It’s peak recruitment and selection techniques.
Our experts turn to behavioral interview questions and answers when looking for targeted options within interviews.
The questions get right to the heart of things, and their design ensures we learn the most about candidates—a handy feature for when you really want the right type of candidate.
Behavioral interview questions and answers are designed to assess a candidate’s past experiences and behaviors to predict their future performance in a specific job role.
These questions are based on the premise that past behavior best predicts future behavior.
Background Overview: Why Ask Behavioral Interview Questions?
Behavioral interview questions are a crucial part of the job interview process.
They allow interviewers to gauge how a candidate has handled situations in the past, providing insight into their problem-solving skills, adaptability, communication, and other key competencies.
Behavioral interview questions also provide a more in-depth understanding of a candidate’s skills and capabilities.
This approach goes beyond the surface level of a candidate’s qualifications and delves into their behavioral tendencies and character.
20 Behavioral Interview Questions and Sample Answers
- Tell me about a time when you had to handle a difficult situation at work. How did you handle it? Sample Answer: In my previous role, I had a situation where a client was unhappy with our service. I listened to their concerns, apologized for any inconvenience, and worked on a solution that satisfied both parties. This experience taught me the importance of empathy and quick problem-solving in maintaining client relationships.
- Describe a time when you had to make a decision without all the information you needed. Sample Answer: I was once tasked with making a decision on a project deadline without complete data. I relied on my experience, consulted with my team, and used the available information to make an informed decision. It was a risk, but it paid off in the end.
- Tell me about a time when you had to deal with a team member who wasn’t pulling their weight. Sample Answer: I had a team member who was consistently missing deadlines. I approached them privately, expressed my concerns, and asked if there were any issues preventing them from meeting their responsibilities. We were able to find a solution that improved their performance and the team’s overall productivity.
- Describe a situation where you had to persuade someone to see things your way. Sample Answer: In a previous project, I had a different approach to solving a problem than my manager. I presented my viewpoint with clear reasoning and evidence, which eventually persuaded them to adopt my strategy. The project was a success, and it taught me the value of clear communication and assertiveness.
- Tell me about a time when you had to handle a significant change at work. Sample Answer: When our company underwent a major restructuring, I took it as an opportunity to adapt and learn. I quickly familiarized myself with new processes and helped my team do the same. This experience taught me the importance of resilience and adaptability in the face of change.
- Describe a time when you had to juggle multiple responsibilities. How did you handle that? Sample Answer: In my previous role, I often had to manage multiple projects simultaneously. I used project management tools and prioritized tasks based on their urgency and importance. This approach helped me stay organized and meet all my deadlines.
- Tell me about a time when you failed. How did you handle it? Sample Answer: I once led a project that didn’t meet our objectives. I took responsibility for the failure, analyzed what went wrong, and used the experience as a learning opportunity. It was a tough lesson, but it helped me improve my project management skills.
- Describe a situation where you went above and beyond for a customer or client. Sample Answer: A client once had an issue that wasn’t directly related to our services, but I took the initiative to help them resolve it. They appreciated the extra effort, and it strengthened our business relationship.
- Tell me about a time when you had to give someone difficult feedback. How did you approach it? Sample Answer: I had to give a colleague feedback on their performance. I approached it constructively, focusing on specific behaviors rather than personal traits. They took the feedback well, and we were able to improve our work relationship.
- Describe a time when you had to work under tight deadlines. Sample Answer: I was once given a project with a tight deadline. I broke down the project into manageable tasks, delegated effectively, and ensured we stayed on track by regularly monitoring progress. We completed the project on time without compromising quality.
- Tell me about a time when you had to resolve a conflict at work. Sample Answer: I once mediated a disagreement between two team members. I facilitated a conversation where each person could express their viewpoint, and we worked together to find a compromise. This experience taught me the importance of effective conflict resolution in maintaining a positive work environment.
- Describe a time when you took a leadership role. Sample Answer: I led a project team in my previous role. I ensured clear communication, delegated tasks effectively, and provided support and guidance to my team members. The project was a success, and it was a rewarding leadership experience.
- Tell me about a time when you had to learn a new skill or technology to complete a task. Sample Answer: I had to learn a new project management software for a recent project. I took online tutorials and practiced in my spare time. I was able to master the software quickly, which greatly increased our team’s efficiency.
- Describe a time when you had to adapt to a new working environment. Sample Answer: When I joined my last company, they had a very different work culture than I was used to. I took the time to observe and understand the new environment and adapted my working style accordingly. It was a challenging but enriching experience.
- Tell me about a time when you had to handle a high-stress situation. Sample Answer: During a critical project, a key team member left unexpectedly. I stepped in to fill the gap, redistributing tasks among the team and working extra hours to meet the deadline. It was stressful, but we managed to complete the project successfully.
- Describe a time when you had to use your communication skills to get a point across. Sample Answer: I had to present a complex idea to a non-technical audience. I used simple language, visual aids, and real-life examples to make the concept understandable. The audience appreciated the clarity, and it reinforced the importance of effective communication.
- Tell me about a time when you had to work with a difficult person. Sample Answer: I worked with a colleague who was often negative. I maintained a positive attitude, focused on the task at hand, and tried to address any issues directly and professionally. Over time, our working relationship improved.
- Describe a time when you had to make a difficult decision. What was the outcome? Sample Answer: I had to decide between two important projects due to limited resources. I evaluated each project’s potential impact and chose the one that aligned most with our strategic goals. It was a difficult decision, but it led to significant benefits for the company.
- Tell me about a time when you showed initiative at work. Sample Answer: I noticed a recurring issue that was slowing down our workflow. I researched potential solutions, proposed a new process, and implemented it with my manager’s approval. The new process increased our efficiency and productivity.
- Describe a time when you had to deal with ambiguity. Sample Answer: I was assigned a project with unclear objectives in a previous role. I sought clarification from my manager, defined clear goals, and created a detailed project plan. This approach helped me navigate the ambiguity and deliver a successful project.
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Conclusion
Behavioral interview questions are a powerful tool for understanding a candidate’s suitability for a role.
They delve into a candidate’s past experiences and behaviors, providing valuable insights into their skills, character, and potential performance.
By preparing thoughtful responses to these questions, candidates can demonstrate their problem-solving abilities, adaptability, communication skills, and other key competencies.
We encourage you to explore our frequently asked questions, special offers, and our ready-made training course material.
With 30+ years of experience, Catherine Fitzgerald, B.A., M.A., PGDip, founded Oak Innovation in 1995. Catherine received her Bachelor’s degree and Master’s from University College Cork. She holds qualifications in Professional Development And Training from University College Galway. She is completing a second Master’s from University College Cork. Since 1995, clients include Apple, Time Warner, and Harvard University.