Behavioral Interview Questions

Introduction

It is inappropriate to base hiring decisions solely on initial impressions or hard skills. By using behavior-based interview questions, recruiters and hiring managers are able to discover individuals who appear qualified on paper but may lack crucial skills.

Ask behavioral questions during interviews to evaluate one or more of the following attributes based on past work experiences:

• Teamwork Problem-solving frame of mind
• Leadership skills
• Interpersonal / Communication competencies
• Time management skills

These questions will reveal how applicants respond to a specific circumstance, collaborate as a team, and engage with clients. A behavioral interview will aid in the evaluation and selection of applicants who appear equally qualified at first glance.

Include in your behavioral interview questions that assess both the company's core principles and the role-specific skills. For example, behavioral interview questions for managers or other senior positions will assess the leadership abilities of individuals. When employing salespeople, evaluate their responses to customer concerns. Or, if a position requires meeting tight deadlines and operating under pressure, incorporate behavior-based questions that evaluate how candidates respond to stress.

To create well-rounded recruiting selections, mix the best behavioral questions with other sorts of interview questions, such as those regarding cultural fit and scenario interviews.

Behavioral interview questions examples

• Describe an instance when you were required to convey unpleasant news to a boss or team member. How did you do it? What was the other individual's response?
• Describe a situation when you had to cope with a problematic coworker. How did you effectively communicate with the colleague?
• How would you describe the industry word 'X' to a person from a different field?
• How would you respond if your team leader emphasized competition rather than collaboration?
• Provide an instance in which you made a process more efficient. How did you do it?
• Have you missed a deadline before? What occurred? What would you change the next time around?
• How do you prioritize work when numerous projects are ongoing simultaneously?
• What was the most difficult or stressful situation you encountered at your prior job? How did you respond?
• What occurred when you and a coworker differed about how to approach a project or solve a problem at work?
• Describe an instance when you had to handle customer complaints. What transpired, and how did you maintain your composure?
• Describe a situation when your team fell short of a goal. How did you provide feedback to your teammates and explain the situation to your manager?
• Have you ever been assigned a duty with which you were unfamiliar? How did you address the situation? Did you seek assistance or attempt to find a solution on your own?

How to assess applicants

• Answering behavioral interview questions might be challenging. Provide sufficient time for applicants to reflect. Rushing a response may have the opposite effect; they may become agitated and fabricate a response to avoid an unpleasant silence.
• Consider alternatives for applicants who struggle to answer your behavioral questions. For instance, if they are unable to recall a moment when they had to cope with a challenging teammate, ask them to describe an amazing partnership. How did this circumstance vary from others? And what was their function in good communication?
• It is possible that some candidates are unfamiliar with behavioral interviewing. To further analyze their responses, ask follow-up questions until they have completely detailed their conduct in a particular instance.
• If you are doing an interview with a recent college graduate or a candidate with limited professional experience, they may struggle to describe a work setting. Encourage them to utilize an example from a non-professional setting (e.g., a study group, a sports team, or volunteer work) to assess their qualities.
• Consider the types of examples your applicants select. You will learn from their responses how they describe a problematic circumstance, a challenging client, or a demanding work environment.
• The past actions of a person can give you an insight into how they think and act, but you should not rely only on them to forecast their future actions. Consider more considerations. For instance, applicants who remember handling client complaints poorly in the past may have learned from their mistakes and become more effective salespeople.

Red flags to note

• Standardized replies. Typically, candidates are prepared to answer standard interview questions. But, if they are unable to support their views with personal examples, they may be attempting to make a favorable impression by saying the 'correct' thing. Keep an eye out for applicants who can provide specifics and respond to any extra queries.
• Responses that are generalized or hypothetical. The candidates' responses should be based on actual experiences, especially if they pertain to non-professional circumstances. The purpose of behavioral interview questions is to assess how candidates behave in actual situations, not to elicit ideal responses.
• No answer. An applicant who cannot provide instances may not pay close attention to attributes that are essential for the position for which they are applying. For instance, a customer service representative who cannot provide a concrete example of a time they assisted a client may lack enthusiasm for their position.
• Great character but lacking in substance. Interviewers should concentrate on outcomes. For instance, when employing a salesperson, you would anticipate a candidate who is outgoing. However, a candidate who exhibits a calm, consistent demeanor could reach high quotas. Find the ideal applicant by comparing their prior actions to their performance.

Conclusion

These Behavioral interview questions combine a summary of the qualities to look for in applicants with a representative sample of appropriate interview questions.

You can prepare your responses in advance and be prepared to discuss your experience with the interviewer by practicing how you will respond to these Behavioral interview questions.