Behavioural interview questions have become increasingly popular in the recruitment process as they help employers assess how a candidate would perform in real-life situations. While traditional interview questions focus on a candidate’s education and work history, behavioural interview questions require a candidate to provide specific examples of how they have handled different situations in the past.
Preparing for behavioural interviews is crucial if you want to stand out from other candidates and increase your chances of landing the job. In this blog, we will discuss what behavioural interview questions are, how to prepare for them, and the top 5 behavioural interview questions and how to answer them. If you’re looking for common interview questions in general, look no further.
Behavioural interview questions are designed to assess a candidate’s skills and competencies by asking questions about their past behaviour. The rationale behind this approach is that past behaviour is a good predictor of future behaviour. Behavioural interview questions differ from traditional interview questions as they require candidates to provide specific examples of how they have handled different situations in the past.
For example, instead of asking “What are your strengths?”, a behavioural interview question might be “Tell me about a time when you demonstrated leadership skills.” This type of question requires the candidate to provide a specific example of how they have demonstrated leadership skills in the past.
Describe a time when you had to solve a complex problem.
Give an example of a time when you had to work under pressure.
Tell me about a time when you had to deal with a difficult customer.
Preparing for behavioural interviews requires research, practice, and preparation. Here are some tips on how to prepare for behavioural interviews:
Research the company and job position: Before the interview, research the company and the job position to understand what competencies and skills the employer is looking for.
Identify key competencies and skills required for the job: Review the job description and identify the key competencies and skills required for the job. This will help you prepare for the behavioural interview questions that are most likely to be asked.
Practice answering behavioural interview questions: Practice answering common behavioural interview questions using the STAR method (Situation, Task, Action, Result). This will help you structure your answers and provide specific examples of how you have demonstrated the required skills and competencies.
Tips for showcasing your experiences and accomplishments: Finally, when answering behavioural interview questions, focus on providing specific examples of your experiences and accomplishments. Use concrete examples to illustrate your skills and competencies, and show how you have made a positive impact in your previous roles.
It sounds like a lot of preparation but please remember, you should be preparing for your interviews anyway.
These questions can be broken into 3 sections:
Below we have 5 examples that we’ve broken down into these sections as an example.
Situation: During a group project, one of my team members was constantly dismissive of other people’s ideas and refused to work collaboratively.
Behaviour: The team member would constantly interrupt others and had a negative attitude towards the project and team members. I scheduled a meeting with the team member and addressed the issues in a calm and professional manner. I asked for their input and actively listened to their concerns while also reminding them of the importance of teamwork.
Outcome: The team member became more cooperative and engaged with the project, which resulted in a successful completion of the project.
Example: At my previous job, I had a colleague who was constantly criticising others and refusing to collaborate. I scheduled a meeting with them to understand their behaviour and identify a way to work together effectively. We established clear expectations and communication channels, and I offered support and encouragement throughout the process. As a result, we were able to build a positive working relationship and improve our team’s productivity.
Situation: I was working on a project that required a complex solution to a technical problem. The problem required a unique approach and a deep understanding of technical components that were not readily available.
Behaviour: I conducted thorough research, consulted with experts in the field, and experimented with different solutions until I found the most effective approach.
Outcome: I was able to solve the problem, which led to increased efficiency and cost savings for the project.
Example: In my previous job, we faced a production issue that affected the delivery of our product to clients. I coordinated with cross-functional teams to investigate the root cause and create a plan for resolution. We prioritised communication and collaboration to ensure everyone was on the same page, and I provided frequent updates to stakeholders. Through our efforts, we were able to solve the issue and prevent it from recurring in the future.
Situation: I was in charge of coordinating a major event that required coordinating multiple vendors and stakeholders. The deadline was fast approaching, and there were numerous last-minute changes and unforeseen obstacles that needed to be addressed.
Behaviour: I stayed organised and focused, delegated tasks efficiently, and maintained constant communication with all parties involved.
Outcome: The event was a success and received positive feedback from all stakeholders.
Example: At my previous job, we had a tight deadline for a project and experienced unexpected technical issues that delayed our progress. I remained calm and focused, communicated the situation to my team, and worked with them to identify potential solutions. We prioritised our tasks and adjusted our approach to meet the deadline. As a result, we successfully delivered the project on time.
Situation: I joined a new company that used a completely different software system than I was familiar with. The software system was complex and required a steep learning curve.
Behaviour: I enrolled in training courses, studied manuals, and sought advice from colleagues until I became proficient in the new software.
Outcome: My proficiency with the software led to increased efficiency and improved performance in my new role.
Example: In my previous job, I transitioned from working in an office to working remotely due to the pandemic. I took proactive steps to set up a suitable workspace, establish regular communication with my team, and manage my time effectively. I also participated in virtual team-building activities to maintain our team’s morale and productivity. Through my efforts, I was able to adapt to the new work environment and maintain my performance levels.
Situation: I was asked to lead a team on a challenging project with a tight deadline. I needed to inspire and motivate the team, delegate tasks effectively, and ensure that all team members were working collaboratively towards a common goal.
Behaviour: I established clear objectives, provided regular feedback and support, and recognised individual contributions to the project.
Outcome: The team successfully completed the project on time and with high-quality results.
Example: At my previous job, I was leading a project that faced significant challenges due to changing client requirements. I demonstrated leadership by collaborating with my team to identify potential solutions, encouraging them to share their ideas and perspectives, and taking decisive action to resolve issues. I also provided regular updates to the client and managed their expectations effectively. Through my leadership, we were able to deliver a successful project that exceeded the client’s expectations.
How have you found those behavioural questions? Have you been able to think of your own example for each of them? If you haven’t, give it a go now. If you have, why don’t you take it a step further and expand your answer with the STAR Method.
Below is a graphic from our STAR Method Interview Technique blog, which explains the method in much more detail.
Behavioural interviews can be challenging, but with the right preparation and practice, you can increase your chances of landing your dream job. Remember to research the company and job position, identify key competencies and skills, and practice answering behavioural interview questions using the STAR method. And don’t forget to showcase your experiences and accomplishments to highlight your skills and competencies. With these tips you’ll be well on your way to acing your next behavioural interview.
The National Careers Service offers free advice about careers and skills to anyone aged 13 or over and living in England. To speak to a professional careers adviser, call 0800 100 900 or use webchat (8am – 8pm Monday – Friday; 10am – 5pm Saturday)
