questions are also known as situational interview questions. These behavioral interview questions help assess how candidates react to and handle common situations that occur in the workplace.
By seeing how candidates react to questions about specific situations in a job interview, employers don’t have to make assumptions; instead, they can use concrete evidence to make hiring decisions.
What Are the Benefits of Asking Behavioral Interview Questions?
By asking behavioral questions during the interview process, interviewers can learn how candidates react to a variety of scenarios. This can help hiring managers evaluate behavioral patterns and candidate answers to visualize how well they'll do in a role.
These questions also give the hiring manager perspective into a candidate's reasoning, motivation, values, and perspective.
This is particularly important when a company wants to reduce employee turnover and increase retention. Matching candidates with the right job description and environment can help increase satisfaction on both the employee and employer sides.
The Hack You Need to Prepare for Every Behavioral Interview Question
I talk about the STAR method a lot because it's one of the most useful hacks for successful interview preparation, and it can be used to zhuzh up your resume.
STAR stands for:
- Situation
- Task
- Action
- Result
Start by thinking about a few memorable situations at work—like a time when you made a mistake, a time when you disagreed with someone, or a time when the project didn't go your way.
Behavioral interview questions often center around failures, interpersonal relationships, and your wins at work.
After you've written a few of these situations, use the STAR acronym to share your story. If you want more info on telling effective stories using the STAR method, we walk you through it here. In the meantime, you’ll find an example STAR story listed below:
- Situation: Had to work closely with someone whose personality was very different from yours.
- Task: Gather information to create a report on engagement metrics for the recent marketing campaign.
- Action: Delegated tasks based on each person’s strengths. Person X gathered the datapoints from the various platforms, and I built out the report using the outline we had created.
- Result: Manager commented that the report was thorough and clearly articulated how the strategy was successful and where we could improve our engagement in the future.
Once you have your story written out, you can then identify the different skills highlighted in the story. This example highlights teamwork, problem-solving, and communication.
Keep in mind that the job description is like a cheat sheet that tells you the most important skills required for the job. If the job description mentions project management, use an example that showcases your amazing project management skills.
Behavioral Interview Questions About Adaptability
Adaptability is a soft skill that can be challenging, but it's crucial in the current job market.
Adaptability allows you to go with the flow, roll with the punches, and embrace change. Adaptability is an especially important soft skill in a startup environment.
1. Tell me about a time when your team or company was in transition. How did you adapt to that change?
Adaptability is one of the top skills employers look for in the modern employee, so it’s no surprise that interviewers ask about it. This type of readied flexibility is of the utmost importance in a rapidly-changing work environment, especially one that requires employees to move fast.
How to Show Adaptability in an Interview:
- Detail a work situation you remedied by being adaptable.
- Describe how you communicated your creativity or problem-solving to other team members or your boss.
- Share any meaningful impact your flexibility has had on your organization. Bring data and numbers whenever possible.
- Always keep your perspective positive.
If you had to work with new team members during a merger or acquisition, share how you used your flexible nature to coach them in new skills or on internal processes. If your job requires you to work alongside all types of people, explain how adaptability has developed your leadership skills.
2. Describe a time when an unexpected event or problem derailed your planning.
Your potential employer needs to know how you respond under pressure and how you resolve conflicts.
Most everyone has a story about reacting less than ideally to a workplace issue. You can mention one of these experiences if you feel it’s appropriate—it could ultimately make your case stronger. But you can also use an example that didn’t happen in the office.
Some examples might include a vendor unable to fulfill your order, unexpected feedback to a marketing campaign, or an external event that caused you to rethink a marketing or advertising pitch you were planning to execute. You might even talk about leaving a job in a toxic work environment in order to protect your mental health.
The important part is how you describe the resolution without hyper-focusing on the issue that caused the derailment. Your interviewer is likely asking this question to determine if you’re candid, cool-headed, and willing to compromise, so highlight those qualities in your response.
3. Give me an example of a time you had to think on your feet and respond to a situation quickly.
This is where you can highlight your ability to make quick and strategic decisions with confidence. While considering your options to make the best decision possible is always a smart move, there are situations when time is of the essence, and you have to respond quickly.
Consider how you can show the interviewer your decision, the results of your decision, and the impact you made on those around you.
If you’re in project management, you might discuss a time when a supplier could not fulfill an order and you had to pivot to decide on a new product quickly.
In this case, you’ll want to touch on how you made the decision, what changes you implemented, and how it impacted the project.
This answer might look like this:
“Last quarter, we were working on a renovation project for the Beverly Hills Hotel. The tile we ordered for the lobby had a supply chain issue that would have pushed our timeline back. This wasn’t acceptable, so I reviewed my notes on what the clients wanted. This allowed me to quickly pick another option that was ready to be shipped. In addition to putting us ahead of schedule, our clients loved the new tile option more than the original, and we were able to integrate it into other areas of the hotel to reduce the total project timeline and budget.”
Behavioral Interview Questions About Problem-Solving
Problem-solving skills are a set of particular skills to use in difficult, unexpected, or complicated matters that arise in the workplace.
4. Tell me about a time you made a mistake at work and how you moved forward from it.
The key here is to focus on how you moved forward from the mistake, not the mistake itself. We’re all human, and mistakes happen, so if it’s a one-off thing, it’s not the end of the world. (Repeated mistakes should be addressed and might be a red flag for larger issues.)
With this question, your goal should be to show self-awareness and humility. The interviewer asks because they want to know how you address stressful situations and move forward.
By sharing the details of your mistake, the feedback you received, the insight you gained, and the steps you took to fix it, your future manager will see you as the type of person they want to work with. Your willingness to learn from mistakes shows motivation and the ability to grow in your career.
Pro Tip: Think of this as an improv problem. Improvisational actors always use a "Yes, and..." approach. Ensure you share the mistake and the steps you took to fix it.
Here's how to describe a conflict, challenge, or mistake you made at work.
5. Describe a time when you saw a problem and took the initiative to correct it.
This is where you can show off your creative and proactive solutions. You'll also be illustrating your thought process or approach to challenges, which is something the interviewer is interested in.
Be sure to detail the outcome and all of its positive impact. If you want to add some extra flair, consider adding a sentence or two about what would have happened without your solution.
Interviewers want to learn about your critical thinking and problem-solving skills. Additionally, they want to see how and when you take initiative. Being self-sufficient in solving problems and implementing creative solutions is a huge asset in a candidate.
Behavioral Interview Questions About Collaboration
Collaboration is the act of working with others towards a common goal. It helps produce strong ideas, quality work culture, and employee satisfaction.
The ability to listen to others, share your own ideas, and foster productive dialogue is a skill every employee wants—and that most companies search for when hiring new employees.
6. Give me an example of a time you had a conflict with a coworker and how you handled it.
Conflict resolution questions are becoming more common. A good answer can help you stand out in the interview process and land the job.
This is where you might discuss your ability to observe and understand different people and personality types in order to create a positive work environment. (Use this communication guide with your team and try to approach any conversations with your difficult coworker in their preferred style.)
You’ll also want to share details about how you handled the situation. Part of learning how to be better at conflict resolution is also learning how to voice your own thoughts.
When sharing how the difficult colleague makes you feel, use "I" language so they better understand your perspective. Using "you" language may make it difficult for them to accept responsibility for their actions. Here's an example of "I" versus "you" language:
- Instead of: "I feel upset when you talk over me."
- Try: "You always interrupt me."
Ultimately, you want to show how you moved forward from the conflict.
7. How would you get information from someone who is not very responsive?
Unfortunately, we're all familiar with ghosting. Many of us see it in social situations and the office. This question is there to see how you handle professional ghosting and move forward from it.
Your answer will likely depend on whether you collaborated in person or remotely. If you’re in the same office, you might discuss your ability to see them and ask. We’ve gotten pretty comfortable hiding behind computer screens, but it’s a lot harder to look someone in the eye when you owe them something and not feel motivated to give it to them.
If that won’t work, consider sending a “bump” second or third email. If that doesn’t work, it might be time to CC a supervisor on the chain on another check-in.
This is only a trick to be used in an incredibly flaky context. The important element is to lay out your process and discuss how you move through several steps before taking the issue to the next level. This also shows how you might take various approaches to connect with the person in a way that works for them.
Behavioral Interview Questions About Management + Leadership
Leadership is the art of motivating people to meet a common goal, which can be achieved by all employees regardless of their position or title.
8. Describe a time when you demonstrated leadership skills.
This prompt will be extremely important if you’re moving into a role with more leadership responsibilities, whether that means taking the lead on more projects or gaining more experience with people management.
Empathetic leadership is more important than ever, so you’ll want to discuss how you have shown empathetic leadership skills through conversations with your employees. Additionally, you might touch on how you actively show your team that you care.
As always, give specific examples of tasks where your leadership capabilities shined through. This might have been when you went above and beyond your role and stepped in when needed.
An example might look like this:
“My manager had a family emergency that took her out of the office for a week during a big project. Given that I had worked hand in hand with her on all the data, I was able to take the reins, schedule a team meeting, and create an action plan for how we would finish the project on time. We completed the project within our schedule and were recognized by clients for the clear and actionable report we delivered.”
Behavioral Interview Questions About Communication
Communication soft skills are the tools you use to clearly and effectively converse with others, set expectations, and collaborate on projects.
Communication skills are more than speaking or emailing. This umbrella set of interpersonal skills includes everything from collaboration to active listening.
9. Give me an example of a time when you had to have a difficult conversation with a frustrated client or colleague. How did you handle the situation?
Nobody likes difficult conversations. Work conversations can be especially challenging—especially when emotions are involved—because you have to maintain a balance between professionalism and respect.
If you’re having a conversation with a frustrated colleague, it can be helpful to knowledge their frustration, then ask if they would like advice or if they would prefer to have someone listen.
Sometimes, distinguishing your colleague’s goal can help you be exactly what they need at that moment. If they aren’t looking for advice, you may not need to shed insight. If they want support, try to help them figure out a game plan for going forward.
When answering this question in an interview, consider how you want to position yourself. Do you want to position yourself as a supportive colleague who can act as a listening ear when needed or someone who wants to help problem-solve to get to a solution?
If you’re referring to a difficult conversation with a client, you’ll want to acknowledge their frustration, show your active listening skills, identify their goals, and devise an action plan to achieve those goals.
In an interview, instead of focusing on the issue, zero in on how you identified a solution and calmed the client down. You can show the positive impact you made and how you handled the relationship from there.
10. Can you talk about a time you had to deliver bad news to someone? What did you do to prepare, and what was the outcome?
Feedback is nerve-wracking to give and to receive. If you're a newer manager tasked with giving tough feedback or bad news such as a layoff, this can feel particularly stressful.
When communicating negative feedback, our first advice is to focus on the thing, not the person.
If it's behavior, like being constantly late or error-prone, communicate that. Separate the work or behavior from the person. In this way, the employee will not feel personally attacked. From there, open the discussion so that you can work together toward a solution.
If you’re delivering news of a layoff, express that it isn’t personal and that it stemmed from finances (or wherever else the layoff stemmed from).
When discussing this in an interview, consider sharing information about resources or other support areas you provided when delivering bad news. Showing that you're able to be professional while also showing empathy is key.
Behavioral Interview Questions About Time Management + Prioritization
Time management is your ability to work smart. Contrary to belief, it's not to work faster or harder, but it's using your time to work productively and efficiently.
11. Tell me how you would spend your first three months on the job and how you’d learn the ropes.
Your potential boss and coworkers want to know what your future goals are and what they can expect if you join the team. Even more, they want to know if you've spent any time considering where you'll start and understand your "why" behind those ideas.
By sharing some specifics, you'll not only look genuinely interested in the job, but you'll also show your eagerness to take initiative if hired.
When crafting your answer, carefully consider what information you'll need to familiarize yourself. Creating a 30-60-90-day plan for your potential role could be incredibly helpful.
This might help you answer the question and show the interviewer your ambition and motivation to join the company.
12. How would you handle numerous competing responsibilities?
This is where you can show off your flair for organization! If you’re Type A (hi!), you likely have a few strategies up your sleeve that help you keep all your ducks in a row.
If you’re still working on this, consider using a prioritization matrix. In their simplest form, prioritization matrices, or priority matrices, are time management tools that allow you to figure out what tasks to focus on, what tasks to delegate, and what tasks to devote little (or no!) time to.
Learning about and implementing a prioritization matrix can also help you in the interview process because it can enable you to clearly explain your process for handling numerous competing responsibilities and how you allocate your time.
When talking about a prioritization matrix, you’ll be able to outline how you use a chart to break down exactly how important each task is, which provides a clear view of where you need to focus your energies when you have a lot on your plate.
If you haven't heard about or used this in the past, this is a good time to share that you recently learned something new, are interested in implementing it at work, and are excited to put your new skill or method into action.
This shows many soft skills—including a growth mindset, self-awareness, and organization.
13. What would you do if your workload became too overwhelming?
Boundaries can include your working hours, how you like to communicate, or how you're willing to extend your energy beyond the scope of your job.
Setting healthy boundaries for yourself at work starts early—as early as the interview process itself. From the interview and onward, you teach your boss and your colleagues how to treat you and how you achieve a healthy work-life balance by implementing physical boundaries, mental boundaries, and personal limits.
This question allows you to work towards setting professional boundaries with your coworkers by clearly communicating them. In this case, you may discuss how you communicate timelines, schedules, and personal obligations early on in the process.
Additionally, consider sharing ways you’ve addressed issues in the past. This includes communicating when you have too much on your plate, saying no when you don’t have the bandwidth to take on more, or developing solutions to work more efficiently.
