Meet the UK's top CV writers, dedicated professionals who focus on presenting your skills and experiences in a way that...READ MORE
Reading Time: 8 minutes
The job interview process can be nerve-wracking for any candidate, but perhaps even more so for those who are asked behavioral interview questions. These types of questions are designed to assess a candidate’s qualifications, skills, and work style by asking them to describe specific examples of past behavior in order to predict how they may behave in the future in a similar situation.
Behavioral questions are becoming increasingly popular in the hiring process because they provide valuable information about a candidate that may not be revealed through other types of questions. They allow interviewers to gather specific examples of a candidate’s skills and experiences, which can help them determine whether the candidate is qualified for the job. Additionally, by asking about specific examples from the candidate’s past, the interviewer can gain a better understanding of how the candidate is likely to handle similar situations in the future.
But for many candidates, these types of questions can be difficult to answer, especially if they are not prepared. That’s why it’s so important for candidates to prepare for behavioral questions in advance of the interview
Behavioral interview questions are a type of interview question that ask the candidate to describe specific examples of past behavior in order to predict how they may behave in the future in a similar situation. These questions are often framed in the format of “Tell me about a time when…”, and are designed to uncover a candidate’s skills, experiences, and attitudes that are relevant to the job they are applying for. Examples of behavioral interview questions include: “Tell me about a time when you had to work on a team project under a tight deadline,” or “Can you give an example of a difficult problem you solved in your previous job?”
Interviewers ask behavioral questions for a number of reasons:
Overall, behavioral interview questions are a powerful tool for interviewers to gain a better understanding of a candidate’s qualifications, skills, and work style, which can help them make more informed hiring decisions.
It’s worth noting that the specific behavioral questions will depend on the role and the company. Interviewers usually tailor their questions to align with the specific skills and qualifications required for the job and the company culture.
When answering behavioral interview questions, it’s important to provide specific examples from your past experiences. Here’s a general structure you can follow to answer these types of questions:
It’s also important to keep in mind the following tips:
How to Respond to “Why Were You Let Go” in an Interview? Losing a job can be a difficult and emotional experience, …
Here’s an example of how you might answer the question “Can you give an example of a difficult problem you solved in your previous job?” using the STAR method:
Situation: “In my previous job as a customer service representative, we received a lot of complaints from customers about long wait times on hold. This was causing a high level of customer dissatisfaction and impacting our overall customer satisfaction ratings.”
Action: “I analyzed the data and found that the majority of the complaints were coming from customers who were placed on hold for more than 5 minutes. I proposed a solution to my manager to add more staff during peak hours, and also suggested a new system of call routing that would reduce the time customers spent on hold.”
Result: “After implementing these changes, we saw a significant reduction in customer complaints and an increase in customer satisfaction ratings. The wait times on hold were reduced by an average of 2 minutes, which made a big difference to our customers.”
It is worth noting that Behavioral questions can be tricky and it’s important to answer them thoughtfully, with specific examples and results in mind. Practice makes perfect and by preparing beforehand, you’ll be better equipped to answer them in the interview.
I have spent the last 10 years supporting companies ranging from start-ups to Fortune 500 companies to find and the best talent around the world.
During this time, I have:
Scanned and reviewed more than 26000 CVs.
Conducted over 7000 interviews.
Secured new jobs and promotions in 20 countries across 3 continents.
For the past 4 years I have been developing best practices and solutions to give job seekers more confidence in interviews. I run 1:1 virtual interview workshops which show you how to articulate your values and strengths. Just like in sport, perfect practice makes perfect interviewing. Learn how to take on any interview with confidence with My Interview Workshop:
Are you interested in working with me?
Best of luck,
Your Career Optimiser | Certified Leadership and Management Consultant
Winner of Most Supportive Career Branding Service 2022