Today’s job interviewers use “behavioral questions” to find out about the behavior of job candidates.

Behavioral questions usually start with. Tell me about a time you“ or. “Describe how handled. Or. Give me an example of“, or even. “Walk me through. “

Although these questions can feel like a trap, it’s not the employer’s intention (most of the time).

They want to know more about the behavior of job candidates than the traditional questions.

What Common Things Employers Look for When Asking Behavioral-Based Questions during Interviews

Common problems encountered at work are often the focus of behavioral interview questions. Employers want to see examples of soft skills that you have demonstrated.

  • Problem-solving, initiative, and judgment
  • Stress management, resilience, and adaptability
  • Creative skills
  • Persuasiveness, negotiation
  • Planning and organizing require attention to details
  • Integrity, reliability, and motivation
  • Leadership, team building, and management

You can be prepared by thinking about the situations in which you have used these skills. Make sure to include them on your interview checklist. These stories can be used to answer behavioral interview questions.

Top 5 Interview Tips When Answering Behavioral Questions

These questions are challenging to answer with one-word answers. These behavioral interview questions can be interpreted in many ways, so it is up to you to choose the direction that best represents you.

Share your stories to answer these questions. Give examples of situations in which you have been successful at work.

Prepare.

  • Examine the job description and prepare your “stories.” These include examples of past difficult situations, how you handled them, and perhaps what you have learned from those experiences.

Positive thinking is critical.

  • When possible, focus on your accomplishments and successes, and don’t “trash anyone,” even if you are describing a time when you failed or were not perfect.

Be concise

  • Don’t talk too much. Ask the question clearly, and then you can ask if you have enough information. If necessary, expand your answer and keep it positive.

Be honest.

  • It is tempting to create fantasies, but it is not a good idea. Realities may be discovered during the reference-checking phase of the hiring process. It could kill the chance.

Be careful.

  • If you’re interviewing with a rival, don’t divulge confidential information about your employer (or past employers). Although a competitor may appreciate your information, they can trust you.

If you are asked to give an example of a personal mistake, tell the question and explain what you learned and how you avoided repeating the same error. This method is also called the START method. It stands for Situation Task, Action, Step, and Result.

As I have always instructed, candidates who “own” the interview will be given another opportunity to pull from their interview checklist and show examples of projects that demonstrate their suitability for the job.

Examples of How to Answer the Best Behavioral Interview Questions

Many behavioral questions are based on a pattern that each has specific skills in their mind.

As you create your answers, I’ve included some of my most popular skills and related questions.

Please tell me about a time you dealt with a difficult situation.

  • Was a client a tyrant? Was your boss a jerk? Did you have to compromise with your team?
  • Take, for example:
  • I was unexpectedly assigned to lead the team on Project XYZ for Company 123. Two people didn’t like working together.
  • I created a meeting to discuss the best way to approach the project and how each person can contribute. We delivered the project on time and within budget.
  • This answer demonstrates leadership skills/traits such as adaptability, strategic planning, and getting consensus.

Please tell me about a time you made a mistake and how you dealt with it.

  • Did you use problem-solving skills? Did you have to be humble? Was it necessary to rebuild trust? What can you do to avoid repeating the same mistake?
  • Take, for example:
  • Last year, I made a horrible mistake when adding financial information to the company’s bookkeeping software. It led to a shortage of funds at a crucial time. My error was discovered by me first. It was I who found the problem, and I knew what to do about it.
  • I had a plan and spoke to my supervisor to ask that I take responsibility for correcting the error and calling all parties affected, including our bank. It was caught quickly enough to have a minimal impact, and I was able to prove that I was capable of fixing it myself.
  • I learned from that mistake and created a way to quickly review and verify the data before publishing it. I added this step to our publishing protocol and have never made that same mistake again.
  • This answer demonstrates skills/traits such as honesty, taking ownership of responsibilities, good communication practices, loyalty and problem-solving, quick thinking, analytical thinking, quick thought, and the ability to deliver lousy information.

Please tell me about a time that you or your boss made a controversial decision, and your team had to execute it.

  • Did you have to work hard to get buy-in or motivate your team? People threatened to quit. What lessons did you take away from this experience?
  • Take, for example:
  • Last year, I was working on an incomplete project. My boss requested that I direct the team to work overtime until the project was complete.
  • The schedule slippage wasn’t their fault. It was our vendor’s.
  • Before sharing the request with the team, I created a project plan that would “share the load” for the overtime hours. I made a strategy to work with our vendor to avoid schedule slippages.
  • When I presented my request to the team, I mentioned how we would get out of this stage as soon as possible. Additionally, I spoke about how our company regards our team as committed to the cause and ready to do whatever it takes.
  • I ensured they understood that we weren’t being held responsible for the delay in the project but that the company appreciated our contributions. I also made it a point to mention how the plan would impact the bottom line.
  • This experience taught me the importance of creating a detailed recovery program and identifying and managing key variables. The team was motivated to complete the project by positively communicating that plan.
  • This answer demonstrates strategic thinking in many ways. It shows how to solve problems as they arise and how to communicate effectively under pressure. It is also evident that the focus is on building consensus and teamwork regarding how the team views each other and how they can understand the tradeoffs.
  • A leader must be open and honest with all of their direct reports.

Please tell me about a time you conflicted with a peer. How was that resolved?

  • Was it possible to resolve the conflict using your skills? Or did you need external assistance? What caused the conflict? What can you do to avoid such a conflict in the future?
  • Take, for example:
  • Last year, I worked with a colleague on a project. Our client in the company told us that our solution needed to be more adequate and that we should start again. Even though most of the design ideas were mine, my peer blamed me.
  • He was upset by what had occurred. I could have argued my point that I was a minor player in the design. But I chose to “take the high path” and focus on the next step.
  • He needed to think clearly about direction, so I subtly took control. I began asking questions about how we could address the client’s disliked issues by making modifications or improvements.
  • I managed to get his attention again, and we worked together on several options before we came up with a final version that we both felt had the most excellent chance of success.
  • The client was satisfied, and even better, our working relationship was enhanced.
  • It is how to approach a difficult situation with grace, maturity, and understanding. This answer demonstrates how to overcome difficult situations, find consensus, solve problems, and harness the power that comes with teamwork (going it alone was not an option).

Many of these questions, as I mentioned, are meant to help you understand how your abilities were used.

After a brief pause to gather your thoughts, you can use the strategies below to answer the questions.

Ensure you give enough detail to convey that you share an authentic experience. You can use the same example to answer multiple behavioral interview questions if necessary.

In the future, expect to be asked questions asking for clarification or more information about the situation.

These soft skills will be used throughout the answering process.