behavioral interview questions for presentation skills

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Interview Questions About Your Presentation Skills

Presentation Skills

About your presentation skills…How this question is a behavorial interview question.

The importance of presentation skills varies according to the industry and role you are applying for. If you are applying for a role in sales, advertising, marketing, teaching or any managerial position you are going to need to prove that you are very comfortable presenting information in front of small and large audiences.

To asses this skill, employers will ask a series of behavioral interview questions about presentations you have made in the past. The questions will go beyond just describing a successful presentation you have made. they will ask how your presentation skills influence others, how you manage presentation stress and presentation mistakes you have made and the things you have learnt from them.

They may also ask you to deliver a planned or impromptu presentation as part of the job interview. If they do, make sure you have read this post – 4 Tips For Creating A Stand Out Job Interview Presentation .

Here are 8 Behavioral Interview Questions About Your Presentation Skills:

How to show you are a great presenter.

Tell me about a recent successful experience in making a speech or presentation?

Show That You Can Use Your Presentation Skills To Influence Others

Tell me about a time you had to use your presentation skills to influence a person or team’s opinion. What was the outcome?

Showing You Can Learn From Presentation Mistakes

Talk us through a time when you felt your presentation skills let you down and what did you learn from that experience?

The Stress Free Way To Prepare For Important Presentations

How do you prepare for an important presentation so that you reduce your stress levels and present professionally to any large group?

How To Prepare For Important Presentations

Describe the most important presentation you have had to make in your career so far? How did you go about preparing for the presentation?

Unexpected Presentations! How To Prove You Come Out A Winner

Tell me about a time when you have to make an impromptu presentation to a work group with little or no preparation? What was the most difficult part? How did you handle it?

The Best Ways To Present New Ideas To Guarantee Success

When have you chosen to present an idea in person or on the phone as opposed to via email even though the email channel would have been a lot faster?

3 Obstacles When Presenting Ideas To Your Boss And How You Solved Them

What obstacles or difficulties have you ever faced in presenting new ideas to a manager and how did you overcome them?

Presentation skills are a valuable asset that can help differentiate you from other candidates so make sure you are ready to answer these questions and deliver a short presentation if asked.

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Presentation interview questions and answers

Use these presentation skills interview questions to hire candidates who’ll successfully present your company, products and goals to customers and employees.

An experienced recruiter and HR professional who has transferred her expertise to insightful content to support others in HR.

Why assess presentation skills in interviews

Good presentation skills are essential in various positions. They’re particularly important for:

Salespeople , who sell a company’s products and services to prospective clients.
HR Professionals , who represent their company to potential and current employees.
Trainers , who prepare and deliver educational materials in classes and seminars.
Marketers , who interact and network with industry professionals.

Senior-level employees should also have solid presentation skills, as they often need to present their ideas (e.g. to investors, executives) or announce goals and results to their teams.

The following sample presentation skills interview questions will help you evaluate candidates’ abilities:

Examples of presentation skills interview questions

How do you prepare before delivering a presentation?
Describe a memorable presentation you’ve attended. What made it successful? (e.g. interesting topic, visual aids, entertaining speaker)
How do you modify your presentations for different audiences? (e.g. people with and without technical backgrounds)
Describe how you would present our company/products to a prospective client.
What would you do if you noticed that your audience looked bored during a meeting?
Describe a time when you had to announce bad news to your team.
How do you prefer to communicate your team’s results to senior managers: through a detailed report or during an in-person meeting? Why?
What tools do you use to create a presentation? (e.g. Powerpoint, SlideShare, Canva )
When is it appropriate for speakers to use humor?

How to evaluate candidates’ presentation skills

Candidates present themselves in their resumes and cover letters, so carefully read these documents. During interviews, test how well candidates describe their achievements.
Candidates are likely to be prepared for typical interview questions (e.g. “ What are your greatest strengths? ”) Use less traditional situational questions to test whether they’re ready to manage real challenges on the job.
Presentations should be brief and specific. Ask candidates about their current position, e.g. to describe a product they’re regularly using or explain a daily work procedure. Opt for people who manage to provide necessary details while holding your attention.
A good presentation is also impassioned. You could ask candidates to describe something they like even if it’s not job-related. For example, their favorite TV character or one of their hobbies. This way, you’ll test how much enthusiasm candidates bring to your discussion.
They are unprepared. During interviews, candidates should be prepared to talk about topics they’re familiar with, like past positions. Being unprepared indicates a lack of interest and difficulty in delivering presentations.
They are not persuasive. Often, the goal of a presentation is to persuade your audience to take an action (e.g. buy your products.) Candidates who use engaging language and coherent arguments during interviews will be more likely to influence others.
Their body language is uncomfortable. Good speakers are confident and maintain eye contact. Nervous candidates are less likely to keep their audience’s attention.
They don’t listen to their audience. Good presentations involve interaction between speakers and audiences. Candidates should avoid answers that are too short or too long and should be able to tell when an audience understands their points or needs further clarification.

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Everything You Need to Know About Answering Behavioral Interview Questions

two people talking at a conference table during a job interview open laptop on table faced away from screen phone on table

Interviews can be high stakes. I get that. But bear with me here for a minute when I say this next thing: Some interview questions can actually be fun. And I don’t mean in the zany-but-realistically-kind-of-stressful “ How many golf balls will fit in a bus? ” kind of way. I mean that some interview questions are really just asking for a good story starring you as the main character.

Behavioral interview questions are non-technical, focused on you, and 100% something you can prep for in advance. You actually have the answers already. We just need to find the right stories and polish them up a bit.

Here’s your ultimate go-to guide for answering behavioral interview questions—including common behavioral questions you might hear and example answers.

What are behavioral interview questions?

Behavioral interview questions are questions or statements that ask job candidates to share examples of specific situations they’ve been in. Usually interviewers want to know about an experience where you had to use certain skills— soft skills especially—or had to navigate certain types of scenarios. (Read: It’s the “Tell me about a time when…” genre of questions .)

Why do interviewers ask behavioral questions?

Interviewers like these questions because it can help them get a more realistic and nuanced sense of how you work. It’s a way for them to see what you’re capable of accomplishing based on your actual past professional performance. Think about it: What would convince you of someone’s ability to work on a team better—them saying they totally love working on a team or them telling a story that shows exactly how they worked on a team of five for several months to implement a website redesign for a major client?

30 common behavioral interview questions

As much as I wish I could tell you exactly which behavioral questions you’ll get, I sadly cannot. But this list will give you an idea of the types of questions you might be asked. As you read through, think of stories you can share in response to each subset of questions—they can often be tweaked on the spot to answer any variation an interviewer might throw at you.

Teamwork questions

Almost any job requires you to work with others, so be prepared to talk about your experiences as part of a team. You’ll want a story that illustrates your ability to work with others under challenging circumstances. Think resolving team conflicts, dealing with project constraints, or motivating others.

Tell me about a time when you had to work closely with someone whose personality was very different from yours.
Give me an example of a time you faced a conflict with a coworker. How did you handle that?
Describe a time when you had to step up and demonstrate leadership skills.
Tell me about a time you made a mistake and wish you’d handled a situation with a colleague differently.
Tell me about a time you needed to get information from someone who wasn’t very responsive. What did you do?

Customer service questions

If you’d be working with clients, customers, or other external stakeholders in this role, definitely be ready for one or more of these. Be prepared with at least one story about a time you successfully represented your company or team and delivered exceptional customer service.

Describe a time when it was especially important to make a good impression on a client. How did you go about doing so?
Give me an example of a time when you didn’t meet a client’s expectation. What happened, and how did you attempt to rectify the situation?
Tell me about a time when you made sure a customer was pleased with your service.
Describe a time when you had to interact with a difficult client or customer. What was the situation, and how did you handle it?
When you’re working with a large number of customers, it’s tricky to deliver excellent service to them all. How do you go about prioritizing your customers’ needs

Adaptability questions

Times of turmoil are finally good for something! Think of a recent work crisis you successfully navigated. Even if the outcome didn’t ideal, find a lesson or silver lining you took from the situation.

Tell me about a time you were under a lot of pressure at work or at school. What was going on, and how did you get through it?
Describe a time when your team or company was undergoing some change. How did that impact you, and how did you adapt?
Tell me about settling into your last job. What did you do to learn the ropes?
Give me an example of a time when you had to think on your feet.
Tell me about a time you failed. How did you deal with the situation?

Time management questions

When an interviewer asks about time management , get ready to talk about a specific instance when you had a few things in the air, prioritized, scheduled, organized, and completed everything—preferably before the deadline.

Give me an example of a time you managed numerous responsibilities. How did you handle that?
Describe a long-term project that you kept on track. How did you keep everything moving?
Tell me about a time your responsibilities got a little overwhelming. What did you do?
Tell me about a time you set a goal for yourself. How did you go about ensuring that you would meet your objective?
Tell me about a time an unexpected problem derailed your planning. How did you recover?

Communication questions

You use communication skills so regularly you’ll probably have plenty of stories to choose from. Just remember to talk about your thought process or preparation.

Tell me about a time when you had to rely on written communication to get your ideas across.
Give me an example of a time when you were able to successfully persuade someone at work to see things your way.
Describe a time when you were the resident technical expert. What did you do to make sure everyone was able to understand you?
Give me an example of a time when you had to have a difficult conversation with a frustrated client or colleague. How did you handle the situation?
Tell me about a successful presentation you gave and why you think it was a hit.

Motivation and values questions

A lot of seemingly random interview questions are actually attempts to learn more about what motivates you. Your response would ideally address values and motivations directly even if the question didn’t explicit ask about them.

Tell me about your proudest professional accomplishment.
Describe a time when you saw a problem and took the initiative to correct it.
Tell me about a time when you worked under either extremely close supervision or extremely loose supervision. How did you handle that?
Give me an example of a time you were able to be creative with your work. What was exciting or difficult about it?
Tell me about a time you were dissatisfied in your role. What could have been done to make it better?

How to answer behavioral questions

So how do you go about actually answering behavioral questions? It’s actually pretty simple.

Quickly identify the hard or soft skill or quality the interviewer is trying to learn more about.
Choose a relevant story.
Share your story while emphasizing the details that speak to the relevant skills.
Sum up your answer with how you generally approach situations like the one the interviewer presented.

Example answers for top behavioral questions

Check out these example questions and answers to see our advice in action and get more specific tips on some of the most common behavioral questions.

1. Give me an example of a time you faced a conflict while working on a team. How did you handle that?

Ah, the conflict question. It’s as common as it is dreaded. Interviewers ask because they want to know how you’ll handle the inevitable: disagreements in the workplace. But you might be nervous because it’s hard to look good in a conflict even when you’re not in the wrong. The key to getting through this one is to focus less on the problem and more on the process of finding the solution.

For example, you might say:

“Funnily enough, last year I was part of a committee that put together a training on conflict intervention in the workplace and the amount of pushback we got for requiring attendance really put our training to the test. There was one senior staff member in particular who seemed adamant. It took some careful listening on my part to understand he felt like it wasn’t the best use of his time given the workload he was juggling. I made sure to acknowledge his concern. And then rather than pointing out that he himself had voted for the entire staff to undergo this training, I focused on his direct objection and explained how the training was meant to improve not just the culture of the company, but also the efficiency at which we operated—and that the goal was for the training to make everyone’s workload feel lighter. He did eventually attend and was there when I talked to the whole staff about identifying the root issue of a conflict and addressing that directly without bringing in other issues, which is how I aim to handle any disagreement in the workplace.”

2. Tell me about a time you needed to get information from someone who wasn’t very responsive. What did you do?

Hiring managers want people who can take initiative and solve problems . Many workplace problems boil down to a communication breakdown, which is what this question is getting at. Try not to get too bogged down in the nitty-gritty details of the story and make sure to finish with a clear lesson learned.

A good answer to this question might be:

“Back when I was just starting out as an assistant to a more senior recruiter, I once needed to book interview rooms for several different candidates with a few sessions each, all on the same day. The online system the company used to schedule conference rooms was straightforward enough, but the problem was that it allowed more senior people to bump me out of my reservations. I had to scramble to get them back. When I didn’t get responses to my emails, I literally ran around the office to find the people who took my rooms and explain why I needed them. It was stressful at the time, but it all worked out in the end. Most were happy to move to a different room or time to make sure the interviews went smoothly. I also met a bunch of people and earned early on that talking to someone in person when possible can often move things along more quickly than an email can.”

3. Describe a time when it was especially important to make a good impression on a client. How did you go about doing so?

A perfect answer to this question has an outstanding outcome and illustrates the process of getting to that result. But even if you only have a decent outcome to point to instead of a stellar one, spelling out the steps you took will get you a strong answer.

For instance:

“One of the most important times to make a good impression on a client is before they’re officially a client. When the sales team pulls me into meetings with potential clients, I know we’re close to sealing the deal and I do my best to help that along. That’s probably why I was chosen to represent the research team when we did a final presentation for what would become our biggest client win of the year. I spoke with everyone on the sales team who had met with them previously to learn as much as possible about what they might care about. The thing I do that sets me apart is that I don’t try to treat all the clients the same. I try to address their specific questions and concerns so that they know I did my homework and that I care enough to not just give the cookie-cutter answers. In this case, having the data pulled and ready for every question they had made all the difference in building their confidence in our company.”

4. Describe a time when your team or company was undergoing some change. How did that impact you, and how did you adapt?

Interviewers want to know how you handle organizational change. Your story doesn’t necessarily need to be about some massive company reorg, it could even be about a new system for sharing files. The key is to make sure you clearly describe the steps you took to adapt and then generalizing your experience.

So you might say:

“This past year my manager left and the company was unable to fill her position for several months. This completely upended the way our team operated since she’d been the one who made sure we were all on the same page. After a couple of weeks of missed deadlines and miscommunications on the team, I sheepishly suggested we do a quick daily check-in. It took no more than 10 minutes a day, but it helped us get back to working efficiently again and really reduced the frustrations that had started brewing. It helped me understand that adapting to change requires understanding the gaps a change creates and thinking creatively about how to fill them.”

5. Tell me about a time you failed. How did you deal with the situation?

For broad questions like this, it can be helpful to narrow the scope a bit. For a question about failure , you can do that by defining what it means to fail in your own words before sharing your example.

For example:

“As a team manager, I consider it a failure if I don’t know what’s going on with my staff and their work—basically if a problem catches me by surprise then I’ve failed somewhere along the way. Even if the outcome is ultimately fine, it means I’ve left a team member unsupported at some point. A recent example would be this training we do every year for new project managers. Because it’s an event that my team has run so many times, I didn’t think to check in and had no idea a scheduling conflict was brewing into a full-on turf war with another team. The resolution actually ended up being a quick and easy conversation at the leadership team meeting, but had I just asked about it sooner it would never have been a problem to begin with. I definitely learned my lesson about setting reminders to check in about major projects or events even if they’ve been done dozens of times before.”

6. Give me an example of a time you managed numerous responsibilities. How did you handle that?

Multitasking. It’s impossible and yet we’re all expected to do it. Your job is likely going to involve more than one responsibility and the hiring manager is going to want to know how you plan on juggling a number of tasks, projects, or deadlines.

You could say:

“This is almost a cliché, but being part of an early-stage startup meant I wore a lot of different hats. One second I was recruiting, the next I’d be in front of potential clients, and then I’d be meeting with the cofounders about the product. Switching gears so quickly often felt like getting whiplash. I realized that it wasn’t necessarily the juggling that was the problem, it was the constant switching back and forth. I started chunking my work so I could spend several hours focused on similar tasks. One block for recruiting. One block for sales. One block for product. Once I figured out the secret to multitasking was to not multitask, it got a lot more manageable.”

7. Give me an example of a time when you were able to successfully persuade someone to see things your way at work.

No matter your role, communication skills are critical and interviewers are going to keep asking related questions until they’re sure yours are up to snuff. When asked about persuasion, emotional intelligence and empathetic listening can be good pieces of your communication skill set to emphasize.

A good answer could sound like:

“I once was tasked with pulling the plug on a project. Of course, this can be incredibly disappointing for those affected. Done poorly it could destroy a team’s morale. I can’t discuss the project too much, but suffice it to say that everyone on it worked really hard and it took some serious convincing for them to agree this was the right choice. Rather than letting the idea take hold that months of their work was being scrapped, I proactively shared with everyone all the ways their work would still be utilized by different parts of the company. It’s not what they had intended, but seeing that their work wasn’t wasted softened the blow and allowed me to share the hard truth that we wouldn’t be able to realize our original goals. Taking the time to consider what negative reaction they might have and making the effort to be empathetic allowed me to directly address their concerns and show them that this was the best way forward.”

8. Tell me about a successful presentation you gave and why you think it was a hit.

You can probably predict whether or not you’ll get this question based on the job description . If the job requires frequent public speaking , be sure you have an example ready to go. For questions like this that have an “and why” part, make sure you give evidence for how you know you did a good job. In this case, an engaged audience is pretty good evidence you gave a strong presentation.

“Presenting is definitely something I’ve gotten better at over time. At my previous lab, I presented pretty often at the weekly research meeting where we all kept each other up-to-date on the progress of our work. When I first started, I would just pick up where I left off last time and spoke like I was talking to a room full of experts—which I was, but they weren’t necessarily experts in my specific project. It’s obvious in hindsight. The nature of research is that it’s inherently novel. I started doing more in my presentations to give context, like a more compact version of a conference presentation. It was more work, but I could tell everyone was engaged based on the questions I got. They were more thoughtful and challenging and actually helped push my work forward. Now, whether I’m presenting formally or informally, I try my best to scaffold my conclusions with relevant context.”

9. Tell me about your proudest professional accomplishment.

This question can sometimes make people freeze up. Proudest? Like literally the thing I am proudest of ever? It’s a lot. A more manageable way to think about it is that it’s essentially a freebie to talk about anything. So you can choose a story that showcases a relevant skill, passion, or experience you haven’t been able to talk about yet or want to emphasize more and set it up as one of your proudest accomplishments! If you’re applying to an entry-level role, feel free to talk about school accomplishments.

“There’s a lot that I’ve done over the last few years at Major Telecom that I’m proud of, but one thing we haven’t had a chance to talk too much about is my work in the parents employee resource group. As the company has become more family friendly, I’ve worked hard to guide the conversation as the co-lead of the parents ERG. This year, I spearheaded an effort to improve our flexible work policy, first writing a letter on behalf of the ERG to the leadership team and then later drafting a proposal which ultimately led to a better work environment and more flexible work for everyone, not just parents.”

10. Tell me about a time when you worked under either extremely close supervision or extremely loose supervision. How did you handle that?

This question is getting at how you like to be managed, but it’s phrased in a way that may tempt you to speak negatively of a previous employer. Stay focused and keep your response neutral to positive.

So you could say:

“As an intern at Online Content Co., I felt like my every move required approval, which isn’t everyone’s cup of tea, but I really appreciated it back when I had no idea what I was doing. I actually credit the close supervision I got for helping me pick things up so quickly. After I officially joined the team as a staff writer though, it started to feel a bit restrictive. I thought once I “proved myself” it would get better, but after a few more months with no significant change a mentor helped me see that I wasn’t being proactive about communicating with my manager. Rather than going to my one-on-one meetings with nothing prepared and being peppered with questions, I started arriving with an update of all my ongoing work. All the same information got conveyed, but instead of feeling micromanaged, I felt empowered and it made all the difference in my experience.”

4 tips to prep for—and ace—a behavioral interview

I’m taking my own advice and concluding this article with a few general takeaways. If you remember nothing else, make sure you do the following when you’re getting ready for an interview:

1. Prepare a few stories based on the job description.

Maybe you’ll use them, maybe you won’t, but trust me that you’ll feel more prepared and less nervous if you’ve spent some time thinking about this. Scan the job description for anything that seems to be mentioned more than once or is otherwise emphasized—say, “takes initiative,” or, “works independently.” Then come up with some stories about those things!

2. Brush up on the STAR method.

Stories can get big and unwieldy, especially when we’re nervous. It’s important to keep your answer concise and relevant to the question. Using the STAR interview method can help you to craft job-landing responses to many interview questions that require a well-structured example story.

3. Wrap up your answers with a conclusion.

Some stories don’t fit super neatly into the STAR method and that’s fine. In any case, just make sure to wrap up your story with a nice summation so that the interviewer knows what they were supposed to learn from it. In other words, tell your story and then tell them what to think about it. “I did this to solve the problem, so in general, this is the process I use for solving problems.”

4. Practice aloud before your real interview.

I’ve worked with thousands of job seekers and written hundreds of job search articles, and my advice on interviewing can pretty much be summed up with one word: practice. To be more specific, practice answering possible interview questions out loud. Do not memorize your answers. Just say them a few times. If you want to be fancy, do it in front of a mirror to get a better sense of how you’re presenting yourself.

Brushing up on your interview skills in general will also help you to answer these questions with ease and sail through to the next round. So get those stories ready and—I’m going to say it one more time for good luck—practice!

Regina Borsellino also contributed writing, reporting, and/or advice to this article.

By Mike Simpson

behavioral interview questions for presentation skills

Most job seekers know that they’ll face off against some behavioral interview questions during their next interview. But knowing which ones you’ll encounter – and how to approach answering them – is the essential part of the equation. That way, you’ll be ready for what the hiring manager is likely to ask, increasing the odds that you’ll impress.

Are you ready to check out the world of behavioral-based interview questions? Here’s what you need to know.

What Are Behavioral Interview Questions?

Before we look at some behavioral interview questions and answers, let’s talk about what these types of questions are and why they come up.

In the simplest sense, a behavioral interview question gauges how you think and act in various situations. Many questions of this kind focus on scenarios, requiring you to outline what you did (or would do) under specific circumstances.

There’s a good reason why hiring managers turn to these questions during an interview. Unlike traditional interview questions – which mainly assess whether you have particular technical capabilities – these give the hiring managers overviews of capabilities that are harder to ask about directly.

Usually, your answer helps the hiring manager assess your mindset and soft skills . Plus, they’ll learn more about the hard skills you use to handle challenges or address problems of a particular nature.

In some cases, hiring managers ask behavioral interview questions because they think past performance is a predictor of future success. However, whether that’s true isn’t actually clear.

One report indicated that prior work experience – essentially, past behavior – didn’t guarantee a solid performance at a new company, even if the new hire had related experience. But a different study showed that behavioral interviewing was 55 percent predictive of future behavior at work, while traditional interviews were a mere 10 percent predictive.

Since 73 percent of hiring professionals use behavioral interviews, it’s best to be ready regardless. That way, you can excel when those questions become part of the equation.

How to Answer Behavioral Interview Questions

When it comes to how to answer behavioral interview questions, you need to present applicable examples. It could be describing a moment from your past or outlining the steps you’d take based on a theoretical scenario.

In either case, you need a strong strategy for creating a meaningful response. What’s the best way to get started? By getting to know the STAR Method.

STAR stands for Situation , Task , Action , Results . Essentially, it’s a framework for your answer. First, you’ll outline a situation that applies to the question. Next, you’ll discuss the task you had to undertake, followed by a description of what you did, including the skills you used along the way. Finally, you’ll dive into the result, summarizing the outcome.

That’s the gist of the STAR Method. Based on what you’ve likely learned about behavioral interview questions, you can like see why people sometimes refer to them as STAR interview questions.

If you want to learn more, you can check out our in-depth article on the STAR Method for a deep dive into how to use it effectively.

After you get comfortable with the STAR Method, it’s time to add the Tailoring Method to the mix. The Tailoring Method is all about relevancy, ensuring your answer directly speaks to the hiring manager’s needs. That way, your response isn’t just compelling; it also positions you as an exceptional match for the precise role the hiring manager is filling.

In fact we we wanted to let you know that we created an amazing free checklist for behavioral questions that covers all the critical info you need when dealing with these tricky types of job interview questions!Click below to get your free PDF now:

CLICK HERE TO GET THE BEHAVIORAL INTERVIEW CHECKLIST

How to prepare for behavioral interview questions.

Preparing for behavioral interview questions might seem challenging, but it’s far simpler when you realize that the biggest step is to have a few stories ready. In most cases, you want to begin working out what to share by reviewing the job description.

In the end, developing fantastic answers for STAR method interview questions starts with relevancy. By choosing moments from your career or education that apply to the job and the situations presented in the question, you can start using the STAR and Tailoring Methods to form great answers.

Another important tip is to make sure each of your stories has a formal conclusion. After giving them the results, tell the hiring manager something about what you learned from the experience or how it continues to shape you as a professional. That gives your answer a bit of something extra.

2. How do you manage stress on the job?

Workplace stress can harm an employee’s performance. As a result, hiring managers want to know what you do to keep yourself calm and level, even when you’re faced with challenges.

“While I’ve found that some stress actually pushes me to be my best, it’s also essential to ensure that my stress levels remain reasonable. One approach I’ve found that works for me is focusing on organization.

“I’m a big fan of breaking large responsibilities down into small tasks, making them feel more manageable and giving me a roadmap to follow. For a recent project in my current job, I divided the work up into ten micro-goals. Then, I blocked out time on my calendar for every activity. Not only does this keep me on target, but it also reduces the odds that I’ll feel overwhelmed.

3. Tell me about a time when you had a conflict with a coworker. How did you navigate the situation?

This is one of the most common behavioral interview questions because hiring managers want to know that you can navigate the typical disagreements that can occur at work. It’s also a way to gauge your interpersonal skills and self-reliance.

“While in my current job, I was part of a project team that was tasked with coming up with a new campaign for a client. A coworker and I didn’t see eye-to-eye on the direction the campaign should take when it came to the tone, leading to some conflict.

“To address the issue, I requested a meeting with my coworker to discuss their perspective. My goal was to understand why they were adamant about that approach, asking clarifying questions and rephrasing what they shared to ensure I saw the complete picture.

“Then, I did the same, sharing my perspective in a calm, professional manner. This led us to a very beneficial discussion, one where we both saw the merits in the other’s strategy. Ultimately, this allowed us to work together to create the best possible campaign, one that boosted the client’s sales by 15 percent.”

4. Describe a time when you had to adapt quickly to a change in priorities.

Regardless of whether a workplace is fast- or slow-paced, unexpected events can occur. Hiring managers want to know that you can shift gears quickly if the need arises, so they ask questions like this one to assess your agility.

“As a member of my current employer’s IT department, COVID-19 required some quick pivoting. I was part of a team that managed remote work permissions and technologies for the organization. When it became clear that a shelter-in-place order may be on the horizon, we had to reprioritize quickly, ensuring we could get everyone their needed credentials, applications, and devices handled as fast as possible.

“I spoke with my manager about my workload, allowing us to identify tasks that could be set aside temporarily. After that, prioritized the employee list based on their position, ensuring those who needed to stay connected were handled before those where a short delay wouldn’t be as problematic.

“Then, I dedicated as much time and effort to setting up telecommuting solutions as possible. This includes everything from ordering mobile devices and laptops, coordinating the service providers to add relevant user accounts, and creating initial training documents to ensure those who began working remotely had the information they needed to transition as seamlessly as possible. While the situation was challenging, I was able to complete everything tasked to me before a shelter-in-place order was issued in our area, and even had time to assist others, increasing the success of the entire project.”

5. Can you tell me about a time when you failed on the job?

This is probably one of the most uncomfortable interview questions around, as you have to talk about a time when things didn’t go to plan, leading to a poor outcome. However, it’s also an important one for hiring managers to ask.

With this question, hiring managers can see how you handle mistakes and recover from failures. Plus, they can assess your honesty, accountability, and self-awareness.

“In my first job, I had trouble gauging my workload. After getting my first big solo project, I underestimated the time it would take to complete the work and handle my other duties. As a result, I gave the client a deadline that was ultimately unrealistic, and I wasn’t able to deliver in time.

“The client was understandably displeased when I informed them that the project would be late. I made sure to take full responsibility for the issue and worked with them to ensure the project was completed to their satisfaction, albeit behind schedule.

“In the end, they were pleased with the results. However, the moment when I had to inform them that the deadline would be missed stuck with me. It became a powerful lesson for me about time estimates and workload assessments. I used what I learned to improve my approach and, since that project, have finished every project either on time or early.”

6. Tell me about a time when you led a team.

With this question, the hiring manager is trying to learn more about your leadership skills. Additionally, they might be looking for insights about how you oversee the work of others and keep multiple people on target as they work toward a singular goal.

“In my last position, I was tasked with overseeing the transition to a new order management system. This involved coordinating with multiple teams to ensure that the date from the existing solution would transition successfully to the new one. Additionally, I had to communicate with all of the end-users, ensuring they knew about use limitations or downtime in advance.

“I created a project plan for the transition and implementation, and worked closely with each team to ensure the timeline was workable. Along the way, I monitored progress, answered questions, and facilitated conversations to keep everyone on the same page. Additionally, I provided reports to the leadership team, ensuring they were informed.

“Ultimately, the project was a success. All of the transferred data was in place, and we finished on time, ensuring the company could reach full productivity on the desired schedule.”

7. Describe a time when you had to deal with an upset customer. How did you handle it?

Whether you’re looking for a retail job, a sales position, a tech support role, or anything in those veins, there’s a chance you’ll have to deal with an upset customer at some point. Hiring managers ask this question to see how you’ve navigated this type of challenge in the past, allowing them to determine if you have a reasonable strategy.

“At my current job, a customer contacted us saying they were displeased with their most recent order. Along with complaining about the product, they began yelling threats about what they would do if they weren’t issued a refund and given a new item immediately.

“I didn’t take the tone personally, as I was certain it was out of frustration. I pulled up the customer’s file to learn more about the order, as well as review their history with the company. At that time, I discovered that they had been placing regular orders for some time, and this appeared to be the first time they called about an issue.

“I apologized for the inconvenience and began asking clarifying questions to ensure I fully understood the nature of the issue. As I spoke, I focused on keeping my tone calm and professional.

“While company policy didn’t typically allow a replacement and refund, it also gave me some leeway when it came to finding a solution, particularly since they had been a loyal customer for some time. I explained what was usually allowed in these situations but requested a moment to consult with my manager regarding the issue. I was able to secure them a replacement product and a 20 percent discount on a future order. Ultimately, the customer was happy with the outcome, and they remained a customer during the rest of my time there, and possibly beyond.”

8. How do you approach goal-setting?

Most hiring managers know that goal-setting is a powerful tool that can facilitate greater success. As a result, they want to see how candidates view goal-setting, leading them to ask this question.

“I believe goal-setting is essential, as it helps me focus my efforts based on organizational objectives. My preferred approach is to review the company’s priorities and how they relate to my position. Then, I create well-defined, actionable targets using the SMART goals process. That way, I have clear objectives that are measurable and motivating.

“However, I also go the extra mile, breaking down larger goals into micro-goals. That way, I can see every step between myself and the objective, creating a roadmap that guides me toward success.”

9. Tell me about your greatest professional accomplishment.

This behavioral interview question does a few things. First, it lets the hiring manager learn more about your values. Second, it gives them insights into your skills and achievements, both of which can help them determine if you’re the right fit for the job.

“My biggest achievement was revamping the company’s marketing approach, leading to a 34 percent increase in sales within six months. The past campaign wasn’t resonating with younger buyers, causing us to lose market share. I refocused our strategy to make it more social media-focused, creating a comprehensive campaign that worked well on platforms that appealed more to the target audience. Ultimately, this allowed us to reach our target demographic, boosting overall profitability and securing a solid ROI.

10. Tell me about a time you had to make an unpopular decision.

If you’re applying for a management role, this is one of the most common behavioral questions you’ll encounter. Many members of the leadership team have to make difficult choices, and sometimes, they won’t resonate with team members. The hiring manager wants to know that you can handle those situations, so they ask questions like this one to gauge your capabilities.

“When I was a manager at ABC restaurant, employees were originally able to change shifts with one another without notifying management in advance. While it was convenient for team members, management wasn’t able to effectively predict an employee’s hour, at times leading to unplanned overtime. Additionally, if someone didn’t arrive for a shift, there could be confusion regarding who was actually responsible for the no-show.

“As a result, I had to make the decision to bar shift changes that weren’t presented to management before the scheduled time arrived. While it wasn’t a popular choice, it did streamline timekeeping and scheduling while also ensuring no-shows were properly noted in the correct employee’s files.”

40 More Behavioral Interview Questions

Describe a time when you had to work with a colleague that had a personality that differed significantly from yours.
Tell me about a time when you unexpectedly had to step up as a leader.
Can you tell me about a time when you were asked to step up as a leader but chose to decline?
Give me an example of a time when you made a mistake at work.
What do you do when you have more on your to-do list than you can manage?
Have you ever failed to meet client expectations? What happened?
Describe a time when your job changed significantly with little notice.
Have you ever worked with someone who struggled with good communication?
Tell me about a time when you had to think on your feet.
How do you keep long-term projects on track?
Give me an example of a time when you were overwhelmed by your responsibilities.
When an unexpected problem derailed a project you worked on previously, how did you get back on track?
Can you tell me about a time when you successfully persuaded a colleague to see a situation from your perspective?
Describe a project or idea (not necessarily your own) that was implemented primarily because of your efforts.
When given a lengthy project, what steps do you take to ensure it is completed by the deadline?
Do you feel you work well under pressure? If so, describe a time when you have done so effectively.
Give me an example of a time when you motivated others.
Tell me about a time when you had to delegate tasks during a project.
How do you remain organized at work?
Can you tell me about a time when you were given two high-priority tasks and had to decide which to handle first?
Describe a situation where you disagreed with a supervisor.
Tell me about a time when you missed an obvious solution to a problem.
Give me an example of a time you faced an unexpected challenge and had to pivot quickly.
How were you able to achieve your most recent accomplishment?
Can you give me an example of when you used your listening skills to solve a problem?
Tell me about a time when you didn’t listen and had to deal with the consequences of missing something important?
How do you handle disagreements with a client?
What do you do when you’re given a task with a tight deadline?
Give me an example of a time when your manager asked you to take on a task you couldn’t reasonably handle.
Have you ever misunderstood a critical responsibility at work? What happened?
Tell me how you would go about describing a highly technical topic to someone without expertise in that arena.
What do you do when a team member is unable to handle their part of a project?
Can you describe a time when you had to correct a client because they made an incorrect assumption or had bad information?
Have you ever wished that you approached a conflict with a colleague differently? What happened, and what would you do instead?
What was your biggest learning experience from your first job in this field?
When presented with a new technology in the workplace, how do you adapt?
Tell me about a time when you struggled to adapt to a change.
Give me an example of a time you had to handle a task without prior experience.
Can you describe a time when you were dissatisfied at work? How did you overcome it?
When you first accepted your last job, what did you do to ensure you got up to speed quickly?

Putting It All Together

Ultimately, the questions above are some of the most common behavioral interview questions around. By preparing for those, your odds of interview success will go up. Use the tips and examples as a guide, ensuring you can create your own great answers before your next meeting with a hiring manager.

To make sure you’re 110% prepared we’ve prepared a cool PDF checklist that you should download …

FREE : Behavioral Interview Questions PDF Checklist

Ok the next thing you should do is download our handy "Behavioral Interview Questions Checklist PDF ".

In it you'll get 25 common behavioral questions along with tips on how to answer them and the traps you need to avoid ....

All in a beautifully designed pdf Jeff spent hours working on. ---- He made me put that in 😉

Co-Founder and CEO of TheInterviewGuys.com. Mike is a job interview and career expert and the head writer at TheInterviewGuys.com.

His advice and insights have been shared and featured by publications such as Forbes , Entrepreneur , CNBC and more as well as educational institutions such as the University of Michigan , Penn State , Northeastern and others.

Learn more about The Interview Guys on our About Us page .

About The Author

Mike simpson.

Co-Founder and CEO of TheInterviewGuys.com. Mike is a job interview and career expert and the head writer at TheInterviewGuys.com. His advice and insights have been shared and featured by publications such as Forbes , Entrepreneur , CNBC and more as well as educational institutions such as the University of Michigan , Penn State , Northeastern and others. Learn more about The Interview Guys on our About Us page .

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45+ Behavioral Interview Questions in 2024 (+ Sample Answers)

You’ve been preparing endlessly for that upcoming job interview.

You’ve even memorized the most common job interview questions and prepared answers. At this point, you’re ready for anything the hiring manager can throw at you!

Well, almost ready.

There are still some tricky behavioral interview questions you need to prepare for.

And in this guide, we’re going to teach you how!

Read on to learn about:

What Are Behavioral Interview Questions?

45 Most Common Behavioral Interview Questions

How to Answer Any Behavioral Interview Question

45 Sample Answers for Different Professions and Experience Levels

Behavioral interview questions aim to help the interviewer understand how you acted in a specific situation.

They’re meant to gauge how you react to stress, what your skill level is, and how you conduct yourself in a professional environment.

Like the most common interview questions , they also allow the interviewer to get a much better understanding of you as a candidate.

Just about anyone can answer a question like, “ What are your strengths and weaknesses? ”

But not everyone can answer a question like:

“Can you tell me of a time when you went above and beyond the line of duty?”

You might think that answering a behavioral interview question like that requires some serious work experience and the achievements to back it up but don’t worry.

You don’t need to have a ton of experience to answer these questions right – you just need the right approach.

Now that we’ve got the basics covered, let’s look at the most common types of behavioral interview questions.

45 Common Behavioral Interview Questions

There are tons of behavioral interview questions out there. Hiring managers can give you a question that’s super specific to the job or ask something broader that can apply across different industries and roles.

That being said, most behavioral interview questions can be divided into categories. Let’s take a look:

5 Questions About Time Management

How do you accomplish tasks under a tight deadline? Give me an example.

Describe a long-term project you managed. How did you make sure everything was running smoothly?

Sometimes, it’s almost impossible to get everything done on your to-do list. What do you do when your list of responsibilities becomes overwhelming?

Tell me about a time you set a personal goal for yourself. How did you make sure you would meet your objectives, and what steps did you take?

Can you describe a time when your supervisor or manager just gave you too much work with too little time? What did you do?

8 Questions About Communication Skills

How do you handle a disagreement with your coworkers? Give me an example of a time when you successfully persuaded someone to see things your way.

What would you do if you misunderstood an important task on the job? Give me an example.

How do you handle criticism from coworkers or supervisors?

Tell me about a time you disagreed with a performance assessment you received. How did you handle it?

Have you ever had to work under someone who wasn’t very good at communicating? What happened?

Tell me about a time when you successfully explained a technical problem to a coworker or a customer who didn’t have a tech background.

What do you think about one-on-one meetings? How often do you think they should happen?

Can you tell me about a time you gave a presentation that was particularly successful? Why do you think it went well?

8 Questions About Teamwork

Describe a time when you helped a member of your team succeed.

Tell me about a time when you had to work with someone completely different from you. How did you adapt to collaborate better?

Have you ever had an interpersonal conflict at work ? If so, how did you handle it?

What do you do when your team member refuses to or just can’t complete their part of the work? Give me an example.

Have you ever mentored a coworker or been mentored? Tell me about it.

In your previous roles, did you have a time when you disagreed with a supervisor’s decision? If so, how did you handle it?

Tell me about an experience that helped you feel like part of the team at your previous job.

Do you have experience training new hires? Describe a time when you had to teach a coworker to do something.

3 Questions About Working with Clients and Customers

Sometimes, clients can be difficult to work with. Can you describe a situation when a client was wrong and you had to correct them?

Describe a time you dealt with a frustrating customer or stakeholder.

Everyone makes mistakes they regret. Is there a situation where you wish you had handled things with a client differently?

6 Questions About Adaptability

Tell me about your first job in the industry. What did you do to learn the ropes?

Have you ever had to put in long hours to finish a task? How did you handle it?

Can you give me an example of when you had to adapt to a new and sudden change in the workplace? What happened?

Tell me about a time when you felt extremely stressed out by work. What caused it, and how did you manage it?

Give me an example of when you had to suddenly perform under pressure. What happened, and how did you handle it?

Have you had to switch between an in-office and remote or hybrid work environment? How did you navigate the change?

5 Questions About Leadership

Have you ever led a project?

Tell me about a time when you successfully delegated tasks to your team.

What’s one project or achievement you’re very proud of?

Tell me about a time when you had to perform a task or work on a project you had no previous experience with. How did you approach this situation, and what did you learn?

Have you ever wanted to improve the company culture? What did you do to contribute?

4 Questions About Problem-Solving

Describe a time when you didn’t know how to solve a problem. What did you do to resolve the issue?

Tell me about a time when you solved a problem at your job that wasn’t part of your job description.

How would you solve a specific problem in your line of work?

What have you done to make your work more productive in your previous roles?

6 Questions About Success and Failure

Tell me about a time you went above and beyond at work.

Have you ever contributed something in any of your previous roles that made people congratulate you?

Give me an example of a goal you failed to meet and how you handled the situation.

Tell me about a time when you made a risky decision and it didn’t pay off.

Describe a time you realized you were wrong about something. What happened?

Do you have any work habits you’d like to improve?

The easiest way to answer behavioral interview questions is to follow the STAR method .

According to the STAR method, each interview answer should use the following structure:

(S)ituation. Set the stage for your example by describing the situation where everything happened.
(T)ask. Describe the task you had to complete to address the issue at hand.
(A)ction. Explain what actions you took to complete the aforementioned task.
(R)esults. Talk about the results of your actions, and try to be as detailed as possible.

Let’s take the STAR method from theory to practice. Here’s what a good answer looks like according to the STAR method:

Q: Give me an example of how you handled a challenge in the workplace.

Situation: “Around the time I started working at Company X, the team I was working with was just finishing up a very important project on a tight deadline. They had to review everything before submitting the work to the client, and my manager didn’t have a lot of time to pay attention to me to make sure I was caught up to speed.”

Task: “Everyone around me was constantly working, and because of the timing, they didn’t seem very approachable. So, to make sure I didn’t get left behind, I had to prove myself and take initiative.”

Action: “My plan was simple. I wanted to talk to my manager and a few of my coworkers whenever they had time, such as over lunch or when we got coffee together. Then, I would try to get to know them in a different environment and also learn more about the company. In the meantime, I would always go over my onboarding material and resources to get better at my job.”

Results: “In the end, I’m glad to say everything worked out and I actually made a few good friends too. By the time my manager came around to review my work and talk about the next steps, I already knew most of it and the company’s main clients in detail. And I also knew my coworkers, who I’d be working with too. If anything, he was a bit surprised, but ultimately, he was happy I didn’t fall behind. This saved him a lot of time, something he was very grateful for.”

Want to see more examples of questions where the STAR method can help? Check out this list of other interview questions !

45 Samples Answers for Different Professions and Levels of Experience

Need more inspiration? No worries!

We’ve curated a detailed list where you can see sample answers for each of the behavioral work questions we listed, and you can compare them for different levels of experience.

Question #1

Situation: “Well, typically, I try to never commit to a deadline I don’t think I can meet. But sometimes unexpected things happen, and you’re forced to think on your feet. For example, at my last job, my coworker had to take some time off work because of an emergency, and his project was left without a manager.”

Task: “My supervisor then instructed me to take over his project and complete what work was left. Suddenly, I had a new project on my hands, and I wasn’t really sure how to handle it, as the deadline was in one week.”

Action: “First, I requested a reduction on my own daily sales goals - which I was granted. This way, I could pay more attention to the project and only dedicate a few hours per day to my original tasks. Once I had a consistent schedule and hours set for each of my tasks, it was mostly easy from there.”

Results: “Thanks to my teammates and my good time management skills , I managed to finish up two days before the deadline. And once my coworker came back to work, I was able to review the whole thing with him before submitting it. For what it’s worth, he was thoroughly impressed. And a few months later, I even got promoted based on my performance.”

Question #2

Situation: “When I was at Company X, I was managing the web development team in charge of setting up a new website for one of our biggest clients at the time. With most projects, we had a process set up and we would get most sites done in up to two months. This project, however, was a bit different, as the website was supposed to be more detailed, with a lot of unique pages. So, we had to be a lot more careful with our time management.”

Task: “We had a strict deadline of 15 weeks, and I had to make sure that we used up our time as efficiently as possible.”

Action: Before getting to actual work, I decided that we should plan everything out by the week. After some research and consulting with our team of developers, we decided to split the workload between different stages. We would devote around one week to the discovery phase, five weeks to design, three weeks to initial development, and the rest to any modifications and updates.

Results: “In the end, we actually finished the website with all the promised functionalities in just under three months. The client was very satisfied with the result and eventually ended up recommending partners to our firm.”

Question #3

Situation: “As a senior at University X, there were times when I just couldn’t physically get everything done on time. For example, towards the end of my final semester, I was the Student Council President and I was also writing my thesis. I had to submit my thesis the next day, and I was also working with my fellow student council members to organize the end-of-the-year ceremony for the university.”

Task: “If I had tried to multitask both, I would just have done a poor job. Now, for me, the University thesis was clearly higher up on my list of priorities. After all, this was what my studies had been building up to for so long. But I couldn’t just abandon my council members either. With 24 hours until my thesis deadline, I had to think fast.”

Action: “I decided that the best approach was to send all of my notes and outlines for the event to the Student Council Vice President, who was also a close friend of mine. Luckily, he understood my situation and took over my event-management responsibilities. Then I had just enough time to edit and finalize my paper.”

Results: “Thanks to the VP, I was able to fix and finalize my thesis. Fortunately, the event went without a hitch too. In the end, I learned a valuable lesson on time management and how important it is to have a team you can rely on.”

Question #4

Tell me about a time you set a personal goal for yourself. How did you make sure you would meet your objectives, and what steps did you take?

Situation: “I think the most recent, and important, personal goal that comes to mind is that I managed to teach myself web development from scratch. You see, I wasn’t very satisfied as a sales rep at Company X. My coworkers were nice, and the pay was decent too, but I just didn’t see myself growing there.”

Task: “So, I decided that I wanted a career change in a field I’ve always been interested in - web development. Now, because I was working full-time, I had to be very efficient with my time management skills.”

Action: “I did some research, and all that was left to do was just follow my routine and stay committed. I set up a personal calendar and made sure to study HTML, CSS, and JavaScript for at least 2 hours every day. I gathered a list of beginner-friendly books to start with, and once I was done with those, I paid for some advanced online courses to improve my React and Vue.js skills. When I felt comfortable, I started working on some personal projects for my portfolio and did some freelance work part-time while I was still working at Company X.”

Results: “In the end, I’m glad I stuck to my plan and continued with my set curriculum. If I hadn’t had my calendar planned out with specific objectives, I definitely would have been overwhelmed. Sure, at times, it felt like I was basically working two jobs and that a lot of the material wasn’t making sense. But I just kept moving forward, and then I got my first real break as a junior web developer at Company Y.”

Question #5

Situation: “I had a pretty rocky start with my manager at Agency X, as we had different expectations for my workload. Normally, I don’t have a problem with a fast-paced working environment, and I tend to thrive when I’m thinking on my feet. But at the agency, I had just finished onboarding, and I was already bombarded with tasks and weekly reports. For the most part, I was managing to get everything done on time, but I realized the quality would suffer if my list of tasks kept getting longer.”

Task: “So, I had to take up my work schedule issue with my manager and let him know about my concern. I decided that being direct and respectful was the best approach, and I booked the meeting.”

Action: “During the meeting, I remained calm and just went straight to the point. I explained how I liked my work, but the heavy workload was really impacting the quality of the work.”

Results: “Luckily, he was understanding. I was the first in-house graphic designer they’d hired, and they weren’t 100% sure what was a lot of work, and what wasn’t. We ended up working together to better define my responsibilities. From then on, I was, for the most part, only getting the workload I could handle without diminishing the quality of my work.”

Question #6

Situation: “When I was working as a recruiter at Company X, I noticed that one of the candidates who had sent in their application was perfect for the role. Though he didn’t have a university degree and his resume wasn’t too polished, reading his cover letter, it was obvious he knew the industry and had delivered clear results.”

Task: “I thought it was worth giving him a shot, but my supervisor didn’t see it that way. She skimmed through the resume and told me not to waste time and just discard the candidate.”

Action: “I was, however, still pretty confident in the candidate, so I talked to the supervisor over lunch. I took a bit of an indirect approach, though. Instead of trying to directly pitch the candidate, I asked her to clarify the job description a bit more. We went a bit in-depth on what, exactly, we were looking for in the candidate, and once we were done discussing it, I told her that we happened to have a candidate who possessed all the relevant experience, but his resume was a bit weak.”

Results: “Convinced, the supervisor decided to give the candidate’s application a more in-depth look and realized that they were, in fact, very qualified. She thanked me for bringing it up and agreed with me that the candidate was worth calling in for an interview.”

Question #7

Situation: “At my previous internship at Company X, I underestimated the amount of time it would take me to finish a presentation for a team meeting. The deadline my boss gave me was around a week, which was completely fair and I didn’t think it would be a problem. However, apparently, we had some miscommunication about what he meant with the deadline. I thought it was the date when we would go through the presentation, edit it together, and submit it like that. Apparently, what he’d meant, though, was to have the presentation 100% ready on that date.”

Task: “So, I had to submit a draft presentation first, edit it based on my manager’s comments, and then present the report, all within two days.”

Action: “I booked a meeting with the manager for the following day and spent four extra hours at the office to make sure that the first draft of the presentation was spotless . We held the meeting the next day and went through the presentation together to make sure it was spotless.”

Results: “The manager loved the work, and it only took us around 30 minutes to finalize the whole thing.”

Question #8

Situation: "Early in my role at Company X, during a quarterly review, my project manager said that some of my project reports weren't as detailed as we needed them to be. This took me by surprise since I had been receiving praise from my immediate team."

Task: "But the timing was crucial. These reports were going to shape our strategy for the next quarter, so I needed to quickly improve. I had to make sure my reports met the higher standards expected by senior management."

Action: "I decided to schedule extra meetings with my project manager to go over the reports in depth. I also sought advice from a couple of coworkers who I knew made detailed reports. Then, I dedicated some time each day to reviewing past reports that were praised, so I could figure out what I was missing and adopt the best practices."

Results: "My efforts paid off - my reports became more thorough, and they were well received. We enhanced the decision-making for our next quarter's strategy and I got to strengthen my relationship with the team. My project manager was especially grateful for how quickly I took his feedback to heart and ended up ultimately contributing to a more streamlined process."

Question #9

Situation: "At my last annual review at Company X, my supervisor marked me as 'meeting expectations' in some areas where I honestly felt I had gone above and beyond. I had even taken on extra projects throughout the year.”

Task: "I knew I needed to clear this up. On one hand, my career’s progression depended on it, but I also needed to feel valued and appreciated at work."

Action: "I requested a follow-up meeting with my supervisor to discuss the assessment in more detail. Before the meeting, I put together a clear summary of my additional projects and the positive feedback I had received from different teams. Then, I shared everything during our meeting to highlight my contributions over the past year.”

Results: “The meeting went really well. My supervisor appreciated the detailed overview and, after discussing my achievements , agreed to adjust my performance rating. My contributions were reflected more accurately, and we also made an agreement to sync up more frequently so we could better align our expectations moving forward.”

Question #10

Situation: “Yes, at my last job as a tech recruiter, the hiring manager I was working directly with was somewhat more difficult to communicate with. He had very strict and precise requirements for the types of candidates he wanted to invite for interviews. He wasn’t open to much communication on the matter or trying new things, even when the company desperately needed new hires. This one time, I got a candidate that was a pretty good fit for the job but was lacking in a few aspects.”

Task: “I wanted to make sure that we got the person in for an interview, but I was 100% sure that my hiring manager would shut me down.”

Action: “So, before running the candidate through him, I called them and collected his biggest strengths to present to the hiring manager.”

Results: “The hiring manager did indeed end up liking the candidate and calling them in for an interview.”

Question #11

Situation: “I’ve worked as a tech support specialist before, so I really excel at this. I’ve had to explain complex concepts to customers on a regular basis, but to give you one single example, I’ve had to explain to customers with next to no understanding of computers how to delete a virus on their computer, which usually requires at least some computer skills .”

Task: “After trying to give basic instructions to the customer, they still didn’t really understand much, so I had to come up with a smarter solution.”

Action: “So what I did was walk them through the entire thing step by step while explaining it simply but in no condescending terms. Instead of making them do most of the work, I walked them through the process of getting me to connect with their computer, and then I explained to them what, exactly, I did.”

Results: “The customer was very happy with my work, and we managed to fix the issue with their computer.”

Question #12

Situation: "I think one-on-one meetings are great. When I was at Company X, at first our team rarely had scheduled one-on-one meetings. That sometimes left us unsure about project details or personal performance feedback."

Task: "I saw the need for more consistent communication to help myself and the whole team stay on track and feel supported."

Action: "So, I suggested to our team leader that we start having one-on-one meetings every other week. I explained how these could help clarify our project roles and give us each a regular opportunity to voice concerns and receive feedback."

Results: "After we started the bi-weekly meetings, I noticed a real change. My projects ran smoother because I had clearer expectations, and it was easier to discuss any issues when they appeared. Plus, it’s helped me build a stronger relationship with my manager, which made work feel more collaborative and the environment more supportive."

Question #13

Situation: “Sure thing. As the business development manager at Firm X, there were quite a few opportunities when I had to speak in front of a crowd. The most recent and successful one was for the new project we were launching. “

Task: “I was called on to speak for a two department-wide meeting of up to 50 people. Now, I had never delivered a presentation to this many people, but luckily, I knew most of them quite well after years of working with them.”

Action: “Working with two other members of my team, I decided to take a more creative approach and create a short video, a skit, to hook the audience. That was the intro, and then we used PowerPoint and hands-on examples to show what to expect from the new project launch. And finally, we dedicated the last five minutes to a Q&A session.”

Results: “It felt longer, but the whole speech took about 15 minutes in total. We got great feedback from the audience, and I was later asked to present at the all-hands meeting the next month. I knew my colleagues well enough and I tried to make the speech as if I were having a one-on-one conversation with a friend - with a few jokes in-between.”

Question #14

Situation: "When I was working at Company X, I noticed that one of my team members, who was new to the role, was struggling with our project management software, which was crucial for keeping track of our assignments."

Task: "I saw an opportunity to help improve their comfort with the tool and enhance their overall contribution to our projects."

Action: "I offered to spend some time with them after work to go through the features of the software. We set up a few training sessions where I could show them tips and tricks that weren’t covered in the standard onboarding process."

Results: "These sessions helped them become more proficient with the software, which significantly boosted their confidence and performance on the project. They were able to manage their parts of the projects more effectively, and it also helped them integrate better with the rest of the team . It was rewarding to see their growth and how it positively impacted our team’s workflow."

Question #15

Situation: “Sure, I always enjoy working with new and different people. Because, usually, they bring something new to the table. At Company X, there was a particularly young developer who was assigned to work with me on a new software development project, and I was to run him through what our typical coding process was like.”

Task: “It was also my job to get to know him and find common ground so that we could effectively work together. The fact that he was younger wasn’t an issue for me, but because he was completely self-taught, he didn’t know a lot about the industry methodologies we used.”

Action: “Teaching him everything from scratch would take too much time. So, instead, I briefly explained the development process—the waterfall model—that we were using for that specific project and taught him how to write tests for our code base. Writing tests is the number one way to learn what code does. After all, that’s how I got started with development.”

Results: “I also sat down and helped him go through the material at times, but in the end, he surprised me by how much of a fast learner he was. He just needed a bit of encouragement and guidance. Through this approach, he learned our whole routine in less than a week, while most of our new hires needed at least up to two weeks. In return, I learned a lot about multitasking and time management from him. The whole thing was a win-win situation, and it was all smooth sailing the next time we worked together, which was quite often.”

Question #16

Have you ever had an interpersonal conflict at work? If so, how did you handle it?

Situation: "At Company X, I once found myself in a disagreement with a coworker over the allocation of resources for a critical project. Both of us felt strongly about our proposed strategies, which led to some tension."

Task: "I knew it was important to resolve this conflict quickly to maintain team harmony and keep the project on track."

Action: "I suggested that we both present our strategies in a meeting with our project manager to get a third opinion. Before the meeting, I prepared a clear comparison of the potential benefits and drawbacks of each approach. During the discussion, I made sure to listen carefully to my coworker’s points and express my views respectfully."

Results: "The meeting helped us understand each other's perspectives better, and with our project manager's guidance, we combined the best elements of both strategies. This resolved the tension and we agreed on what we should pour our resources into. It was also a great learning experience for both of us - we really learned how important collaboration and open communication are."

Question #17

Situation: “There was one co-worker at Company X who was notorious for being bad at deadlines. But she would always end up delivering exceptional work, just a few hours, or worse - even days late. For some reason, the company was okay with this since her work was just too good. So, this one time, the management put us together to work on a time-sensitive project.”

Task: “Our task was to turn in a sales presentation together and have our manager go over it before sending the client the final version. Because of how important the project was, I didn’t want to risk going over the deadline - as this would also directly impact other people. Either way, for everyone’s sake, I had to somehow get her to hurry up with the project. So, I decided to try and push her a little and see what would happen.”

Action: “I started regularly checking in on her to see where she was with work. I would bring it up at times over lunch, send a quick Slack message, and so on. She wasn’t taking this quite well, but it did get her to work faster and more efficiently.”

Results: “In the end, the constant check-ins and pushing did have a positive effect, even though the co-worker didn’t particularly like me too much once we were finished with the work. We even managed to submit the final version of the presentation two days before the deadline.”

Question #18

Situation: "At Company X, shortly after I was promoted to a senior position, I was given the opportunity to mentor a new team member who was just starting their career in our field."

Task: "My goal was to help them integrate into the team and speed up their learning process so they could become effective more quickly."

Action: "I set up weekly meetings to discuss any challenges they were facing and shared resources that I had found valuable when I was new. I also made myself available for quick chats whenever they felt stuck on a particular issue."

Results: "The one-on-one guidance really paid off. Within a few months, they were not only comfortable with their role but also actively contributing ideas in meetings and taking on more responsibilities. It was rewarding to see their growth and know I played a part in their development."

Question #19

Situation: "In my previous role at Company X, there was a moment when my supervisor decided to implement a new software system across the department. The problem was that I didn’t think it was compatible with our current workflows."

Task: "I felt it was important to address my concerns because the decision could potentially affect our team's efficiency and morale."

Action: "I was respectful and I requested a meeting with my supervisor to discuss the potential impacts of the new software. I prepared a detailed analysis comparing the proposed system with our current one, and I made sure to highlight the challenges and potential disruption it could cause."

Results: "My supervisor appreciated the initiative I took and how thorough my analysis was. After a constructive discussion, we agreed to a trial period for the new software alongside our existing system. This allowed us to objectively assess the pros and cons without fully committing. Eventually, this led to some modifications to the system so it could suit our needs better."

Question #20

Situation: "At Company X, when I first joined the marketing department , the team was in the middle of a major campaign launch. Everyone was busy and I felt like I couldn’t really find my place there."

Task: "But I wanted to integrate into the team and really contribute to the campaign."

Action: "So, I volunteered to take on a task everyone was overlooking—managing the outreach for user feedback, which was critical for the campaign's next phase. I coordinated with different team members to gather the necessary information and crafted a strategy to collect feedback."

Results: "This let me work closely with different team members and helped me learn about their strengths and working styles. I feel like my success there allowed me to contribute to the campaign and really solidified my position on the team. It made me feel like a valued member of the group, and the team appreciated my efforts, so it was great."

Question #21

Situation: "At Company X, soon after I was promoted to a team lead role, I was tasked with training a group of new hires who were just starting out in our department."

Task: "My goal was to make sure these new team members were fully up to speed with our day-to-day operations and understood our department's protocols."

Action: "I organized a series of training sessions covering everything from basic procedures to more complex tasks they would encounter on the job. I also included hands-on training exercises and paired each new hire with a mentor from our team for additional support."

Results: "The training really paid off. Within a few weeks, the new hires were handling their responsibilities smoothly and fitting right into the team. They even started bringing fresh ideas to our projects, which was fantastic to see. It was great to hear them say how prepared they felt, and it definitely showed in their work."

Question #22

Situation: “Absolutely. One of our past clients at Agency X came to us because his Facebook advertising strategy wasn’t working. He was driving traffic but wasn’t getting any conversions, so they thought that it was because they weren’t reaching the right audience. We realized, though, that it was actually because their product homepage wasn’t really that convincing. The client, however, was adamant about ‘not fixing what wasn’t broken.’”

Task: “I had to somehow communicate with the client that the service he wanted wasn’t what he needed - there was no way for us to fix his Facebook ads if his homepage wasn’t selling the product.”

Action: “We had to give the client an ultimatum - they either go with our approach or we wouldn’t be able to get the results and hence, work with them.”

Results: “After some back and forth, the client grudgingly agreed to do an A/B test between the existing landing page and one that we’d propose. So, we tested the two landing pages with the same ads he’d been running and ended up getting better results threefold. From then on, the client was a lot more willing to allow us to experiment with whatever we proposed.”

Question #23

Situation: “Working in customer support , you really get to talk with many different kinds of people. I remember having one angry customer call the help desk once to complain. He kept repeating that the product he bought was faulty and demanded that I resolve the situation then and there.”

Task: “Customers calling for refunds happen all the time, but this one was different since he just kept shouting over the phone the whole time. I had to get him to calm down if I wanted the call to go anywhere.”

Action: “Fortunately, I had experience dealing with loud customers and knew the first thing I had to do was listen to his story. Halfway through telling his story, he calmed down once he realized I was trying to help. He explained that the product was supposed to be a gift, and that’s why he was so frustrated. Then, I offered two solutions: a refund or a replacement for his product with express delivery.”

Results: “The customer opted for the replacement option. I called him back once they received the order just to check in if he was happy with the product. He turned out to be happy both with the product and our service, and he thanked me for the help.”

Question #24

Situation: “This one client we worked with was particularly difficult. They were extremely unpleasant to work with, and they treated our staff pretty badly. The management, however, insisted on sticking with them since they made up a good chunk of our income. At one point, though, the client just barged into our office and started yelling at their account manager for a small mistake on their end.”

Task: “At this point, I realized that working with the client was really affecting our staff negatively, and we’d be losing some good employees if we kept working with them. A few people had already put in their two weeks’ notice, including the account manager, and more would probably follow.”

Action: “So, I set up a meeting with the management team and gave them concrete facts and figures about the client. Sure, they were paying us good money, but they were really hurting workplace morale.”

Results: “Unfortunately, even after hearing me out, the management didn’t want to let go of the client. They decided that, overall, the impact the clients had on the team wasn’t worth losing the profit. Looking back, I wish I had talked to management sooner before the company had gotten used to the income from that client. Needless to say, I didn’t stick around long after that.”

Question #25

Situation: “Well, my first job in the field was as a junior DevOps engineer . While I did have extensive knowledge of the field, I didn’t have much experience doing it.”

Task: “This made it very hard for me to get started with the job. While I was working almost all the time, I wasn’t getting too much done.”

Action: “So, what I did was take a lot of my personal time to really work and learn the ins and outs of DevOps. I also made sure to talk to my team and get their input on daily tasks.”

Results: “A few months into the job, I managed to learn the ropes and ended up being a lot more productive.”

Question #26

Situation: "At Company X, right before a major product launch, we realized that the software had a critical bug that could potentially delay the release."

Task: "It was crucial to fix the bug quickly to make sure we met our launch deadline. The pressure was on, but I was determined to resolve the issue without compromising the product quality."

Action: "I decided to stay late for several nights in a row. I was working alongside a small, dedicated team. We systematically tested and retested the software to isolate the issue. Throughout, I made sure to keep everyone motivated and focused by organizing brief update meetings and making sure we took short breaks to stay sharp."

Results: "Our hard work paid off. We identified and fixed the bug just in time for the launch. The product was well-received, and the team's effort saved the release, and we really felt like working together under that pressure helped us bond."

Question #27

Situation: “Sure thing. In my previous position as an account manager at Company X, we had to suddenly change all of our CRM software and move all the data to a new tool. The CRM tool we’d been using till now wasn’t fit for a growing team, and on top of that, they were upping their pricing, so it wasn’t really worthwhile for us.”

Task: “I was put in charge of finding the replacement CRM, as I was the one who knew the previous one inside-out. And this was also an opportunity for me to clean up our outdated info and start fresh. All the while, I still had to handle my daily responsibilities as usual.”

Action: “So, the first thing I did was ask our sales associates and lead generation teams what they thought of the old CRM and if there were any new features they were lacking. After doing a bit of research and asking around, I found the perfect tool that had it all - sales analytics, email integration, and more. And because I typically have no problem with learning new tools, I stayed in one evening, transferred our data to the new tool, and wiped the old account. Finally, I sent a new announcement to the entire team about the new software, along with a video tutorial on how to use it.”

Results: “We completed the transfer with four days to spare, the team was satisfied with the new CRM, and my daily responsibilities as an account manager didn’t suffer.”

Question #28

Tell me about a time when you felt extremely stressed out by work . What caused it, and how did you manage it?

Situation: "In my previous job as a project coordinator, there was a time when two major projects with tight deadlines overlapped. It was during a staff shortage, so the workload was significantly higher than usual. I was honestly overwhelmed and it looked as though there was no end in sight. It was a cycle of trying to hire people while juggling all my responsibilities, so I couldn’t find time to do anything."

Task: "I needed to make sure both projects were completed on time without compromising on their quality but I had really limited resources. So, I had to really push to find a solution."

Action: "First, I prioritized my tasks daily. I needed to focus on the most critical aspects of each project. I made sure to communicate openly with my team and supervisor about the challenges, and I sought out their input so I could distribute tasks efficiently and set realistic expectations. I also made sure to take short breaks throughout the day to clear my mind and maintain my focus. At this point, every second had to be productive, so I did my best to stay on track."

Results: "I’d say things worked out. We met the deadlines for both projects. It was really challenging, but I think that without my organizational skills and clear communication with my team and supervisors, we wouldn’t have made it. Immediately after those projects were delivered, I took a week off work to recover. I just needed some downtime to really find that work-life balance again. Once I was back, I teamed up with management, and we started looking for more staff so we could prevent that whole situation from happening again in the future."

Question #29

Situation: “As a seasonal worker, there have been a lot of times when I had to juggle extra responsibilities. My last position as a line cook at Restaurant X comes to mind. That summer, we were pretty much always full and, sometimes, even understaffed to handle all the customers. To make things worse, we didn’t have the best shift system at the time either. So, if someone were to unexpectedly not show up for their shift, we’d have to put out the fires as they came up.”

Task: “This is exactly what happened when one of our waitresses had to call out due to a personal emergency.”

Action: “So, I stepped up and took her shift as soon as I had clocked out of mine as one of the line cooks. Luckily, I had previous experience working as a waiter .”

Results: “I was tired and a bit uncoordinated at the beginning, but at the end of the day, everything worked out just fine.”

Question #30

Have you had to switch between an in-office and a remote or hybrid work environment ? How did you navigate the change?

Situation: "At Company X, at one point, we had to switch from an entirely in-office setup to a remote work environment almost overnight."

Task: "The challenge was to adapt quickly to maintain productivity and communication without the face-to-face interaction we were used to."

Action: "So, I set up a dedicated workspace at home to mimic my office environment, which really helped me maintain a routine. I also started using digital tools more effectively, like scheduling regular check-ins with my team through video calls and managing projects through shared online platforms."

Results: "My setup allowed me to stay connected with my team and I was just as productive as I was at the office. I’d say the transition was smooth, and we managed to meet all our project deadlines. I learned a lot about how flexible I can be and just how important clear communication is when you’re working remotely ."

Question #31

Situation: "Yes, I led a project at Company X where we were tasked with launching a new product line that was crucial for entering a new market segment."

Task: "My responsibility was to oversee the project from conception to launch. This included coordinating between different departments, managing the budget, and making sure we met all milestones on time."

Action: "I started by assembling a cross-functional team, making sure we had all the necessary skills covered. We held regular planning meetings and I set up a clear timeline with specific goals for each phase of the project. To keep everything on track, I used project management software to monitor progress and address any issues ASAP."

Results: "The project was a success. We launched the product on schedule and within budget. It was well-received in the market, and it significantly boosted our company's visibility in the new segment. I’d say leading that project taught me a lot about strategic planning and the ins and outs of cross-departmental collaboration."

Question #32

Situation: “Well, at my first job as a team leader, I had to really get to know most of my team in order to delegate tasks appropriately.”

Task: “Most team members were new to the company, so I didn’t have much to go with.”

Action: “So, I sat down with each team member individually, really got to know them and their strengths and weaknesses, and distributed tasks based on their personalities.”

Results: “Team members were pretty happy with the tasks they got and started off their relationship with our company on a positive note.”

Question #33

What’s one project or achievement you’re very proud of ?

Situation: "One project I'm particularly proud of was at Company X, where I led the development of a new software tool designed to streamline our inventory management."

Task: "The goal was to reduce the time and effort it required to manage our inventory while also reducing the errors that came with manual entry."

Action: "So, I spearheaded the project. I collaborated closely with the IT and logistics teams to make sure our needs were met accurately. I guided the design, testing, and implementation phases and regularly updated key stakeholders while adapting the project’s scope based on their feedback."

Results: "The new tool significantly improved our efficiency. We cut inventory processing time by 40% and reduced errors by 50%. It was incredibly satisfying to see our work make such a significant impact on our operations. The team's positive reaction to the improvements was also really encouraging, so it’s an experience I’m glad I had."

Question #34

Situation: “In my previous position at Company X, my manager had to leave unexpectedly for about a month due to a medical condition. Fortunately, she was able to give us a week's notice.”

Task: “Because of that, our director asked me to fill in as the interim manager. I was familiar with the basics of management on a theoretical level, and I had worked with my manager closely before, but I certainly wasn’t trained to be a manager yet. Though I wasn’t going to say no, and I, more or less, felt confident about my ability to take on the new challenge.”

Action: “So, I accepted the position. The first thing I did was gather the team and let them know about the situation. I was very open about my lack of experience and asked them to be open about giving feedback when possible. I also asked a manager for an hour of their time to pick their brain and make sure I’m doing everything right.”

Results: “In the end, we managed to get through the month without any problems and we delivered all the projects on time. When my manager returned, she was very pleased with the work, and I even got compliments from our director. Because of my success with the role, I was even promoted to team manager at the end of that year.”

Question #35

Situation: "Well, I don’t have a lot of work experience that’s relevant here, but I do have an example from when I was a student. During my junior year at high school , I noticed that a lot of students felt disconnected from the school as a community, particularly those of us who weren’t involved in sports or any major clubs like theatre."

Task: "So, I wanted to create an opportunity to make everyone feel included. Something that could engage a broad range of people and foster a sense of community for everyone."

Action: "I worked with the student council to organize a 'Culture Week,' where each day was dedicated to celebrating different student backgrounds and interests. We set up workshops, performances, and presentations where students could share about their cultures, hobbies, and unique talents . I also reached out to different groups at our school to encourage them to participate and help them feel like part of the community."

Results: "The event was a big hit and it even became an annual tradition. Students who previously felt left out were now a lot more involved and visibly happier at school. It was really rewarding to see how a couple of new activities can help people connect with each other and find their place among everyone else."

Question #36

Describe a time when you didn’t know how to solve a problem . What did you do to resolve the issue?

Situation: "Hmm, well, for example, back when I worked in customer support, I used to get tasked with solving problems I knew nothing about. One evening, I found myself as the most senior person on shift, despite being relatively new myself. Right then, a customer called with a technical issue that I had never encountered before."

Task: "So, I needed to resolve the customer's issue and make sure they’re satisfied with our support, while at the same time, I had to learn how to fix the problem with no one to help me."

Action: "I was a little tense but kept my composure and assured the customer that I would find a solution and get back to them shortly. So, after hanging up, I did some research. I started by checking our internal knowledge base, then I started searching tech forums for similar issues. It took a bit of time, but I was able to piece together the information I needed to troubleshoot the problem."

Results: "In the end, I called the customer back with a step-by-step solution, which resolved their issue. They were grateful for the help and they were pretty satisfied with how I handled the problem, even though it took longer than it probably should have. I learned how to handle that particular problem like a pro, and I felt a lot more confident at work after that. Now, I feel like I can handle just about any unfamiliar problem that comes my way."

Question #37

Situation: "I was working as a sales associate at a popular clothing store, and one day our point-of-sale system went down. It was a busy Saturday afternoon, and the store was packed with customers."

Task: "Although fixing tech issues wasn’t part of my job description, I knew we needed to get the system back up quickly to avoid losing sales and frustrating customers."

Action: "I remembered a few troubleshooting steps from a previous job where I had seen a similar issue. I decided to try them out. I reset the main router and then restarted the POS system to see if it would clear the error. I also called our tech support line to confirm I was doing everything correctly."

Results: "To everyone’s relief, the system started working again within a few minutes. Customers were able to continue their purchases smoothly, and we avoided a potentially significant interruption on one of our busiest days. So, I managed to help the store that day and I learned how important it is to take initiative, no matter what your role is. I’d say it’s something that’s stuck with me ever since."

Question #38

Situation: "In my role as a video game animator at Company X, we encountered a challenge where the animations for a certain character in our newest game weren’t syncing properly with the game physics engine. So, this basically caused the character’s movements to look unnatural and disrupted the gameplay, especially during some critical action sequences."

Task: "My main goal was to make sure that the character animations were both visually appealing and mechanically in sync with the game’s physics. We were aiming for a seamless and immersive gameplay experience, so we couldn’t risk this coming up later."

Action: "First, I collaborated closely with the physics programmers to really understand the ins and outs of the engine. Then, I adjusted the keyframes in the character’s animation to align them better with the physics calculations. It still needed some refining, so I implemented a middleware tool specifically designed for animation blending and real-time adjustments."

Results: "The adjustments worked well. After the gameplay team and I tested the changes, the character's movements became much smoother and more realistic. We eliminated all the previous glitches, and the game was a success after its release.”

Question #39

Situation: "When I was working as an administrative assistant at a law firm, I noticed that a lot of my time was spent just looking for things. Whether it was a misplaced file on my desk or a lost email in my inbox, it was slowing me down."

Task: "I decided to tackle this problem head-on to make my days more productive and keep everything running smoothly."

Action: "First, I reorganized my desk. I set up a system where the most frequently used items were right at my fingertips. For my digital files, I meticulously organized my bookmarks and online folders, labeling everything clearly and setting up shortcuts for the files I accessed daily."

Results: "These changes really streamlined my workflow. I spent less time digging through drawers or clicking through folders, which gave me more time to focus on the real work. My coworkers and bosses noticed the improvement too, which definitely felt good. It just goes to show that sometimes it's the little things that can make the biggest difference in how productive you are."

Question #40

Situation: "When I was working as a social worker at a community health center, one of the families I was helping was really struggling. They had lost their main source of income and were facing a bunch of issues like not having stable housing and dealing with health problems."

Task: "I knew the usual resources wouldn’t be enough to really help them get back on their feet."

Action: "So, I went beyond what I would usually do. I contacted multiple local charities and community groups to find extra help for them. I managed to secure donations, arrange temporary housing, and fill out a lot of paperwork for more permanent solutions during my own time in the evenings and over the weekends."

Results: "All the extra work paid off. The family got into a stable housing program pretty quickly, received the medical care they needed, and got some financial aid to tide them over. It was a lot of effort, but seeing how much it helped them made it all worth it. It really showed me the impact I can have in this job."

Question #41

Situation: "In my previous role as a sales representative at Company X, we had been trying to land a major client that was known for their extensive market influence. Securing them had been a goal for our team for over a year."

Task: "So, I was determined to win this client. A win like that could boost our company's revenue and enhance our market reputation."

Action: "I took the initiative to thoroughly research the client’s business needs and the challenges they might be facing. Based on this, I tailored our pitch to highlight how our services could uniquely address each. I also coordinated with our product teams to make sure we could confidently deliver on any commitments made in the proposal. After several meetings and discussions, I finally presented our tailored services to their executive board. I don’t think I’ve ever been in a situation as high-stakes as that before or since!"

Results: "Thankfully, the client was impressed with our dedication and the customized approach, and they signed on. This was one of the largest deals our company had ever secured. The success was such a huge morale booster for the team, and I received commendations from our senior management for my involvement. It was incredibly rewarding to see our collective efforts pay off in such a big way."

Question #42

Situation: "Well, I started university with the intention of becoming an engineer . But, during my second year, I realized that, despite my interest in the subject, the academic environment and the course load just weren't the right fit for me. So I made the decision to drop out."

Task: "I was really disappointed in myself, and I felt like everyone else was disappointed in me, too. So, I moped around for a few days, then my immediate goal shifted to finding a stable job while I figured out my next steps. I needed to support myself financially, but I also wanted to use my time to explore other career options that might align better with my skills and interests."

Action: "I took a part-time job at a local tech store, where I ended up becoming the shift leader within a few months. Meanwhile, I spent a lot of time researching different fields and I eventually stumbled into digital marketing . I was drawn to the creative and analytical aspects of it, so I started learning more through online courses and tutorials."

Results: "Working part-time gave me the flexibility to delve into the field and hone my skills. Over time, I built a portfolio by helping friends and local businesses with their social media marketing. It was a pretty good practical experience, and it helped me land a full-time job in a digital marketing agency. So, although I never got that engineering degree, it turned out not to be a huge setback after all. Now I’m in a field I’m passionate about and where I can put my skills to good use ."

Question #43

Situation: "At the organization where I volunteered, we planned a big event to open up more discussions about sustainable energy sources and green transitions in an area where most people worked with fossil fuels."

Task: "We wanted to create a space where we could discuss how the area could transition towards green energy and hear what people’s concerns were, but we knew it could be a touchy subject for some of the locals."

Action: "I took a risk and invited a couple of well-known activists to speak at the event. I was hoping they would draw a big crowd and spark meaningful conversations. Even though a few volunteers at the organization were worried it might cause some backlash, I thought it was worth the risk."

Results: "Unfortunately, I was wrong. It turned out to be too much, too soon. Instead of creating a place for dialogue, the high-profile activists brought out protestors, and we saw lower attendance than we expected. The event didn’t have the impact we were aiming for, and that was tough to see. I realized I made a mistake by not listening to the other volunteers. But I definitely learned how important it is to understand the community you’re based in and to do the groundwork before taking risks like that.”

Question #44

Situation: "Oh yeah, absolutely. One time, during my game design internship , I was super excited to put together a complex puzzle for a new mobile game. I thought it would really impress players with its intricacy."

Task: "I wanted this puzzle to be a standout feature in the game. But during our initial playtests, the reaction wasn’t what I expected at all."

Action: "I sat down to watch the playtest sessions and also got some advice from the senior game designers . They helped me see that my puzzle, while cool, was too complex for the quick gameplay style of our game. Realizing this, I went back to the drawing board to simplify things."

Results: "After I toned down the puzzle, we tested it again and the response was way better. Players enjoyed it more because it fit the fast pace of the game without being too much of a challenge. I really saw how crucial it is to align game elements with the game’s overall vibe and what players are looking for."

Question #45

Situation: "I’m a content writer , and I have a bit of a habit of pushing my work until the last minute. It's something I've managed to get away with because I always meet my deadlines, but it definitely turns into a crunch."

Task: "I realized this isn’t the best way to work, especially when things get really busy. I knew I needed to start spreading out my workload to avoid the stress of last-minute rushes."

Action: "I decided to use a digital planner to keep track of my tasks. I set daily goals for myself and made sure to start on assignments earlier than before. I also started checking in on my progress more frequently during the week."

Results: "It’s been working out pretty well. I’m less stressed, and I think my writing is better for it because I’m not rushing through it, especially when it’s time for editing . I’m still working on making this a consistent habit, but I can already see the benefits."

FAQs on Behavioral Interview Questions

Are you still wondering something about behavioral interview questions? Check out the answers to some of the most frequently asked questions below.

#1. How can I prepare for behavioral interview questions?

The best way to prepare for behavioral interview questions is to think about the experience you have so far and any achievements or unique situations that stand out to you.

Behavioral interview questions tend to look at challenges you’ve faced and experiences you’ve found difficult, whether throughout your career or education. So, think about experiences that show off your most impressive skills or problem-solving abilities.

Reference the job description to see what skills are most relevant for the role, and focus on specific examples that can show the hiring manager how you match what they’re looking for.

#2. How can I say ‘I don’t know’ during an interview?

If you’re asked a question you just can't answer, it's best to be honest. The interviewer will be able to tell if you’re bluffing, so be upfront and show your willingness to learn.

For example, you could say, "I don’t think I’ve been in a situation like that before, but here’s how I would approach it." Alternatively, if you don’t have any work experience , you could relate the question to a similar experience you've had in your academic or personal life.

The interviewer will appreciate your honesty and they’ll still get what they need from your answer.

#3. How can I ace my interview?

The key to any successful interview is preparation. Always start by researching the company and the specific role you’re applying for.

Then, start practicing how to answer common interview questions. Make sure your answers are brief, to the point, and reflect what the company is looking for in an employee.

Take the time to prepare a few more detailed stories about your experiences using the STAR method so you can answer any behavioral interview questions, too.

Beyond that, dress appropriately according to the company culture , and arrive early. Make sure you maintain good eye contact, listen actively, speak confidently about your skills, and show enthusiasm for the role and the company.

Finally, follow up after your interview with a thank-you email that reiterates your interest.

Key Takeaways

You’ve made it to the end of our article!

By now, we’re confident you’re ready to take on any behavioral interview question like a pro.

Before you go, let’s do a quick recap:

Behavioral interview questions are questions based on how you behave in specific situations.
These questions can come down to how you react to stress, what your skill level is, and how you behave in a professional work setting.
The best way to answer these questions is by using the STAR Method. With this strategy, each answer should be structured by a Situation, Task, Action, and Results.
If you don’t have enough relevant work experience, you can give an example from your time as a student.

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Behavioral Interview Questions: 40 Common Questions and How to Answer Them

Klara Cervenanska ,
Updated November 20, 2023 14 min read

What's more stressful than a job interview? A behavioral job interview, brimming with behavioral interview questions that really make you sweat.

These aren't your standard questions like " Tell me about yourself " No, these questions take you on a deep dive into your past work experiences, challenging you to come up with real-life situations on the spot.

Though it might seem tough to prepare for these kinds of questions, there's good news. There are methods out there that can help you craft solid answers to almost any behavioral question thrown your way.

In this guide, we've put together everything you need:

the 30 most common behavioral interview questions, including 10 questions asked by big names like Amazon
sample answers that can guide your preparation
overview of the STAR method to help you ace any behavioral question

By the end of this article, you'll have the tools and confidence to tackle these tough questions and make a memorable impression in your next behavioral interview.

Click on a section to skip

What is a behavioral interview?

What are behavioral interview questions, 30 common behavioral interview questions, amazon behavioral interview questions, how to answer behavioral interview questions, star interview method, key takeaways: behavioral interview questions.

Have you ever walked into an interview thinking it's going to be the same old Q&A session, only to find yourself in the hot seat, recounting your entire work history?

Welcome to the world of behavioral interviews.

So, what exactly is a behavioral interview? A behavioral interview is a technique used by employers to understand how you've handled real-life situations in your past work experiences. It's based on the belief that past behavior is the best predictor of future performance.

Essentially, imagine an interview where the questions aren’t about what you can do, but about what you have done. It’s like the interviewer has a crystal ball, but instead of predicting the future, they want to take a deep dive into your past.

The idea is simple: your past behavior is the best predictor of your future performance.

These interviews can feel like a trip down memory lane, but it's not just about reminiscing. Each question is a key that unlocks a story about your skills, decision-making, and adaptability in real-life work situations.

It’s not just, “Do you work well under pressure?”

It’s more, “Tell me about a time when you had to work under extreme pressure.”

Behavioral interviews vs. situational interviews

When it comes to job interviews, behavioral and situational interviews are similar in that they both ask for complex answers, not just a simple 'yes' or 'no.'

In both types, you're not just listing your skills; you're demonstrating them through your answers. But here’s where they part ways: one looks back, and the other looks forward.

Now, let's break down the key differences:

Let's take a closer look:

Behavioral interview: Focuses on the past and asks questions about your actual experiences and actions in specific situations. For instance, you might be asked, “Tell me about a time when you had to meet a tight deadline.”
Situational interview: Concentrates on the future, using hypothetical scenarios to gauge how you might handle potential challenges. A common question could be, “What would you do if you faced an impossible deadline?”

One advantage of situational interviews is that they level the playing field. Employers can put all candidates in the same hypothetical situation and compare their answers.

This makes it easier to compare candidates directly because everyone's answering the same 'what if' question.

But remember, whether you’re reflecting on the past or predicting the future, the key is to show how your skills and mindset make you the right person for the job.

Behavioral interview questions are a favorite tool in an interviewer's kit. Why?

Because they reveal a lot more about you than your typical Q&A.

But how do employers come up with behavioral interview questions? It's not as random as it might seem. Employers often start with the key competencies and skills that are crucial for the job. They then craft questions that help them understand how candidates have demonstrated these qualities in real-life situations.

Why do they like asking them? Well, past behavior is a great predictor of future performance. These questions let employers peek into your professional history to see how you've handled challenges, solved problems, and worked with others. It's like a sneak preview of what you might bring to their team.

Let's dive into some key characteristics of behavioral interview questions:

Specificity. These questions are detailed. They don't want to know if you're good at something in general; they want a specific example of a time you demonstrated a skill or handled a situation.
Real-life situations. Expect to talk about actual events from your past work experiences. You’ll need to recall times when you solved problems, faced challenges, or achieved something significant.
Skill-focused. Each question targets a specific skill or competency, like teamwork, leadership, problem-solving, or adaptability. Your answers should highlight how you've effectively used these skills.
Open-ended. These questions don't have a right or wrong answer. They're designed to get you talking and sharing stories about your experiences.

Now that you're getting a handle on what these questions are all about, you might be wondering, "What kind of questions can I expect?"

Stay tuned for the next chapter, where we'll dive into the 20 most common behavioral interview questions – you might just find a few that you'll need to prepare for!

Navigating behavioral interviews can feel like a minefield, but knowing what to expect can make all the difference.

Here are 20 common behavioral interview questions, gathered from various reputable sources, like Yale University or University of Sydney .

Keep in mind, these questions are designed to get you to share detailed, specific examples from your past work experiences.

Tell me about a time when you had to work closely with someone whose personality was very different from yours. (Teamwork Question)
Describe a time when you had to interact with a difficult client or customer. What was the situation, and how did you handle it? (Customer Service Question)
Tell me about a time you were under a lot of pressure. What was going on, and how did you get through it? (Adaptability Question)
Give me an example of a time you managed numerous responsibilities. How did you handle that? (Time Management Question)
Tell me about a time when you had to rely on written communication to get your ideas across. (Communication Question)
Tell me about your proudest professional accomplishment. (Motivation Question)
What’s a project or accomplishment you’re proud of? (Top Behavioral Interview Question)
Tell me about a time you had an interpersonal conflict at work. (Teamwork and Collaboration Question)
Tell me about a time you had to tell someone no. (Communication Question)
Tell me about a time you led a project. (Leadership and Management Question)
Recall a time when you weren’t sure how to solve an issue. Walk me through how you resolved it. (Problem Solving Question)
Can you recall a high-pressure job situation from your past? (Personal Stress and Adaptability Question)
Tell me about a time when you exceeded expectations. (Success, Failure, and Self-Reflection Question)
Tell me about a time you had to work with someone with a very different work style than you. (Teamwork Question)
How do you handle setbacks at work? (Resilience Question)
Tell me about the last presentation you made. How did it go? (Communication Question)
What is the biggest challenge you’ve faced? How did you overcome it, and what did you learn? (Challenge Question)
How do you handle multiple and competing deadlines? (Time Management Question)
What do you do if you don’t understand the project assignment? (Problem Solving Question)
How do you handle a lot of stress or pressure on the job or in school? (Stress Management Question)
Tell me about a time you failed at work. (Resilience Question)
What personal traits make you stand out for this role? (Position-Specific Question)
Describe a situation in which you had to apply your skills to learn a new technology/ process. (Analytical Question)
Provide an example of a time when you offered an innovative solution to a difficult problem. (Creativity Question)
Tell me about a complex problem you solved—walk me through your thinking as you solved it. (Analytical Question)
What makes you a good team member? (Teamwork Question)
Describe a situation in which you were able to successfully convince someone to see things your way. (Communication Skills Question)
Describe a difficult situation that you feel you should have handled differently. What did you learn? (Management Skills Question)
Give me an example of how you demonstrate initiative. (Drive Question)
Tell me about a time when you provided outstanding customer service. What was the situation and what did you do? (Sample Behavioral Question)

Each of these behavioral interview questions targets specific aspects of your professional experience and skills. When preparing your answers, think about situations that best illustrate your abilities in these areas.

Remember, the key is to provide concrete examples that demonstrate your competencies and how they align with the role you're interviewing for.

Firstly, it's a well-known fact that Amazon takes its behavioral interviews seriously.

When you're preparing for an interview with this tech giant, expect to encounter a barrage of questions starting with “Tell me about a time you…”

These aren't just random inquiries; they are meticulously designed to probe your soft skills, aligning closely with Amazon's 16 leadership principles .

We've dived into the depths of Glassdoor data , where real people share their actual interview experiences, to bring you 10 real Amazon behavioral interview questions asked in various Amazon job interviews:

Tell me about a time when you had to leave a task unfinished.
Tell me about a time when you had to work with incomplete data or information.
Tell me about your most challenging customer. How did you resolve their issues and make them satisfied?
Tell me about a time when you invented something.
Tell me about a time when you had to work with limited time or resources.
Tell me about an unpopular decision of yours.
Tell me about a time when you realized a project needed changes.
Think about a time you received negative feedback. How did you deal with that?
Can you give an example of a time you exceeded expectations?
Tell me about a time when you gave a simple solution to a complex problem.

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Tackling behavioral interview questions can feel like crafting a compelling story.

You want to be clear, relevant, and leave your interviewer impressed.

Here's some tips on how to do just that:

Prepare a mental catalogue of situations. Before the interview, sit down and recall different situations from your past work experience. Create a mental library of scenarios you can draw from. This preparation will make it easier to quickly pull relevant examples during the interview.
Be specific. Think of a specific incident that clearly demonstrates your skills or how you handled a situation. For example, instead of saying, "I'm good at problem-solving," describe a particular problem you solved, how you approached it, and the solution you implemented.
Stay relevant. Tailor your stories to the job and align your examples with the job's requirements. If you're interviewing for a leadership role, focus on situations where you led a team or project successfully.
Keep it positive. Spin a positive yarn, even from a negative situation. Focus on what you learned or how you improved. For instance, if you talk about a conflict, emphasize how it was resolved and what it taught you about teamwork or communication.
Use STAR method. This is a handy tool for structuring your responses, and we'll explore it more in the next chapter.

Example question and answer

Question: "Tell me about a time when you had to work on a tight deadline."

Answer: Last year, in my role at XYZ Corp, we faced an unexpected deadline for a major project after a key team member became ill. I stepped up as the interim lead, quickly reassessing the workload and reallocating tasks based on each team member's strengths. I also established daily check-ins to track our progress and maintain open communication. Despite the time crunch, we successfully delivered the project on schedule. This experience reinforced the value of adaptability, clear communication, and teamwork under pressure.

The STAR interview method is a helpful framework for answering behavioural interview questions. It's well-established, widely used, and recommended by career professionals across various industries.

The beauty of the STAR method lies in its simplicity and effectiveness. It helps you structure your responses in a way that is both comprehensive and engaging for the interviewer.

Let's break down each component of this method:

S for Situation: Start by painting a picture of the context. Where did this situation occur? When did it happen? What were the key factors involved?
T for Task: Define your specific task/role or challenge in that situation. What were you responsible for? Were there any expectations placed on you? What was your objective?
A for Action: Describe the actions you took to address the task. What steps did you take to resolve or manage the situation? How did you approach the challenge? Who did you work with or coordinate?
R for Result: Conclude with the results or impact of your actions. What was the outcome? Did you learn anything? What was the impact on the team or company?

Clearly, the best way to understand the effectiveness of the STAR method is to see it in action. Let's walk through an example to demonstrate how each component comes together to form a coherent and impactful response.

Example answer using STAR interview method

Question: "Tell me about a time when you had to overcome a significant challenge."

Situation: "In my previous role at XYZ Inc., we faced a significant decline in customer satisfaction scores."
Task: "As the customer experience manager, it was my responsibility to identify the root causes and improve our service quality."
Action: "I initiated a customer feedback survey, analyzed the data to identify key issues, trained the team on new service protocols, and introduced a follow-up process for customer complaints."
Result: "Within three months, our customer satisfaction scores improved by 30%, and we regained our leading position in the industry satisfaction rankings."

Behavioral interview questions are not your typical interview questions. These require you to reflect on your past experiences and specific situations and on how they've shaped your approach to work challenges.

While behavioral interview questions are gaining popularity, traditional interview questions still dominate the landscape. Hence, don’t forget to prepare for other common interview questions like:

Why should we hire you?
Tell us about yourself.
Why did you leave your previous job?

Tools like Kickresume's Interview Questions Generator can also come in handy. This AI-powered tool tailors common interview questions to your industry and role, ensuring you're well-prepared for any interview scenario.

Finally, let’s not forget the cornerstone of your job application: your resume . The importance of having a well-crafted, job-specific resume cannot be overstated. The AI resume writer tool can generate tailored resumes with the help of AI in a few clicks so you don't have to spend your days crafting resumes.

FAQ: Behavioral interview questions

1. Describe a time when you had to interact with a difficult client or customer. 2. Tell me about a time when you had to work on a tight deadline. 3. Tell me about a time when you faced a significant challenge at work. How did you handle it? 4. Describe a situation where you had to work closely with a difficult colleague. 5. Give me an example of a time when you showed initiative at work. 6. Tell me about the last presentation you made. How did it go? 7. What’s a project or accomplishment you’re proud of? 8. Tell me about a time you had an interpersonal conflict at work. 9. Tell me about a time when you had to adapt to a significant change at work. 10. Think about a time you received negative feedback. How did you deal with that?

To prepare for a behavioral interview, reflect on your past work experiences and identify examples that showcase your problem-solving, teamwork, leadership, and adaptability skills. Practice articulating these experiences clearly and concisely, using the STAR method (Situation, Task, Action, Result) to structure your responses. Research the company and align your examples with their values and the job's requirements.

To answer behavioral interview questions effectively, use the STAR method: Start by describing the Situation , clarify your Task or role, detail the Actions you took, and conclude with the Result or outcome. This framework helps structure your response, ensuring it's clear and highlights your skills and problem-solving abilities in a concrete, relatable way.

While behavioral interview focuses on the past and asks questions about your actual experiences and actions in specific situations, situational interview concentrates on the future, using hypothetical scenarios to gauge how you might handle potential challenges.

Klara graduated from the University of St Andrews in Scotland. After having written resumes for many of her fellow students, she began writing full-time for Kickresume. Klara is our go-to person for all things related to student or 'no experience resumes'. At the same time, she has written some of the most popular resume advice articles on this blog. Her pieces were featured in multiple CNBC articles. When she's not writing, you'll probably find her chasing dogs or people-watching while sipping on a cup of coffee.

How to answer: “why should we hire you” (+12 examples).

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Behavioral Interviews

The STAR Interview Method: How to Answer + Examples

STAR stands for Situation, Task, Action, and Result, and this method will help you create structured, concise, and engaging responses to behavioral interview questions. Whenever you need to tell a story to demonstrate your skills, STAR is your go-to.

If “telling a story” sounds intimidating, don’t worry. We wrote this guide with the help of career coach Pamela Skillings, recognized as “A guru in the world of interviewing” by the Wall Street Journal. Her insights and tips will help you learn the STAR method and quickly create engaging answers to increase your chances of landing a job.

After reading this article, you’ll know:

What is the STAR method and how to use it for the greatest impact
How to make your STAR answers shine bright (samples included)
How to easily prepare your answers before the interview

Big Interview: the best interview preparation tool

Don’t waste days compiling overused interview techniques. Get original answers to every single question you could expect.

What Is the STAR Method?

The STAR (Situation-Task-Action-Result) method, a.k.a. the STAR format, is a way to answer behavioral interview questions and other common questions that require storytelling. It proves you’ve got the skills needed to excel in the position you applied for — based on a story about how you used those skills in the past.

Usually, you’ll need to use the STAR technique when answering behavioral interview questions , that is, questions that begin with:

Tell me about a time when…
Can you recall a situation in which…
Give me an example of a time when you…

The STAR method can be useful in answering any question, whenever you’d like to use a story or illustrate something with an example. For instance, questions about:

Your proudest accomplishments
Times you failed
Your strengths
Your weaknesses
Situational questions – questions about a hypothetical situation

“I recommend that when it’s possible, candidates add a short STAR example to the hypothetical. Like: ‘Here’s a description of how I would generally respond. For example, I recently had a situation…’ Not always possible but definitely helpful. A real example is much more memorable and convincing than theorizing.” — says Skillings.

For more information on behavioral interviewing and how to answer these questions using the STAR method, check out the video:

If you want to learn more about how to answer the most common interview questions, how to sell yourself in an interview, or negotiate your salary, sign up for our free course .

How to Create Answers Using the STAR Method

Let’s break down each component of the STAR method and learn the best way to craft compelling stories.

We’ll use an example of a retail sales associate being asked the following question: “Tell me about a time when you initiated a successful project or an idea.”

Describe the situation so that your interviewer understands the context. There’s no need to be too detailed. Providing a general context with the most important facts should be enough. This should take around 15% of the total answer time.

For example:

Briefly describe your specific task or responsibility in that situation. No need to go into detail here either, just make sure to highlight what your role was.

This is usually the shortest part and should account for 10% of the whole answer.

The main part of your STAR answer. You need to be as detailed as possible when describing what actions you took to achieve something. The Action part should take up around 60% of your answer (it might seem a lot, but remember, you have to describe what you did — step by step).

Here, interviewers will look for clues about your experience and skills. Depending on the skill the question is supposed to assess, this bit will show them:

How you think.
How you organize work.
How well you work with others.
If you have an analytical mind.

✅ Pro tip: The question hints about what skills you’ll need to highlight in the Action part. For example, in our case, the question “Tell me about a time when you initiated a successful project or an idea,” will look to assess:

Your ability to take initiative (because you initiated a project)
Your analytical skills (because you spotted potential areas of improvement)
Your problem-solving skills (how you completed that project or idea)
Your communication skills (because you had to successfully present an idea and get approval for its realization)

Here, you should mention the tangible results of your actions. Ideally, these will be quantifiable data (%, $), but you can also include qualitative things (bonuses, positive feedback, promotions, awards).

✅ Pro tip: You can also touch upon lessons learned from your experiences. This is especially important for questions about less flattering experiences you had, like the ones about your failures or weaknesses.

Here’s what the entire answer would sound like.

Sample answer using the STAR method

Interviewer: “Tell me about a time when you initiated a successful project or an idea.”

STAR Method in Action: Sample Questions and Answers

Sample star answer to a question about teamwork, industry: it consulting.

Interviewer: “Share an example of when you had to adapt to a team member’s working style.”

Situation: A few months ago, I was assigned to work on a project with a coworker from another department.

Task: Our task was to develop processes for several new services our agency introduced to our clients. After the initial meeting, I noticed big differences in how he and I approach work. I’m flexible and tend to focus on the big picture. He’s detail-oriented and prefers a structured approach.

Action: We decided to split the work accordingly. I focused on the goals of these new services and how to best follow them through procedures. I also worked on identifying key milestones and major project components. He, in turn, worked on granular steps, created structured plans for each project phase, and developed in-depth documentation and manuals explaining the processes.

Result: We ended up completing the project a week before the deadline and with minimal reiterations from the management team. The experience taught me that such a big difference in working styles is not a disadvantage: on the contrary, it’s a complementary strength that helps us contribute to the team and the company in the best possible way.

Why we like it: The candidate saw a way to turn a potentially difficult clash into a productive experience, displaying positivity and great interpersonal skills. They also proved their problem-solving skills by devising a plan where both people could contribute to the project through their unique strengths.

For a detailed guide on all behavioral questions related to teamwork, check out How to Answer Teamwork Interview Questions (Tips and Examples) .

Sample STAR answer to a question about problem-solving

Industry: hr.

Interviewer: “How did you approach a situation where you had multiple problems to solve at the same time?”

Situation: In my last position where I worked as a recruiter, we got into a high-demand hiring season where we had to fill in several key positions across several departments simultaneously.

Task: At first, I didn’t know what to focus on, as I was in charge of managing open positions and moving candidates through the hiring process effectively.

Action: I decided to structure my approach and began by researching each position thoroughly to gauge the urgency and criticality of the role. It helped me prioritize and allocate resources accordingly. I made strategic use of our applicant tracking system to streamline the sourcing and screening processes to filter out only the best, relevant candidates. I also used industry-specific platforms and forums to track people.

Result: This helped me meet the hiring goals and decrease the time needed for hiring. 2 years later, all the people I hired then are still in the company, which proves they were a good fit.

Why we like it: The candidate explained in detail their process for solving the problem, which gives the interviewer insight into their approach, problem-solving skills, prioritization, and analytical thinking.

If you want to learn all about how to answer problem-solving skills, we’ve got a super detailed guide for you: Answering Problem-Solving Interview Questions: Tips and Examples .

Sample STAR answer to a question about leadership

Industry: email marketing.

Interviewer: “Tell me about a time when you had to lead under pressure or a tight deadline.”

Situation: Last year, my team got a big ad-hoc project from one of our main clients.

Task: The deadline was tight, and we had to conceptualize and create 30+ BFCM promo emails.

Action: As soon as we got the brief, I scheduled a meeting to organize and divide the workload and set clear timelines. I prioritized tasks based on the email’s scheduling date and offer importance. I established the order of operations, and we had a clear process on who was doing what and when. Still, there were times when we had to improvise but transparent communication made it easy. Each person was like a piece of a puzzle and we worked tirelessly.

Result: It was like watching a well-organized sports team — their efficiency was admirable. We finished all emails on time and generated $850K in revenue from them. The client was thrilled.

Why we like it : The candidate kept their cool in a high-pressure situation and relied on their leadership and organizational skills to set an efficient process and inspire their team to give their best.

If you want to learn more about how to answer leadership questions, check out Behavioral Interview Questions: Leadership [How to Answer + Examples] .

If you’re applying for your first leadership position, head here: 20+ First-Time Manager Interview Questions and Answers + Tips

Sample STAR answer to a question about communication

Industry: education.

Interviewer: “Tell me about a situation when you persuaded someone to see things your way at work.”

Situation: Two years ago, I wanted to integrate some practical, real-world examples into classes and courses.

Task : I especially wanted to do this in my lessons and I wanted my students to get some hands-on experience in marketing.

Action: For this, I thought about involving a local retail business. So I had to convince my coworkers, teachers, and school administration to apply this unconventional approach. To make it convincing and enjoyable, I created a mini-game where teachers would play the role of students engaging in a simulated marketing project. Before the game, during the presentation, I put a lot of emphasis on how students could benefit from this and apply their theoretical knowledge to real-world situations.

Result: They appreciated my efforts and ideas and agreed to explore the possibility of collaborating with one of our local businesses. Eventually, we did manage to make it happen, and I learned how important it is to be relatable, creative, and fun when pitching new ideas.

Why we like it: The candidate found a new angle for persuading someone to see things their way — they were relatable and used humor and entertainment as their main weaponry.

If you want to learn more about how to answer questions about communication and working in diverse teams, check out Answering Behavioral Interview Questions: Intercultural Fluency .

Sample STAR answer to a question about initiative and ownership

Industry: marketing.

Interviewer: “Tell me about a time when you worked with little to no supervision.”

Situation: I worked in an internal marketing department in a marketing agency. We used to launch quarterly reports about industry trends and events that shaped the previous quarter.

Task: During a particularly busy season, the entire company was focused on client work. My coworker and Iwere left to write, design, publish, and promote the report without any help.

Action: We decided to split the tasks: I wrote the report, she edited it and added insights from industry experts we got in touch with. She designed the report, and I wrote the copy for the landing page and other promotional materials. Finally, we found a simple drag-and-drop page builder and created the landing page, connected it to our website and email service provider, and tested everything. Everything went pretty smoothly, and we managed to publish the report on time, as if nothing had happened.

Result: We got a lot of positive feedback from the readers. I realized I wouldn’t have been able to do it all by myself, and this experience taught me how important it is to work with someone you trust.

Why we like it: The candidate displayed resourcefulness and the ability to do the work independently. They also showed they can get along with others in high-pressure situations, and that they’re a reliable person who can deliver the work even if the circumstances are not ideal.

How to Prepare STAR Answers Before the Interview

Research the job.

You can’t properly prepare unless you know what exactly you’re preparing for. So you’ll need to research the job to understand what skills and competencies the position requires, and what kind of experience an ideal candidate would have.

Your best bet is the job ad itself. Read it carefully, and pay special attention to sections like “What you’ll be responsible for” or “Your duties.”

You can also check the company website — perhaps you can find the company structure there, and details about the team your potential position is in, as well as how it’s connected to other teams internally.

Check out the company’s social media and website for clues about company culture, as that can help you gauge what soft skills might be a nice addition to your experience and existing skills.

Reflect on your past

Think about your achievements that might be similar (or identical) to what’s expected of you in the job you’re interviewing for.

Think about:

Things you achieved on your own
Things you achieved with your coworkers
Your failures and weaknesses
Your strengths and interests
Lessons you learned from certain experiences

Then, think about typical skills that behavioral questions tend to explore. These are usually:

Communication
Problem-solving
Decision-making
Initiative and ownership

Then, connect the dots. What is your proudest accomplishment, and what’s the skill that helped you achieve it? What’s your biggest failure? What caused it?

Write down these ideas and details and include them in the final version of your answer.

Finally, connect your past achievements or duties to potential interview questions. Draw parallels between the skills and experiences you have and the ones they need. Find a way to illustrate how you can contribute to their company.

More tips below:

Practicing for interviews is key, but especially so when it comes to delivering STAR-based answers.

If you don’t practice, here’s what will happen:

You won’t have relevant stories to illustrate your skills.
Even if you manage to think of something on the spot, you won’t provide all the relevant details.
You won’t figure out the key skill they’re looking to assess.
You’ll be nervous and scramble to find the right words.
Your delivery will be a mess.

Practicing will prevent all of these problems and make sure both your answer and your delivery are perfect — it takes some time, yes, but it also makes all the difference between “we’ll call you” and “you’re hired!”

You can use an Interview Simulator to practice for just about any behavioral question. The tool will assess the quality of your answer and suggest how to make it better by adding more power words, improving your pace of speech or vocabulary, reducing filler words, and much more.

You can have as many takes as you like, until you feel confident and excited about that interview.

Common Mistakes to Avoid

Being too general.

Get specific in all the components of your STAR answer! Sure, you already know that the Action part needs to be the longest and most detailed, but don’t skip over important info in other components.

If a piece of information is relevant to the story, contributes to the context, and illustrates your experience or skills, include it.

Missing the point

If a piece of info doesn’t contribute to your point in any way — drop it. There’s no need to use irrelevant details. Although there’s no fixed limit to the length of a STAR answer, it should be long enough to provide only key details that illustrate your point.

If you’re having doubts about whether or not to include a detail, ask yourself “So what?” If you can’t find a direct connection to the story, skip it.

Focusing on the wrong story

A story that doesn’t connect to the job you’re applying for or that doesn’t illustrate the right skill is useless, no matter how fun.

Anticipate common behavioral interview questions, research them, and think about what skill(s) they’re trying to assess.

The situation from the question will reveal what skill they’re trying to assess (usually what goes after “Tell me about a time when”). Once you discover what it is, you can think of additional, complementary skills that would be nice to have.

Below is a list of common behavioral questions and skills they’re seeking to uncover. The bolded elements are the main skill the question is targeting, the rest are complementary, desirable skills to display.

Describe a time when you had to handle a conflict between two team members ( Conflict resolution , teamwork, interpersonal relations, communication, leadership)
Can you share an instance where you went over and above to help a team member? ( Teamwork , taking initiative)
Can you give an example of a time when your team disagreed with your decision, and how did you manage it? ( Conflict resolution , leadership, persuasion, communication)
Describe a situation where you had to make a tough decision with limited information ( Decision-making , resourcefulness, analytical thinking, calculating risk)
Discuss a situation where you implemented a creative solution to a problem ( Problem-solving , analytical thinking, creativity)
Share an experience of leading a team through a major organizational change ( Leadership , problem-solving, interpersonal relationships, communication)
How have you handled a non-performing team member? ( Interpersonal relationships , handling feedback, leadership, problem-solving)
How have you persuaded someone to see things your way at work? ( Persuasion , communication, interpersonal relationships, teamwork)
How have you handled communicating with a diverse group of individuals? ( Communication , teamwork, creativity)
Talk about a project or task you started on your initiative ( Taking initiative , task ownership, problem-solving, analytical thinking)

Not preparing ahead of time

As we already said, preparation is key. Not preparing your stories and STAR answers in advance will seriously mess up your chances of landing that job for all the reasons discussed in the headings above: your answer will be messy, you’ll miss the point and tell the wrong story, you’ll sound unconvincing, you won’t be able to provide relevant detail, and you’ll probably get confused and start stuttering.

For this reason, anticipating the most common behavioral questions and preparing a few stories in advance is key.

Plus, a single story can serve you multiple times for multiple different questions.

Not to mention, you’ll be ready for job interviews that will come in the future. All it will take is just a bit of refreshing your memory.

The STAR Interview Method: Popular Opinion vs. Expert Advice

Assignmenthuge102 posted on Reddit :

Does anybody else feel demoralized after a STAR method interview? I can’t stand STAR method interviews (situation, task, action, result). It seems so fake and it doesn’t seem to get the most out of the candidate because of how manufactured their responses are. What are your thoughts on this method? Has anyone had success with it? What are your experience?

Career expert comments:

Like any other framework, the STAR is the template to be adjusted and changed according to a candidate’s unique experience. If used lazily, it will produce inauthentic answers.

But if used properly, it’s just a way to create meaningful answers quicker and easier – not a tool for mass-producing manufactured answers. So it’s likely that the STAR answers this person heard from others and used themselves were not correctly made.

If a candidate has strong achievements, their STAR answers won’t be boring or predictable because it’s not likely that someone else managed to earn that amount of money, or reduced churn by that percent, and similar. So I’d say to focus on results and quantify them in the STAR answer.

From there, candidates are allowed to play around. I would say that reordering the STAR elements can be a fun way to stand out. For example, starting your answer with:

“I once saved $23K for my company simply by introducing a detailed QA checklist.” is a great way to hook the listener and make them want to hear more. From there, you can work your way back and explain how you did it and why it needed to be done in the first place.

In the same thread, Confident-Mushroom80 said:

The best way to get through them is to literally sit down with a Google Sheet and copy/paste STAR questions onto it and then methodically formulate the best possible answer for them. Format it nicely so it’s effective for your eyes. Refresh the answers in any way you see fit according to the new job you are interviewing for. If you’re on Zoom or whatever you can literally have it open on a second screen and scroll through to find things in real time in case your brain flies out your ass in mid-interview.

… and BootyMcSqueak answered:

I did this too. Until they asked questions I wasn’t prepared for and tried doing STAR on the fly. I felt flustered trying to word everything in that specific format. I did not get the job.

Career expert comments:

Don’t do this unless you want to get flustered and ruin your chances of landing a job. Interviewers can easily spot a canned answer, doesn’t matter if you’ll read it from a Google Sheet or learn it by heart. They might not comment on it, but that doesn’t mean you’ll get away with it.

A better approach here would be to focus on the stories and how you can adjust them to answer several different questions – not on individual questions and a canned answer for each.

So prepare several strong stories that showcase your skills and then adjust them to answer the question you get in an interview. If you prepare them for the key skills relevant to pretty much any position (teamwork, problem-solving, communication, analytical skills…), you’ll be covered.

You’ll have an answer to the question, you’ll know exactly what you need to say, but you’ll do a bit of improvisation to adjust it, which will prove it’s authentic and not scripted.

Summary of the Main Points

The STAR method stands for Situation, Task, Action, and Result.
STAR is used to answer all behavioral interview questions, but it can be useful whenever you want to tell a story, regardless of the type of question you get.
When using this framework, you should provide enough relevant information to set the context, describe the problem and your part in it, your action (how you solved it), and the results.
The Action part of your answer needs to be the longest and most detailed: it needs to take up around 60% of your STAR answer.
Always include quantifiable results. If this is not possible, mention qualitative results like bonuses, promotions, positive feedback, and similar.
It’s best to mention the lessons learned in the Results part, especially when answering questions about your less flattering side: your failures and weaknesses.

_____________________

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What is the START method? Is it different from the STAR method?

START stands for Situation, Task, Action, Result, Takeaway. Essentially, it’s the same as STAR, with another component, Takeaway, in which you talk about lessons learned from the experience. That said, you should list lessons learned in the Result section whenever possible, so essentially, START and STAR are the same.

Can I use the STAR method when answering questions other than the behavioral ones?

Yes, you can use the STAR method whenever you want to tell a story to illustrate your point — at pretty much any time during the interview, not only when asked a behavioral question. You can also use it when answering situational questions, to add a realistic picture in addition to your hypothetical reaction.

Why do I find the “tell me about a time” questions so hard?

You might find the behavioral questions hard or challenging in case you don’t prepare in advance. In such cases, it’s hard to think of relevant stories on the spot, it’s difficult to properly describe relevant skills and experience, and your delivery will be poor because you’re nervous. This is why preparing and practicing answers for these questions is crucial for informative, engaging answers and confident delivery.

How to use the STAR method if I can’t think of an example of a specific situation?

If you haven’t experienced the exact situation that a question refers to, think of a similar one, or analyze the question, figure out which skill it seeks to assess, and provide a story where you displayed a similar skill. If this doesn’t work, think of situations that share similarities or certain aspects with the question asked. If that doesn’t work either, create a hypothetical scenario that demonstrates the skills from the question. However, you’ll need to be transparent and communicate that this is a hypothetical situation. In the Situation and Task parts of your answer, briefly describe the scenario you’re using as a basis for your response. In the Action part, describe what actions you would take in a situation, explaining why you made that particular choice. In the Result part, discuss the potential outcomes or the expected results.

Can I use the STAR interviewing technique effectively if I have no experience?

Yes, because your answers don’t need to be based solely on your work experience. You can draw upon other aspects of your life, like education, volunteering experience, internships, extracurricular activities, personal projects, hobbies, or any other situations where you demonstrated relevant skills or qualities.

Which interview questions, in particular, should I answer using the STAR format?

Primarily behavioral interview questions (the ones that begin with “Tell me about a time when” or “Can you recall a situation when”). But you can use the STAR method regardless of the type of question, whenever you want to showcase your experience and skills through storytelling.

Maja Stojanovic

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20+ Behavioral Interview Questions and Answers

By Laura-Ann Burgess

Published: June 16, 2023

Interview Preparation

Laura-Ann Burgess

Writer & Career Coach

Behavioral interview questions have become increasingly common in today’s competitive job market. These questions are designed to go beyond assessing qualifications and experience to gain deeper insights into a candidate’s personality, skills, and potential fit within an organization. By evaluating past behavior with behavioral questioning, employers can predict future performance. That’s what makes behavioral interviewing so much more effective for businesses!

In this article, we’ll explore the significance of behavioral interview questions and provide a curated list of 20+ questions (with sample answers) to help you ace that next interview.

What are behavioral interview questions?

Behavioral interview questions evaluate how candidates have behaved in past circumstances as an indicator of their likely future performance. Unlike hypothetical questions, behavioral questions focus on concrete examples from your professional or personal history.

They allow hiring managers to assess your actions, behaviors and thought processes in real-life scenarios. Employers believe that past behavior is a reliable predictor of future behavior, helping them gauge your potential for success and cultural alignment within their organization.

The purpose of behavioral interview questions

Behavioral interview questions serve several important purposes during the hiring process.

Assess past performance: These questions evaluate how you have approached and handled situations in the past, providing insights into your abilities, decision-making skills, and problem-solving capabilities.
Predict job fit: Employers want to ensure they are hiring candidates who align with the skills and behaviors required for the position. Behavioral questions help assess your fit by examining your past experiences and accomplishments.
Evaluate soft skills : Behavioral questions provide insights into your interpersonal skills, communication abilities, teamwork, adaptability, and leadership potential. They help employers gauge your emotional intelligence and overall fit within the organization’s culture.
Promote authenticity: By drawing from real-life situations, behavioral questions allow interviewers to gain an accurate understanding of who you are as a candidate. They help differentiate authentic responses from rehearsed or fabricated ones.
Compare candidates: Behavioral questions provide a standardized approach for comparing candidates objectively. By asking each candidate the same or similar questions, employers can evaluate and compare their responses side by side.

Types of behavioral interview questions

Behavioral interview questions can be categorized into different types, each aiming to uncover various aspects of your skills and experiences.

There are hundreds of behavioral questions that might be asked, dependent on the role you’re applying for, the interviewer, and more.

For the sake of this comprehensive guide, let’s explore four primary categories of behavioral interview questions and provide five sample questions with answers for each category.

1. Situation-Based Questions

Describe a time when you faced a challenging deadline. how did you prioritize tasks and ensure timely completion.

Sample Answer:

“As a project manager , I faced a challenging deadline where I needed to deliver a complex design project before we closed for December. I broke down the project into smaller milestones, created a detailed timeline, and delegated responsibilities to team members. By closely monitoring progress, addressing roadblocks, and fostering collaboration, we successfully met the deadline.”

Share an experience where you had to handle a difficult team member or coworker. How did you approach the situation and resolve conflicts?

“I once experienced friction with a colleague when I was promoted to a position in the team that she had had in mind for herself. I initiated a conversation with the individual privately, actively listened, acknowledged their concerns, and worked together to find common ground. By facilitating team-building activities and open communication channels, we resolved conflicts and improved overall productivity.”

Tell me about a time when you had to adapt to a significant change at work. How did you approach the situation and ensure a smooth transition?

“During a major software system upgrade, I educated myself about the new system, organized training sessions, provided ongoing support, and communicated regularly about the progress and benefits of the change. By fostering a positive mindset and maintaining open lines of communication, we navigated the transition successfully.”

Describe a situation where you had to make a difficult decision with limited information. How did you approach the decision-making process, and what was the outcome?

“During a product development project, I was faced with a critical decision regarding the selection of a key feature, but I had limited information about customer preferences and market trends. I gathered available data, consulted stakeholders, weighed risks and benefits, and considered the impact on other projects and team members. Making an informed choice based on the available information, I prioritized the best interests of the company and achieved a successful outcome.”

Share an example of a project or initiative you led that did not go as planned. What were the challenges, and how did you handle them?

“I led a product launch that faced unexpected supply chain disruptions, leading to delays. I quickly identified alternative suppliers, coordinated with the production team, and communicated the revised timeline to stakeholders. By managing expectations and maintaining transparency, we minimized the impact and successfully launched the product.”

2. Problem-Solving Questions

Describe a time when you had to take the initiative to solve a complex problem. what steps did you take, and what was the result.

“When our customer service department experienced a high volume of complaints, I proactively analyzed the root causes, implemented process improvements, and provided additional training to the team. As a result, customer satisfaction increased by 20% within three months.”

Share an experience where you had to resolve a challenging technical issue. How did you approach the problem, and what was the outcome?

“When our company’s website experienced a critical functionality issue, I collaborated with the development team, conducted a thorough investigation, and identified the root cause. By implementing a solution and performing rigorous testing, we successfully resolved the issue, resulting in improved website performance and user experience.”

Tell me about a time when you had to find a creative solution to a problem. How did you approach the situation, and what was the impact of your solution?

“In a marketing campaign, our budget was significantly reduced. I brainstormed with the team and proposed an innovative social media strategy that leveraged user-generated content. By utilizing cost-effective methods and engaging our audience, we achieved a 30% increase in brand awareness within the limited budget.”

Describe a situation where you had to handle a dissatisfied customer or client. How did you address their concerns and ensure their satisfaction?

“I had an issue once with a customer who became heated regarding an order that was repeatedly filled incorrectly. I actively listened to the customer, empathized with their frustrations, and offered a solution tailored to their needs. By promptly resolving their issues and following up to ensure their satisfaction, I turned their negative experience into a positive one and retained their business.”

Share an example of a time when you had to work under pressure or meet tight deadlines. How did you stay focused and ensure the quality of your work?

“During a client presentation, unexpected technical difficulties arose. I remained calm, quickly assessed the situation, communicated the issue to the team, and identified a workaround. By adapting to the circumstances and maintaining composure, we successfully delivered the presentation and received positive feedback.”

3. Teamwork and Collaboration Questions

Describe a situation where you had to collaborate with a diverse group of individuals. how did you ensure effective communication and collaboration.

“In a cross-functional project with a number of diverse departments, I established regular communication channels, clarified roles and responsibilities, encouraged open dialogue, and recognized and respected diverse perspectives. By fostering an inclusive environment, we achieved successful collaboration and delivered the project on time.”

Share an experience where you had to work as part of a team to achieve a common goal. How did you contribute to the team’s success?

“As a member of a sales team, I actively participated in brainstorming sessions, offered creative ideas, and supported team members in implementing strategies. By leveraging our collective strengths and maintaining open communication, we exceeded our sales targets.”

Tell me about a time when you had to resolve a conflict within a team. How did you approach the situation, and what was the outcome?

“I was the leader of a design team, but two members seemed constantly to be in conflict. I organized a team meeting to address the conflict, allowed each team member to express their concerns, and facilitated a constructive discussion to find common ground. By promoting understanding and encouraging compromise, we resolved the conflict and strengthened team dynamics.”

Describe a situation where you had to delegate tasks to team members. How did you ensure clarity, accountability, and the successful completion of the project?

“As a project leader for a digital marketing team, I clearly communicated the project goals, individual responsibilities, and deadlines to team members. I regularly checked progress, provided support and resources when needed, and held team members accountable. By fostering a sense of ownership and providing guidance, we achieved successful project completion.”

Share an example of a time when you had to provide constructive feedback to a team member. How did you approach the situation, and what was the impact of your feedback?

“I once led a team on which one individual consistently failed to pull their weight. scheduled a one-on-one meeting with the team member, framed the feedback constructively, and highlighted specific areas for improvement. I also offered guidance and support to help them develop the necessary skills. By providing actionable feedback and mentoring, the team member showed significant growth and improvement in their performance.”

4. Leadership and Initiative Questions

Describe a situation where you took the initiative to implement a new process or improve an existing one. what steps did you take, and what were the results.

“Recognizing inefficiencies in our project management system, I conducted research, proposed a new software solution, and gained buy-in from key stakeholders. By leading the implementation process and providing training to team members, we streamlined our workflow, resulting in a 20% increase in project efficiency”.

Share an experience where you had to lead a team through a challenging project or task. How did you motivate and guide your team to achieve success?

“As a project leader, I once had to revise a complex project from which a significant portion of funding had been withdrawn. I established clear goals, communicated expectations, and provided continuous support and feedback to team members. By recognizing their contributions, fostering a positive team culture, and addressing challenges proactively, we successfully innovated to complete the project within the new budget and received accolades from stakeholders.”

Tell me about a time when you had to make a difficult decision that had a significant impact on your team or organization. How did you approach the decision-making process, and what were the outcomes?

“When our department faced budget cuts, I analyzed various cost-saving measures, consulted with team members, and made the difficult decision to restructure our operations. By communicating transparently, minimizing job losses, and reallocating resources strategically, we maintained productivity and achieved a 15% cost reduction.”

Describe a situation where you had to lead a team through change or transition. How did you manage resistance and ensure a smooth transition?

“During a company-wide rebranding initiative, I established a clear vision, communicated the rationale behind the change, and actively involved team members in the decision-making process. By addressing concerns, providing support, and celebrating milestones, we successfully navigated the transition and embraced the new brand identity.”

Share an example of a time when you mentored or coached a team member to help them achieve their full potential. How did you approach the mentoring process, and what were the outcomes?

“I identified a team member with untapped potential, provided guidance, and assigned them challenging projects to foster growth. I also offered constructive feedback, encouraged continuous learning, and supported their professional development. As a result, the team member gained new skills, took on leadership roles, and received a promotion within the organization.”

Tips for answering behavioral interview questions

Prepare by reviewing your past experiences and identifying relevant examples. According to a number of studies over the past decade, the use of storytelling techniques in interviews can significantly enhance candidates’ chances of success.
Use the STAR method (Situation, Task, Action, Result) to structure your answers.
Be specific and provide detailed examples to demonstrate your skills and abilities.
Highlight your actions and contributions in each situation.
Focus on positive outcomes and lessons learned from challenges.
Showcase your ability to collaborate, problem-solve, and take initiative.
Tailor your answers to align with the job requirements and company values.
Practice your responses to gain confidence and articulate your thoughts effectively.
Listen actively to the interviewer’s questions and provide concise and relevant answers.
Follow up with a thank-you note after the interview to express your appreciation.

Behavioral interview questions offer valuable insights into a candidate’s past behavior, allowing employers to assess their potential fit, problem-solving abilities , interpersonal skills, and leadership qualities .

By preparing well-crafted answers based on your experiences, you can demonstrate your capabilities and stand out during the interview process. Remember to provide specific examples, highlight your actions and outcomes, and showcase your ability to learn from challenges and successes.

With thorough preparation and confident delivery, you can ace your behavioral interviews and increase your chances of landing that dream role!

You are one of a kind, and offer a unique combination of strengths and skills to the roles you fill, all of which are a result of your past experiences and who you really are. Telling your story and sharing your truth during a behavioral interview is your one and only chance to shine–use it!

About the Author

25 Important Behavioral Interview Questions (and Example Answers)

“Would I have a beer with this person?” It’s the interview question Steve Jobs asked himself during the hiring process. Jobs understood the power of behavioral-based interviewing and used the “beer test” to break through a candidate’s scripted answers. He wanted to be able to drop the formalities and chat with potential employees, and believed that opportunities like that would be the best indicator of their strengths and weaknesses.

What’s the best part about behavioral interview questions as an interviewee? You already know all of the answers. Prepping ahead of time by revisiting stories and experiences from your previous work ensures that you’re ready to answer these types of questions effectively.

Key Takeaways

What are behavioral interview questions.

Behavioral interview questions are commonly used by job interviewers to assess a candidate’s past experiences, skills, and behaviors. Because past behaviors are strong predictors of future performance , asking about specific situations helps potential employers understand how a candidate has handled various challenges, what their thought processes are, and how they work on a team or deal with difficult situations. Plus, many of these are fun interview questions because they allow candidates to inject their personality and professional experiences into the answers.

Recruiters report spending approximately 66% of their hiring time on interviews, making it the most important aspect of the process. Using behavioral-based interview questions is useful in obtaining essential information, requiring candidates to provide concrete examples from their past experiences to demonstrate their skills and abilities.

Using the STAR Method

When it comes to responding to behavioral interview questions, the STAR method is a popular technique used to help candidates provide structured and meaningful answers to behavioral questions. It serves as a framework to organize responses in a clear and concise manner, enabling candidates to showcase their skills and competencies effectively.

Why a Hiring Manager Asks Behavioral Questions

Hiring managers ask behavioral questions to help them gain a deeper understanding of a candidate’s skills, abilities, and personal qualities that might not be evident from their resume or cover letter alone. Interviewees are looking for key indicators in a candidate’s response that reveals how they would align with the company’s values and needs.

25 Common Behavioral Interview Questions

1. what is the best idea you’ve contributed to a team project.

What they’re looking for: Ability to engage in productive teamwork, solve problems, and think outside the box

Example response: At my previous company, we were working on streamlining the customer service process. Our team was responsible for reducing response time and improving overall customer satisfaction. After analyzing the current process, I noticed the flaws in our current process and researched a new categorization system to automate this system. I knew this would free up valuable time for our team to focus on addressing customers more effectively. Once we had the system in place, we were able to reduce the average response time by 40% and increase our customer satisfaction ratings by 20%.

2. Tell me about a time you made an unpopular decision. How did you implement it?

What they’re looking for: Effective communication and leadership skills

3. Tell me about a time you had to solve a complex problem.

What they’re looking for: Problem-solving, conflict resolution, adaptability, and management skills

4. Describe a situation where you had to work with a difficult colleague.

What they’re looking for: Teamwork, communication, and conflict resolution skills

5. Give me an example of a time when you had to manage multiple priorities.

What they’re looking for: Time management and organization skills

6. Tell me about a time when you had to adapt to a significant change in your work environment.

What they’re looking for: Adaptability and flexibility skills

7. Describe a situation when you took on a leadership role.

What they’re looking for: Leadership, management, and communication skills

8. Give me an example of a time when you had to handle a conflict between two team members.

What they’re looking for: Conflict resolution, management, and communication skills

9. Tell me about a time when you had to communicate complex information to a non-expert audience.

What they’re looking for: Client relation, communication, and interpersonal skills

10. Tell me about a time when you had to handle a difficult customer or client.

What they’re looking for: Customer service and client relations skills

11. Can you give an example of a professional decision that you regret?

What they’re looking for: Self-awareness, integrity, and a growth mindset

12. Can you give me an example of a time when you showed initiative at work?

What they’re looking for: Initiative, motivation, and leadership skills

Example response: In my previous role, I noticed that our team was struggling with time management due to frequent and disorganized meetings. I took the initiative to propose and implement a streamlined meeting structure that included time-blocked segments and specific protocols. This meeting organization change resulted in more efficient and productive meetings and improved time management for the entire team.

13. Share a situation where you had to handle multiple tasks or projects simultaneously.

14. tell me about a time when you had to deal with a sudden change in priorities..

What they’re looking for: Adaptability, organization, and management skills

15. Describe a situation where you had to persuade someone to see things your way.

What they’re looking for: Communication, leadership, and interpersonal skills

16. How have you handled a situation where you disagreed with a coworker?

What they’re looking for: Adaptability, flexibility, communication, and interpersonal skills

17. Can you share an example of a time when you had to give constructive feedback?

What they’re looking for: Leadership, communication, and management skills

18. Tell me about a time when you had to learn a new skill quickly.

What they’re looking for: Management and problem-solving skills

19. Describe a situation where you had to deal with a tight deadline.

20. describe a situation where you had to make a decision with limited information. .

What they’re looking for: Problem-solving and decision-making skills

21. Describe a project where you had to collaborate with a diverse group of people.

What they’re looking for: Teamwork, collaboration, and leadership skills

22. How have you handled a situation where you disagreed with your manager’s decision?

What they’re looking for: Communication, interpersonal, and ethics skills

23. Provide an example of a time you made a mistake at work. How did you handle it?

What they’re looking for: Growth mindset and integrity

24. In the past, how did you handle interruptions and distractions at work?

What they’re looking for: Time management, organization, and motivation skills

25. Describe your professional goal-setting process.

What they’re looking for: Motivation and organization skills

How to Prepare for Behavioral Interview Questions

Preparing for an interview with behavioral questions involves reflecting on your past experiences and organizing your thoughts to effectively showcase your skills and abilities.

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51 Behavioral Interview Questions & Answers To Master

June 29, 2021 by Hannah Morgan

Interviews are less stressful if you have some idea of what questions you’ll be asked. Since behavioral interview questions have become quite popular over the years, you can expect some to be thrown your way.

Behavioral interview questions & answers to master

Read this guide to learn more about behavioral interview questions, get a list of the most common questions employers ask, and see some sample behavioral interview questions and answers to help you visualize the process. Plus get actionable tips on how to prepare and respond when you’re asked to give examples of how you handle situations at work.

What are behavioral interview questions, common behavioral interview questions, sample questions and answers, how to prepare.

Additional Reminders And Tips

When a recruiter or hiring manager asks questions during a job interview, it’s likely they will ask you to tell them about a time when you…

These types of questions are referred to as behavioral interview questions because they help the interviewer understand and evaluate your behavior, as well as your skills.

Imagine trying to evaluate someone’s skills without actually seeing the work being performed. That’s the challenge recruiters face when selecting candidates for a job. The next best thing is to ask you to describe how you’ve solved a problem.

Behavioral questions are designed to help interviewers learn how you would respond to a specific situation and how you solve problems to achieve successful results.

Behavioral interview questions require the candidate to explain how you resolved an issue, solved a problem or fixed something. Embedded within each answer are the human drivers or qualities that show why you took the actions you did. It’s like a small peek into what motivates you.

Here’s what you know:

You and your co-workers approached tasks differently. Imagine you were both interviewing for the same job. Your titles and work would look the same, but how you performed the job would come across differently during the job interview. Those are the subtle differences interviewers hope to discover from asking behavior interview questions. And your unique style of getting work done is exactly what you want to emphasize during the interview. Clearly and concisely.

Behavioral interview answers are the proof or evidence of your soft skills as well as your ability to do the job.

Start today by recalling situations that show future employers you have what they are looking for, especially specific examples that highlight: productivity, leadership, teamwork, initiative, planning, flexibility/adaptability and interpersonal skills.

When practicing how to answer behavioral interview questions, you don’t need to prepare thousands of possible responses. Instead, think about the skills and behaviors your future employer needs. Some of the skills and behaviors are fairly common and would apply to almost any position with any company. Just look at the job description to see which skills are being requested.

Here are common categories you can prepare for during your upcoming interview:

Career/Experience

Motivation/Self Awareness

Conflict/stress, adaptability/flexibility, problem solving/decision making, planning/organizing, leadership/teamwork.

Presentation/Communication

Follow Through

There are certain types of questions you can anticipate and prepare for. This list of 50 common behavioral interview questions is broken down by what skills or qualities the interviewer is evaluating.

The types of questions you are asked will vary by your role and level of seniority. In other words, if the job doesn’t require you to deliver presentations, you probably won’t be asked to talk about a time you had to deliver a presentation to a group.

During a one-hour interview, you can probably expect to be asked approximately 10-20 questions, many will be behavioral interview questions.

Career/Work History

Can you describe for me one of your most important accomplishments?
Describe for me one of the biggest disappointments in your work history.
What special aspects of your education or training have prepared you for this job?
What specific things in your past experience that affected your present career objectives?
How do you go about making an important decision affecting your career?
Give an example of how you used what you learned from the last professional development course you took.
Tell me about a difficult obstacle you have had to overcome.
Give me an example of a time you took initiative or took the role as a self-starter.
Provide an example of what gave you the greatest satisfaction at work?
Give an example of a time something frustrated you at work and how you handled it.
Describe your most significant failure in the last 2 years.
Give me an example of an experience on the job that you felt was satisfying.
Tell me about a time when you missed an obvious solution to a problem.
Tell me about a time you have been told, or discovered yourself, a problem in your job performance, and what have you done?
Tell me about how you worked effectively under pressure.
Give me an example of the most difficult conflict situation in which you were involved?
Tell me about a time you disagreed with a supervisor.
Tell me about a time you had to stand up for your beliefs.
Tell me about a time you disagreed with your manager’s leadership style or team culture.
Tell me about a time when you were in conflict with a peer and how the situation was resolved.
Tell me about a time you wish you’d handled a situation with a coworker differently.
Tell me about a time you encountered pressure on the job and how you handled it.
Give me an example of the problems you encountered in doing your last job? Which ones frustrate you the most?
Tell me about a time you had to learn something quickly.
Tell me about a time when you had to go above and beyond your regular job responsibilities in order to get a job done.
Tell me about the adjustments you had to make to your schedule working virtually.
Give me an example of how you communicate with your manager and co-workers in a remote setting.
Give me an example of the most difficult decision you made in the past year.
The last time you did not know what decision to make, what did you do?
Tell me about a time when you had to analyze information and make a recommendation.
Give me a specific example of a time when you used good judgment and logic in solving a problem.
Give an example of when you took full responsibility for solving a problem only to find out that you really should have included others in the process.
Tell me about a time when you were faced with conflicting priorities.
Give an example of something you’ve recently scheduled.
Tell me about how you met your objectives this year.
Tell me about a time when you motivated others.
Can you give me an example of your ability to manage or supervise others?
Tell me about a time when you had to get your team together to establish a common approach to a problem.
Tell me about a time when needed to get your team to accept your ideas or department goals.
How would you describe your basic leadership style ? Give specific examples of how you practice this.
Tell me about a tie when you led a group who doesn’t report to you, but from whom you have to get work.
In your work experience, what have you done that you consider truly creative?
Can you think of a problem you have encountered when the old solutions didn’t work and when you came up with new solutions?
What kind of problems have people recently called on you to solve? Tell me what you devised?

Presentation/Communication

Tell me about a time you had to give a presentation? How did you prepare?
Give me an example of a time when you had to explain a complex idea or topic to people with less subject knowledge.
Tell me about the most recent writing project you’ve worked on.
Tell me about a time you had to build rapport with a coworker or client whose personality was different than yours?
Give me an example of a time when you had to make sure that due dates were met for work that you delegated?
Tell me about a time when you gathered feedback from a customer after you completed a project/task or made a delivery?
Tell me about one of the methods you’ve used to follow up on your projects, tasks, assignments.

To help you formulate your own responses, here are some sample behavioral interview questions and answers. You will notice that these sample answers follow a similar format. One of the best ways to structure your answers to behavioral interview questions is using the STAR format.

Use STAR to organize the information you include in your answer. This ensures you include just the important information the interviewer needs to hear. It also requires you to remember and discuss a specific situation, task, action, and result in your answer.

Here’s more detail on what to include in each element:

Situation: Describe the situation. Use who, what, where, when, why and how to help you structure the information. Describe a specific event or situation, not a generalized description of what you have done in the past. This situation can be from a previous job, a volunteer experience, or any relevant event.
Task: What goal were you working toward? What were you being asked to do?
Action: Describe the actions you took to address the situation with an appropriate amount of detail and keep the focus on YOU. What specific steps did you take and what was your particular contribution? Use the word “I,” not “we” when describing actions.
Result: Describe the outcome of your actions and don’t be shy about taking credit for the outcome. Be sure to mention measurable or quantifiable results. Was there an increase in performance, efficiency, profitability or impact?

Keep your answer concise and on track by including all elements in your answer using the STAR format. Be as specific as possible without rambling or including too much information.

Never use a generic answer like “I always appreciate different viewpoints from my own. When someone expresses a different opinion, I listen carefully to what the person says and utilize that feedback.” While this answer is technically good, it lacks the details and specifics. An interviewer would find it hard to evaluate your skills or believe you had experience handling the situation.

1. Can you describe for me one of your most important accomplishments?

This behavioral interview question is your opportunity to share one of the top achievements in your career . When selecting your accomplishment, be sure it is relevant to the job you are interviewing for.

Answer: When I was leading the engineering team at XYZ company, we needed to redesign a component to increase output on a printer. I gathered a team made up of sales reps, manufacturing, marketing and engineering to identify what a successful outcome would look like.

After months of meetings spent evaluating costs and timelines, we developed a component that increased the printer’s quality and quantity of printed materials. This new component was used in every new machine produced and increased sales by 25% globally.

2. Tell me about a difficult obstacle you have had to overcome.

The interviewer wants to know how you handle pressure, challenges, adversity and tenacity. Focus you answer on the steps you took to overcome the obstacle.

Answer: While working on a time-sensitive client project, I found the printer was jammed. I first reloaded the paper bins and followed the printer’s error instructions and within minutes the printer was back online.

Not only was my report in the queue but so were several other jobs. The final client report was proofed and delivered ahead of schedule. I also delivered the other print jobs to their owners to keep their workflow on track.

3. Tell me about a time you disagreed with a supervisor or co-worker.

This behavioral interview question evaluates how you view your relationships at work and how you handle conflict. It also shows how you communicate during uncomfortable and uncertain situations. Keep your opinions and emotions out of your answer and state the facts.

Answer: My previous manager had specific ideas about what she wanted in our social media marketing campaigns. She wanted to use text dense graphics. As the lead designer, I believed that a simple call to action was more convincing.

After much discussion, we compromised, and ran each campaign for one week. We then collected the insights related to customer engagement. It turns out that my campaigns performed better so from that point forward, she allowed me to manage our social media independently.

4. Tell me about how you met your objectives this year?

Your ability to set goals and prioritize actions to meet the objectives for your own personal development shows how you structure time and manage priorities. It also evaluates your thought process and motivation.

Answer: In my role as event planner, I was accountable for coordinating events for current and potential customers. As you can imagine, this was quite challenging last year.

After meeting with my manager, we decided to take a brief pause in offering events. I developed a roadmap for monthly meetings with current customers on Zoom which was distributed through emails twice a month. I also collaborated with sales to create a four-part masterclass on selling for potential customers. Our monthly customer meetings averaged 10-30 customers per call and the masterclass enrollment was 100.

5. Tell me about a time when needed to get your team to accept your ideas or department goals.

No matter what role you hold in a company, you need to be able to “sell” your ideas to the team, your manager or a customer. Persuasion and communication are important skills.

Answer: We were rolling out a new workshop and needed the team to support it and encourage students to attend it. We knew that adding another thing to students’ schedules would be looked at as unnecessary.

My manager and I planned a launch meeting and built an agenda for maximum interactivity. The idea was to have our team actually experience what the workshop would be like. After experiencing the benefits and outcomes of the workshop, our team was enthusiastic about recommending it to students and provided first-hand testimonials.

6. Tell me about a time you had to build rapport with a coworker or client whose personality was different than yours?

This behavioral interview question evaluates your interpersonal skills. The interviewer wants to understand what steps you take to bridge differing opinions or work styles.

Answer: While working on a website redesign project, I had to collaborate with team members from across the country and even in different countries. When we launched the project, the first few minutes of each meeting, I did a mini team building exercise where we’d work on solving a light hearted problem together. Once that was completed, each member would deliver their 2 minute update.

What I found was that the exercises helped establish trust among the team and a shared sense of accountability. This made it easier to deliver tough messages or to ask people to work more quickly.

7. Tell me about a complicated problem you have had to deal with.

The interviewer wants to understand how you go about solving complicated problems. In other words, how you identified or gained more understanding of that problem and what steps you took to resolve it.

Answer: Our customer service team was receiving an increased number of complaints about items arriving late. I reviewed our delivery schedule then met with the staff involved in the customer delivery process. What we discovered was that the delay was with our shipping provider. In speaking with the vendor, we came to the realization that there was nothing we could do to reduce shipping times.

I contacted two other vendors and asked for a quote and delivery estimates. After several weeks of negotiations, I finally recommended we change vendors which would guarantee delivery within 3 days. But this would also cost 3% more. We ultimately increased our pricing but also issued a guaranteed delivery date and all customer delivery complaints have stopped.

8. Tell me about a time when you had to go above and beyond your regular job responsibilities in order to get a job done.

The answer to this behavioral interview question will show your motivation, drive and initiative.

Answer: Outside of my regular responsibilities, I took the initiative to coordinate monthly lunch and learn meetings to increase our marketing team’s knowledge of important digital marketing trends.

I invited each team member to submit a list of topics they were interested in and topics they would be interested in presenting. The monthly meetings are well-attended and have helped our team initiate new ideas, increasing our digital content output by 40%.

9. What was your most difficult decision in the past year?

This question is actually several questions – what do you perceive as difficult, what made it difficult and how did you handle it. It’s evaluating how you handle the decision making process. Answer in a way that doesn’t make you look like the victim in the situation and by no means should you criticize or disparage others.

Answer: The decision to lay employees is always difficult – personally and professionally. We had just lost three major clients and I had no choice but to let go of two employees who managed those accounts.

It was truly a financial decision based on budget reductions, but I still felt horrible for my employees. I delivered the news to these employees as empathetically as I could and made sure they all fully understood the details of their severance packages. In the end, they all walked away knowing that the decision was purely business-related.

10. Tell me about a time when you were faced with conflicting priorities.

Your time management and decision making skills are being evaluated by this question. Make sure you focus on the positive aspects of the situation. Don’t go into the negative details.

Answer: My team and I were facing a deadline and my manager was out of the office. Our client was expecting a project to be delivered by 5:00 PM, and I could tell we weren’t going to make the deadline without making some changes.

I re-organized my own tasks so I could dedicate my entire day to focusing on this project. I took the lead and delegated tasks to the five team members in a way that would utilize everyone’s strengths best. By pitching in and reallocating work, we delivered the work to the client on-time. I also emailed our manager to let her know we had met the deadline.

While you can’t know for sure which behavioral interview questions you’ll be asked during an interview, you can prepare and practice your answers to commonly asked questions.

When you have carefully selected relevant stories you want to share in an interview you’ll enter the interview feeling more confident and prepared. Plus, you’ll provide proof you possess the experience the employer is looking for.

Review the job posting carefully

You’ll want to know which stories to include during each interview. To do this, analyze the posting. Look at each requirement and ask yourself “have I ever done this or something like this?” This review will help you identify the most relevant stories so your answer will include the skills and qualities the employer is looking for.

Use the STAR format

STAR stands for situation, task, actions and result. When formatting your answers to behavioral interview questions, every answer you provide should include all four of these elements. STAR also ensures the interviewer gets the important information they are looking for from your response. The most important sections of your answer are the actions you took and the results.

Identify the top 3-5 most relevant stories

While you may be asked to tell more than 5 stories, you should absolutely identify what you think are the most relevant, relatable stories based on the job posting and what you know about the company.

Don’t memorize your answers

You don’t want your answer to sound robotic so don’t memorize your answer word for word. Instead, try remembering your answer as bullet points so your answer flows more naturally. Be sure to know what key skills or action verbs you’ll use while telling your story.

Practice out loud

Writing out your answers just isn’t the same as saying them out out loud. It’s important to practice your answers to make sure you’ll remember the flow to your answer. You want to practice it enough so it sounds natural.

Record your answers

Take your practice to the next level by recording your answers and then listen to how they sound. Just grab your phone or use your computer to record your answers and evaluate the strength of your answers.

Time yourself

We know that attention spans are short. This is true during interviews too. To help you deliver just the right amount of information, try and keep your answer around one minute. This means if you can’t complete your answer in under five minutes, you’ll need to cut information out. Trust me, it probably isn’t all that important to the interviewer. But if they want to know more details, guess what? They’ll ask a followup question.

Smile, relax and let your personality shine

Part of what makes you unique is your personality. Don’t be afraid to let it come out in your answers. And a smile is just icing on the cake. Research has shown that people who smile come across as more likable. And relax. The interview is just a conversation.

Not everyone’s a pro at interviewing

Keep in mind, there are many recruiters and hiring managers who have never been trained how to interview. No matter how experienced or trained they are (or aren’t) you don’t want that to impede the information you need to convey. You can always insert one of your stories to supplement your answer (even if you weren’t asked to cite an example).

Give it your all

During an interview, you have the opportunity to convince the interviewer that your experience and skills are what the employer needs for the role, so take every opportunity to make sure the interviewer knows the full extent of what makes you a good fit for the role.

Keep your answers positive

Always remember to keep your answers positive. Never blame co-workers or your manager or position them as doing something wrong. Additionally, don’t provide information about your mistakes or weaknesses that would cause the interviewer to question your abilities.

Additional Reminders About Behavioral Interviews

Be sure each story has a beginning, middle, and an end, i.e., be ready to describe the situation, including the task at hand, your action, and the outcome or result.
Always make sure the outcome or result reflects positively on you (even if the result itself was not favorable).
Be honest. Don’t embellish or omit any part of the story. The interviewer will find out if your story is built on a weak foundation.
Be specific. Don’t generalize about several events; give a detailed accounting of one event.
Vary your examples; don’t take them all from just one area of your life.

Behavioral interview questions shouldn’t catch you by surprise. If you anticipate them and take time to plan your answers to “tell me about a time when” questions, you’ll come across as qualified, capable and compatible. Your answers, in the form of STAR stories are what make you memorable.

Hannah Morgan speaks and writes about job search and career strategies. She founded CareerSherpa.net to educate professionals on how to maneuver through today’s job search process. Hannah was nominated as a LinkedIn Top Voice in Job Search and Careers and is a regular contributor to US News & World Report. She has been quoted by media outlets, including Forbes, USA Today, Money Magazine, Huffington Post, as well as many other publications. She is also author of The Infographic Resume and co-author of Social Networking for Business Success .

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18 Common Behavioral Interview Questions & Answers

By Christina Colclough

Last updated: May 7, 2024

A few years ago, interviewers preferred to investigate the candidate’s skill set listed on their resume.

However, times have changed. Now, they are more interested in analyzing your professional behaviors – and not just through theoretical-scenario questions. They want to listen to specific situations you have actually encountered in the past, a testament to the value of your unique experiences!

You must be anxious to find a great way to narrate your stories. No worries; check out 18 behavioral-based interview questions and answers below.

1. Tell me about a time you had to work with someone with a different personality.

Why This Question?

A capable employee does not simply tolerate differences but actively leverages them to build a stronger team. Can you find ways to learn from each other’s strengths and working styles to achieve a better outcome?

Example Answer

Back then, as a graphic designer at Design Co., I was partnered with Maya on a branding project for a new tech startup.

Maya is an extroverted, highly creative designer who does not like to stick to formal plans. I, on the other hand, am more introverted and prefer a more structured design process.

At first, Maya’s constant flow of ideas felt overwhelming, and I struggled to keep up. However, once I recognized the value of her creativity, I suggested brainstorming sessions at the beginning of the project to note down all her ideas. Then, I proposed individual work time to refine those concepts. We also agreed on clear milestones and communication channels to ensure we were both on the same page.

As Maya’s big-picture thinking was combined with my detail-oriented approach, we achieved remarkable success with our brand identity project. Clients were impressed with how our designs captured the startup’s modern, refreshing spirit.

2. Describe a situation where you disagreed with a teammate’s approach. How did you resolve it?

This job interview question digs deeper into how you handle conflict.

Employees who refuse to open their minds to different perspectives (or struggle to advocate for their ideas respectfully) are unlikely to leave a strong impression. You should also demonstrate your ability to focus on the team’s goals despite disagreements.

While working on a social media campaign for Green Gardens at a marketing agency, I disagreed with a teammate, Liam, on the target audience for our video ad. Liam felt we should target a younger demographic interested in trendy sustainability practices. On the other hand, I personally thought that our core audience was older homeowners who valued traditional gardening methods.

However, I did not dismiss Liam’s idea outright; I still recognized the potential of reaching a new audience segment. Thus, I suggested conducting market research to understand their social media habits. The study confirmed my initial analysis but also revealed a pocket of younger customers interested in learning about traditional gardening from experienced homeowners.

Liam and I decided to combine our ideas into a two-pronged campaign: a trendy video ad for the younger audience and informative tutorials targeted towards older demographics. This approach successfully expanded our reach and exceeded client expectations!

3. Give an example of when you had to delegate tasks within a team.

Here’s your chance to show the interviewer that you can strategically assess your team members’ strengths and weaknesses. Effective task distribution does not just get the job done but also help them polish their professional skills.

Example Answer:

As a software development team lead at Tech Solutions, I was managing a project to develop a new mobile app. My team comprised both senior developers like Sarah and junior developers like David.

Before we officially began, I evaluated their skill sets. Sarah had strong coding experience, while David was still learning the ropes.

So, I assigned the app’s core functionalities to Sarah while still creating opportunities for David to learn. He was tasked with developing a simpler user interface element under Sarah’s mentorship.

This way, Sarah could focus on complex coding while David gained valuable experience working on a real project. Most importantly, this delegation did not compromise the project’s overall quality, and we still met the tight deadline without fail.

4. How do you handle a situation where a team member isn’t pulling their weight?

Most people in this situation would address the issue directly, but the interviewer expects more from a qualified candidate. You should motivate and empower that underperforming member, too, so they can improve their performance and contribute to the team’s success.

Example Answer

Back when I was still a team lead at Acme Designs, I noticed a decline in Sarah’s work for a design project. Sarah is a talented designer, but her recent work lacked the usual creativity and attention to detail.

I was concerned, but I also wanted to avoid confrontation, so I scheduled a casual one-on-one meeting with Sarah to discuss the project.

During the conversation, I openly praised her for her past strengths and contributions to the team; once she seemed to open up, I started asking open-ended questions to understand if she was facing any challenges or feeling uninspired. Sarah confided that she felt stuck in a creative rut and wasn’t sure how to approach the project brief.

Now that I understood where the decline in her work’s quality came from, I suggested brainstorming sessions together to spark new ideas. I also offered to connect Sarah with a senior designer for mentorship.

This approach clearly motivated Sarah, and the brainstorming sessions also led to fresh ideas fueled by valuable guidance from her mentorship. Sarah successfully overcame her creative block and, once again, became one of my most productive members.

5. Tell me about when you faced a complex problem at work. How did you approach it?

The recruiter assesses your ability to break down complex problems into manageable steps. How you communicate with others when explaining the situation and potential solutions also plays a key role here.

Example Interview Answer

As a data analyst at ABC Research, our team encountered a significant anomaly in a dataset crucial for a client presentation. The data points for user engagement with a new social media campaign were inexplicably low.

To tackle this unexpected problem, I first documented the issue clearly by outlining the specific data points and the deviation from the expected results. I then contacted the marketing team responsible for the campaign; together, we divided the problem into smaller, more manageable questions. I investigated the data collection process for errors, and the marketing team reviewed their targeting parameters.

Through our shared effort, we finally identified a configuration error in the platform’s targeting settings. We fixed this issue before the due date, ensuring the data presented was accurate and reliable.

6. Describe a situation where you had to make a difficult decision with limited information.

Interviewers want to examine your comfort level with ambiguity and, more importantly, your ability to adapt to changing circumstances.

When I was spearheading a project at Zenith Construction, the supplier we relied on encountered unforeseen circumstances and couldn’t deliver the materials on schedule. With almost no information on the potential delays, I knew I had to act quickly.

First, I assessed the situation’s urgency: the missing component was crucial for the building’s structural integrity, and we could not proceed to the next steps without it.

I then reached out to my network of contacts in the construction industry to identify alternative suppliers who might have the materials in stock. While waiting for good news from these contacts, I communicated the situation with my clients and outlined some possible solutions.

Fortunately, one of the contacts referred me to a reliable supplier with the necessary materials. I was able to secure them from a new source and minimize the project delay. This rewarding experience also taught me the importance of building strong professional relationships within the industry.

7. Give an example of a time you had to think creatively to solve a problem.

When generating creative ideas, you must consider different perspectives and (if necessary) collaborate with others to brainstorm. From there, refine those ideas into practical solutions. That’s how a strong job candidate approaches and tackles their problem.

Once, my web-developing team faced a challenge with a new e-commerce website. The shopping cart feature was experiencing high abandonment rates, which constantly led to lost sales.

I analyzed website traffic patterns and conducted user surveys to understand where customers abandoned their carts. This research revealed a confusing checkout process with hidden fees that surprised and frustrated at the final stage.

Based on this insight, I collaborated with the design team to simplify checkout and display fees upfront; we also tested out alternative payment options for a more user-friendly purchase experience. Our hard work paid off, and the cart abandonment rate saw a great decrease in just two weeks.

8. How do you handle making a mistake at work?

Why This Question

This common question focuses less on that particular mistake and more on how you learned from the experience. Do you identify the cause of the mistake or take steps to prevent similar errors in the future?

While budgeting for a new building project, I underestimated the cost of a specific material and accidentally caused a potential budget deficit.

As soon as I discovered the error, I took full responsibility and immediately informed the project stakeholders. I then conducted a thorough review of the budgeting process to identify where the mistake occurred. It turned out I had relied on outdated material cost data!

Once I informed the project stakeholders and settled the issue with them, I immediately implemented a new system that regularly updates databases and also established a double-checking protocol for all budget estimates. This (thankfully rectifiable) mistake has made me a better, more observant project manager.

9. Tell me about when you had to adapt your approach to a changing situation.

Making sound decisions with limited time and under great pressure is not easy, but that’s exactly what sets a successful employee apart from the rest.

During my time as a sales representative at Travel Adventures, I was leading a group tour in a foreign country when a sudden weather event forced the closure of a key landmark we were scheduled to visit.

Disappointed tourists expressed frustration with the change in plans, but I maintained a calm demeanor and quickly reassured the group.

I then contacted local travel partners and discovered a nearby museum with a similar historical theme that was still open. I also negotiated a discounted group entry rate for the museum visit to minimize disruption as best as I could. Despite earlier protests, everyone soon settled and enjoyed this unplanned museum visit.

10. Describe a situation where you had to explain a complex idea to someone without prior knowledge.

This experience will clearly reflect your communication skills. You should know how to identify the audience’s level of understanding and tailor your communication style accordingly, preferably with relevant examples and analogies.

As a software developer at Technovation, I was tasked with training a new team member, David, on a complex database management system. I started with a basic conversation about data organization and storage concepts, and based on his responses, I realized he needed a more fundamental explanation.

So, I decided to compare the database to a library; I explained how tables functioned like bookshelves, storing specific data points like individual books. I then used visuals like diagrams to illustrate how queries acted like search tools to retrieve specific information from the database.

My language throughout the explanation was clear and non-technical, and I also encouraged David to ask questions if he had any. David quickly grasped the core concepts and progressed to more advanced training modules just two days later.

11. Give an example of when you had to deliver bad news to a client or colleague.

You must show a positive and professional demeanor even when delivering negative information.

Appropriate offers of potential solutions/next steps also help lessen the impact of the bad news, which, unfortunately, is not a skill anyone possesses. Show the recruiter how you are different from the rest.

Our team encountered an unexpectedly long delay with a building material shipment for a client, Acme Industries, which threatened to push the project timeline far behind schedule.

I scheduled a meeting with the client’s project manager, Maria, and apologized for the inconvenience.

While I still acknowledged the potential impact on the timeline, I did not linger too long on the bad news. I immediately outlined potential solutions we had been exploring (e.g., finding alternative materials and expediting shipping). Once Maria agreed with my proposal, we then discussed a revised timeline and contingency plans.

The project still had its ups and downs, even after this meeting. However, I’m proud to say I have successfully softened the impact of the delay and maintained my positive working relationship with Maria and her team.

12. How do you handle situations where you have to give or receive constructive criticism?

Criticism is a great tool for improvement, and you should show the interviewer how you leverage it to your advantage. Otherwise, failure to separate feedback from personal attacks or respond constructively will make it impossible to hone your professional skills in the long run.

I was presenting a new travel package to a potential client. After my presentation, the client told me they felt the itinerary was a bit rushed and suggested including more free time for exploration.

I was still an inexperienced intern at the time, but I tried my best to tamp down the urge to get defensive. Instead, I actively listened to the feedback and discussed potential ways to adjust the itinerary for a more balanced approach.

Later, when working with a different client, I kept the previous client’s feedback in mind and managed to end the presentation on a high note.

13. Tell me about a time you had to persuade someone to see your point of view.

The key to winning an argument or persuading others is to anticipate objections and present your point in a way that’s logical and respectful while still considering the other person’s perspective. Such observant employees will excel in any project for which they are responsible.

When I proposed a new design approach for my client, Mr. Rodriguez, he was initially resistant to the idea and favored a more traditional design style.

I confirmed my understanding of his vision for the project, then presented my proposal via mood boards, concept sketches, and even 3D renderings to demonstrate how my approach still aligned with the project’s overall goals. I also highlighted the functional elements incorporated in the new design, which were also priorities for Mr.Rodriguez.

He was still skeptical, but at least I managed to persuade him to consider my approach a possibility instead of discarding it entirely. After a few more meetings, we decided to incorporate aspects of both his initial vision and my proposal.

14. Describe a successful negotiation experience you’ve had.

The ultimate goal of a negotiation is not to defeat an opponent – but to identify a win-win solution that addresses the needs of all parties involved. Hence, your story should be framed in a way that underscores your ability to pinpoint areas of compromise and navigate the arguments with professionalism.

Two years ago, I was negotiating the final contract with a subcontractor for a kitchen renovation project. The subcontractor quoted a price that was slightly above our budget.

Despite my initial surprise, I still maintained a respectful and professional tone, praising the quality of their previous work on similar projects.

We then worked together to optimize the project scope and reduce costs without compromising on quality. For example, we identified alternative materials that met the design specifications while offering a slight cost saving. In the end, thanks to open communication, we finally reached a mutually beneficial agreement that stayed within budget.

15. Describe a time when a client or customer was upset. How did you handle it?

Excellent customer service goes hand in hand with active emotion management in stressful situations. Only then can you de-escalate the problem and work toward a resolution that leaves customers feeling valued.

During my years as a sales associate at Fashion Boutique, I encountered a customer, Ms. Chen, who was upset because a dress she ordered online arrived damaged.

I acknowledged her frustration and offered sincere apologies for the damaged item. I then presented her with several options:

A full refund
Exchanges for the same dress in perfect condition
Store credits towards another item

Regardless of her chosen solution, I promised to expedite the processing to minimize further inconvenience. Ms.Chen eventually opted for the exchange and left the store in a much better mood than when she first entered.

16. Give an example of when you went above and beyond to meet a client’s needs.

Not all clients state their needs explicitly. It’s your job to be proactive in your suggestions and demonstrate a genuine desire to deliver exceptional service.

As an event planner at Grand Events, I was coordinating a conference for a client, Technovation Inc. The initial agreement covered the venue, catering, and basic audio-visual equipment.

However, a few days before the conference, the client’s lead presenter, Dr. Patel, informed me they required a specific software program to display complex data visualizations during his presentation.

Unfortunately, this software wasn’t included in the standard AV equipment rental package, but that did not stop me. I contacted several AV equipment rental companies and negotiated a short-term rental for the specific software at a reasonable price. I also personally ensured the software was installed and tested on the presentation laptop beforehand to avoid any technical glitches during the conference.

Dr. Patel and his entire team were very grateful for what I did. After the event had successfully wrapped up, he even offered extra payment, which was not detailed in the contract, to acknowledge all my efforts.

17. How do you handle a situation where a client or customer has unrealistic expectations?

Communicating limitations without hurting your relationship with the customer is a crucial skill in any project. And that’s not all. It would help if you also offered alternative solutions that meet their needs as closely as possible.

I used to be a customer service representative at Tech Repair Xpress. On Saturday, a customer, Mr. Jones, brought in his laptop, expecting a data recovery service within a few hours. However, due to the complexity involved, our data recovery process typically takes 24-48 hours.

I explained the standard turnaround time for data recovery and emphasized how a thorough, day-long process would benefit him more in the long run. I offered him a detailed process breakdown and promised to update him regularly on the important stages.

To minimize disruption while his data was being recovered, I even offered to provide him with a temporary loaner laptop. Mr.Jones accepted my suggestion gratefully and was no longer persistent about his initial unrealistic timeline.

18. Tell me about a time you had to learn a new skill quickly for your job.

Your demonstration of a growth mindset speaks volumes about how you adapt to new situations, which is crucial to the company’s success in the face of constantly evolving industry trends.

During my time as a marketing assistant at Organic Harmony, the company decided to implement a new customer relationship management (CRM) software system.

Since I had no prior experience with this type of CRM software, I actively sought learning resources by myself. In addition to the online training modules provided by the company, I also took the initiative to shadow a more experienced colleague who was familiar with the software. Within less than two weeks, I could confidently use the software to manage customer data and track interactions.

Extra Tips to Ace A Behavioral Interview

Instead of dwelling on the situation or task, it’s crucial to shift the focus to the specific actions you took and their positive impact. This approach not only impresses recruiters like us but also showcases your ability to take initiative and achieve results.
Never bad-mouth past employers or colleagues! Even when dissatisfied with their work style, try to phrase it as a good-natured conflict rather than a bad quality.
Some interviewers might ask unexpected questions to assess your ability to think on your feet. Stay calm and take a moment to collect your thoughts before answering.

See more: 10 Signs An Job Interview Went Well

I hope the popular behavioral interview questions we just discussed give you a good sense of your interview process. Remember, practice makes perfect! If you need any clarification, don’t hesitate to contact my team.

Christina J. Colclough

Dr Christina J. Colclough is an expert on The Future World of Work and the politics of digital technology advocating globally for the importance of the workers’ voice. She has extensive regional and global labour movement experience, is a sought-after keynote speaker, coach, and strategist advising progressive governments and worker organisations.

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10 common behavioural interview questions and answers

Behavioural interview questions are an important part of the interview process. They help the interviewer understand how you handle real-world scenarios and behave in different professional settings.

While competency questions focus on your skills, behavioural questions shed insight into how you use your skills on the job. These questions are designed to uncover your past work experiences and how you apply your technical abilities and knowledge in the workplace.

So what are behaviour questions, and how do you answer them? In this article, we explore common behavioural questions in job interviews and provide examples of answers that follow the STAR technique.

What are behavioural interview questions?
Common behavioural questions in Australia
Tips on how to answer behavioural interview questions
Common mistakes when answering behavioural interview questions

Behavioural interview questions are those that ask you to describe a past work situation and how you handled it. Unlike other types of interview questions that focus on skills and outcomes, behavioural questions focus on how you acted in past situations.

They usually start with Give me an example of a situation when you… or Can you describe a time when you… and include asking you to explain what you did in response to the situation.

Employers like asking these questions because it shows them how you’ve handled situations in the past, and if you’ve demonstrated the qualities they are looking for in this role.

Here are some of the most common behavioural interview questions that you may be asked in an interview.

Questions on managing conflict

Tell me a time where you had a conflict with a team member. How did you handle it?
Describe a difficult situation with a client or customer and how you resolved it.
Can you share an example of a time when a customer made a complaint and how you handled it?

Behavioural questions about conflict and teamwork help employers assess your: Communication skills, adaptability, decision-making skills, transparency, honesty, self-awareness and ability to work as part of a team.

Example answer:

In my previous role I had a customer complain their meal was undercooked. I remained calm and listened to their complaint, then apologised for the meal not meeting their expectations. After discussing the issue with my manager, I offered the customer the option of a full refund or a new meal, and thanked them for their patience and understanding.

Questions on handling failures and mistakes

Share a time where you have had to make a difficult decision? How did you handle it?
Describe a time where you were unsure on what to do for a project. How did you handle it?
Have you failed at a task before? What did you learn from it?
Tell me about a time you made a mistake at work. How did you resolve the issue and what did you learn from your mistake?

Behavioural questions about handling failures and mistakes help employers assess your: Problem-solving skills, decision-making skills, accountability, ability to accept constructive criticism and ability to see failure as an opportunity for self-improvement.

Example answer:

Once I accidentally included incorrect data in a quarterly report, which led to an error in a presentation, which I didn’t realise until after I’d submitted it to my manager. As soon as I realised my mistake, I let my manager know and corrected the error within hours of the meeting. Since then, I ask a teammate to do a quick check of my presentation decks before I finalise them, and have worked on my own attention to detail to minimise errors in the first place.

Questions on time management

Tell me about a time where you had to juggle multiple projects. How did you manage your time?
Describe an example where you showed excellent time management skills.

Behavioural questions about time management help employers assess your: Ability to prioritise tasks, time awareness, problem-solving skills , organisation skills, adaptability, multitasking and self-discipline.

Example answer:

At my last job, the lead up to the end-of-year break was the busiest time. I had three projects to complete all with the same deadline. To ensure I could focus, I limited distractions by turning off notifications and letting my co-workers know I was unavailable during certain times. I set daily goals for myself, to make sure I was on track. I cancelled my 1:1 meeting and asked for a junior colleague’s help with smaller tasks, who was not busy at the time.

Questions on taking ownership or initiative

Share a goal you have and how you achieved it.
Tell me about a time where you took initiative at work.
Can you describe a situation when you had to go above your normal duties to get a job done?

Behavioural questions about having ownership or initiative help employers assess your: Proactiveness, accountability, resourcefulness, self-motivation, problem solving and leadership skills.

In my previous role as a marketing assistant, I noticed that our social media presence was lacking engagement compared to our competitors’ accounts. I took the initiative to develop a new content strategy to increase engagement and reach a wider audience. I analysed our current performance and proposed a new content calendar that had more engaging and relevant posts. As a result, we saw a 30% increase in social media engagement within the first month.

Questions on leadership

Share with me your leadership style, and how your approach helped you lead a team in your previous role.
As a new manager, how would you lead a team?
Describe a situation where you led a team or project to success.
Can you give an example of a time when you needed to get a team to improve its performance and how you achieved this?

Behavioural questions about leadership help employers assess your: Communication skills, leadership style , team-building skills, ability to collaborate, ability to delegate and organise the team, problem-solving skills, conflict-resolution skills and critical thinking .

I was a senior in a team that was underperforming due to a lack of motivation and engagement. My challenge was to inspire and motivate the team, so I organised team-building activities and implemented rewards to recognise individual and team achievements. As a result, the team morale picked up and everyone worked together more cohesively, leading to a noticeable increase in productivity.

Questions on problem-solving skills

Describe your process for solving problems.
What steps do you take to resolve important issues at work?
Tell me about a time where you implemented a creative solution to solve a problem.
Describe a time when you solved a complex problem at work.

Behavioural questions about problem solving help employers assess your: Analytical skills, creativity, critical-thinking skills, decision-making ability, adaptability, collaboration, resourcefulness, persistence, time-management skills and communication skills .

In my previous role as a customer service representative, we were receiving a lot of complaints about long hold times on our support hotline. I had to find a solution to reduce wait times to improve customer satisfaction. I proposed a callback system where customers could leave their number and then receive a call back from the next available representative, rather than waiting on hold, which reduced wait times and improved customer satisfaction scores.

Understand the job description. Before the interview, carefully read the job description and make note of key skills and experiences the employer is looking for.
Research the company. Go to their website and read up on their values, culture and recent achievements. Take note of any frequently used terms. This will help you align your responses with their priorities and culture.
Reflect on past experiences . Think about what experiences you’ve had that would show the key skills the job description asks for, and what kind of behavioural questions they may ask you.
Use the STAR method. Take the past experiences you’ve thought of and use the STAR method to structure each of them.
Practise your responses . Practise answering common behavioural interview questions with a friend or family member. This will help you feel confident when you give your responses during the interview.
Prepare questions to ask. Write a list of thoughtful questions to ask the hiring manager. This shows that you’re engaged and interested in the position.
Review and revise. Before the interview, review your resumé and reflect on your past experiences. Identify specific examples that demonstrate your skills.
Reflect on past experiences and achievements. This will give you insight into opportunities for growth and development, and helps identify your strengths.

Here are the top 10 most common behaviour-based interview questions, and a sample answer for each to help you come up with your own examples.

Can you describe a challenging situation at work and how you handled it?

Sample answer: In my previous role as a project manager , we faced a deadline crunch due to unforeseen delays. I reshuffled less crucial projects, delegated jobs to the fastest people and set up a daily five-minute check-in system to keep us all on track, and we met our deadline successfully.

Tip: with this question, interviewers are looking for insight about your problem-solving abilities, so make sure you keep the focus of your answer on the solution and what you did to get there.

How do you handle stress and high pressure?

Sample answer: I prioritise my tasks and focus on one thing at a time. For example, during a high-pressure project, I break down tasks into smaller, manageable parts and focus on completing them systematically. To manage stress , I take short breaks and go for walks to recentre myself.

Tip: interviewers want to hear what strategies and coping mechanisms you use to stay calm and focused under pressure. Choose a time when you handled stress well and had a positive outcome, and highlight the techniques or strategies you use to stay positive and focused.

Give an example of a goal you reached and tell me how you achieved it.

Sample answer: I aimed to increase our department’s efficiency by 20%. I analysed our processes, identified bottlenecks and implemented automation where possible. Regular team reviews and adapting strategies as needed helped us achieve a 22% efficiency increase.

Tip: focus on your motivation and proactiveness in your response to this question. Interviewers want to know that you set yourself goals, how you plan to reach your goals, and how you measure whether you’ve reached it.

Describe a decision you made that was unpopular and how you handled implementing it.

Sample answer: In my previous role, I introduced new software that was initially unpopular due to its complexity. I listened to people’s complaints and organised training sessions so they felt comfortable using the new program. Once the team felt competent, their work days became more streamlined and they were happy about the change.

Tip: this question isn’t as much about the decision you made but on how you handled it, so keep the focus on your actions and the outcome. Interviewers are looking to see how adaptable you are, how you handle criticism, whether you have effective communication skills and what your leadership style is.

Tell me about how you work under pressure.

Sample answer: I think it’s important to stay calm so I can keep a clear mind. When I’m feeling under pressue, I create a detailed plan about what I need to do that involves to-do lists and allotting time to certain tasks. I minimise distractions that might ad extra stress or delay me. I take tea breaks if I start feeling too stressed.

Tip: interviewers are looking to see what strategies you use to manage stress in the workplace and how you prioritise effectively. Focus on your organisational skills and the specific steps you take to manage stress.

Can you provide an example of a time when you had to go above and beyond your regular duties? Sample answer: In my last role, our primary team member fell ill before a major deadline. I took over their responsibilities, worked extra hours in exchange for time off in lieu, and coordinated with the team to ensure we met our targets without compromising the project’s quality.

Tip: with this question, interviewers are looking for insight about your work ethic, attitude, positive behaviour and commitment. They want to see you’re not afraid of a challenge and are happy to put in some extra time or effort to achieve goals.

Have you ever dealt with a difficult team member? How did you handle it? Sample answer: Yes, there was a team member who often missed deadlines. I had a private conversation to understand their challenges and we agreed to scale back their job-training commitments during busier times. This improved their performance and the overall team dynamics.

Tip: interviewers are looking for great communication and interpersonal skills , teamwork and conflict resolution skills . Choose a work-related issue (not a personal one) and focus on what you did and said to be respectful and stay solution focused.

Describe a time when you disagreed with your supervisor.

Sample answer: In a previous role, my supervisor and I disagreed on a marketing strategy. I presented my research and proposed a trial run for my approach. My supervisor agreed. The trial was successful, and we were able to take learnings from it that significantly increased our leads.

Tip: your communication skills are what interviewers are looking for here. Focus on how you maintained respect for your supervisor while effectively communicating your ideas.

Give an example of how you set goals and achieve them.

Sample answer: I break my goals down into smaller steps and give myself a timeframe to achieve them. If I’m not making measurable progress, I step back and reassess my goals and expectations of myself. If I need more training at work, I speak to my manager.

Tip: show interviewers that you know what SMART goals are and how to use them effectively to achieve your goals.

Can you tell me about a time you failed? How did you handle it?

Sample answer: In my early career, I missed an important client deadline. I took responsibility, communicated with the client to reset expectations, and reviewed our processes to prevent future failures. This experience taught me valuable lessons in time management and accountability.

Tip: how you grew from a setback is what interviewers are looking to discover with this question. Focus on the actions you took to show accountability and rectify the situation, and the lessons you learnt and strategies you implemented to avoid making the same mistake in the future.

Here are some of the most common mistakes people make when answering behavioural interview questions, so you can avoid making them.

Being vague with your answers

Mistake: providing generic answers without concrete examples.

Fix: use the STAR method (situation, task, action, result) to offer a detailed story showcasing your skills and actions in a specific scenario. Include dates, numbers and outcomes to paint a vivid picture.

Focusing solely on success

Mistake: only highlighting achievements without acknowledging challenges or mistakes.

Fix: showcasing your ability to learn and grow is crucial. Briefly mention a challenge you faced, how you handled it, and what you learned from it.

Negativity and blaming others

Mistake: complaining about previous employers, colleagues or projects.

Fix: maintain a positive tone, even when discussing challenges. Focus on your actions and solutions, not negativity or blaming others.

Rambling and going off-track

Mistake: exceeding the time limit or losing focus on the question asked.

Fix: prepare concise answers beforehand. Practice outlining your story using the STAR method within a reasonable timeframe. Be mindful of staying relevant to the question and the position’s requirements.

Lack of authenticity and overpreparation

Mistake: sounding scripted or reciting memorised answers that don’t feel genuine.

Fix: practise using your own words and storytelling style. While preparation is key, ensure your answers feel natural and reflect your true personality and experiences.

Missing the link to the job

Mistake: failing to connect your responses to the specific skills and qualities mentioned in the job description.

Fix: tailor your answers to highlight how your actions and experiences directly align with the required skills and demonstrate your value to the company.

Tackling those tricky behavioural interview questions is all about talking about experiences you’ve had before and explaining how you handled them in a way that relates to the job you’re going for. Before you get to the interview, think about some specific things you’ve done in the past that show the key qualities needed for the role. Then structure your answers using the STAR technique (situation, task, action, result).

Remember: employers want to hear about how you’ve handled challenges and failures – they want to see that you learn and grow in your role . Be authentic, upbeat, and avoid blaming others. Highlight your problem-solving skills, adaptability, and ability to learn from past experiences.

What is the best way to prepare for behavioural interview questions?

There are a few strategies you can use to prepare for behavioural interview questions. Here are some tips:

Read the job description and note key words and qualities
Research company for values, goals and key words
Reflect on your past experiences that match the 10 top most common behavioural interview questions above
Organise your examples using the STAR method
Practice with a friend or family member

What is the most common behavioural interview question?

The most common behavioural interview question is “Can you tell me about a time you failed? How did you handle it?” Sample answer: “ In my early career, I missed an important client deadline. I took responsibility, communicated with the client to reset expectations, and reviewed our processes to prevent future failures. This experience taught me valuable lessons in time management and accountability”.

What is the STAR method in interviewing?

The STAR technique helps you structure your answers in a clear and systematic way. By describing the situation, task, action and result of a specific experience, you can make sure you hit all the key points the interviewer is looking for in a concise and organised way.

Can you provide examples of behavioural interview questions specific to leadership roles?

Some examples of behavioural interview questions specific to leadership roles are:

Share with me your leadership style and how it helped you lead a team in your previous role?
Describe a situation where you led a team or project to success?
Share an example of when you coached a team member to be more successful?
Tell me about a time you solved a disagreement between two members of your team?

How do I handle behavioural questions that focus on failing?

The trick to handling behavioural questions that focus on negative experiences or failures is to keep it positive. Instead of focusing on the negative aspect, focus on what you learned from the experience and how you’ve grown as a result.

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Presentation

Use these interview questions to hire candidates with rockstar presentation skills.

Why presentation skills rule

Whether you’re hiring for a salesperson, HR pro, trainer or marketer, presentation skills are a must.

From selling products to representing your company to potential clients, there’s huge demand for presentation skills in most jobs—especially when you’re hiring for senior roles.

Presentation skills interview questions

How do you prepare a presentation?
Tell us about a time you’ve created a killer presentation. What made it special?
How do you target different audiences with your presentations?
Describe how you would use a presentation to impress a new client.
How do you pull a bored audience back in?
Describe how you’d announce bad news to the team.
Reports vs. in-person meetings. Which wins? Why?
What are your favorite presentation tools?
In a presentation, how much comedy is too much comedy?

Candidates to look for

Great resume: For some roles, you may want candidates who present well on paper as well as in person.
Outside-the-box thinking: Candidates who avoid obvious answers can hold an audience for longer. Think: intrigue and humor.
They get to the point: No one wants to sit for hours and listen to someone drone on. Candidates who get to the point quickly are on point.
Passionate candidates: Ask candidates to talk about their hobbies to test how enthusiastic they can be.

Candidates to avoid

Unprepared candidates: If your candidate didn’t prepare for their interview, they’re probably not going to prepare for presentations.
They’re unpersuasive: Candidates who struggle with persuasive language and coherent arguments won’t be good influencers.
They look uncomfortable: Check in on their body language for extra clues on their stress levels. Look for confidence and eye contact.
Bad listeners: The best presentations are a two-way street. Candidates need to show they listen as much as they talk.
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Microsoft 365 Life Hacks > Presentations > Common Behavioral Interview Questions & How to Answer Them

Common Behavioral Interview Questions & How to Answer Them

Understanding behavioral interview questions will help you answer them effectively—so your interviewer can understand you.

What are Behavioral Interview Questions?

This kind of interview question has less to do with your previous roles and experience and more to do with how you do or may behave in certain situations or contexts. The interviewer is trying to understand how you behave and how you might act while in the role for which you’re interviewing. Soft skills aren’t easy to quantify, so behavioral interview questions—and their answers—can help interviewers understand your grasp of soft skills, how you logic your way through problems, and how well you can explain the path from a challenge to a solution.

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Behavioral Interview Questions By Topic

There are a few different categories into which we can organize behavioral interview questions—and the kind of answers interviewers are looking for.

How You Work in a Group

How you talk about working with others speaks volumes about how you approach teamwork, handle conflict, and find your role in a workplace.

“Share an example of a time you motivated a colleague or team.”
“Tell me about a time you made an unpopular decision—how did you implement it or get buy-in?”
“Tell me about a time you made a mistake that effected a colleague. How did you rectify things?”
“What do you do when you have a disagreement with someone on your team?”

How You Work with Clients

Clients aren’t always on the outside of a workplace. Sometimes your client is whomever you’re preparing work for. Don’t be thrown by client-related questions if you haven’t worked directly with an outside client in a traditional sense.

“How do you help a client figure out what they want when they’re not sure?”
“Share an example of a time a client reacted poorly to something. What happened and how did you resolve it?”
“Tell me about a time you went above and beyond for a client.”
“When does your responsibility to a client end?”

How You Work with Yourself & Manage Your Time

Actions speak louder than words, which is why simply stating that you have excellent time-management skills isn’t enough. Interviewers want to get a clear sense of how you manage your time—and yourself.

“Give me an example of how you’ve handled a challenge.”
“How do you handle making a mistake in your work?”
“Tell me about how you balance deadlines with day-to-day responsibilities.”
“Tell me about a time you worked effectively under pressure.”

How Flexible & Adaptable You Are

Being able to pivot is an important skill to bring to the workplace. Being able to share concrete examples of pivoting is key in an interview.

“How do you take on learning a new role?”
“Let’s say a deadline has been moved up—how do you handle it?”
“Tell me about a time you knew you were right about something but had to do or say something differently than you otherwise would’ve.”
“What’s an example of creative problem solving you’re proud of?”

Your Professional Ethics & Goals

Questions like these give interviewers insight into how you approach work and working as a concept.

“Can you tell me about a time you felt as though you weren’t doing your best work?”
“How do you set and work toward your goals?”
“Tell me about a goal you achieved.”
“Tell me about a goal you didn’t achieve.”

How to Give Effective Answers to Behavioral Interview Questions

Understanding what your interviewer wants insight into is a good first step to effectively answering behavioral questions. Keep these points in mind while practicing your answers:

Be honest. Don’t invent a story or situation that you think your interviewer wants to hear—just share a truthful example. You can—and should—craft your answer to be appropriate for the context of the role for which you’re interviewing, but don’t lie.
Go step by step. The beginning is a very good place to start. If the question is about steps you’d take to do something, start with the first and detail each one until the end. If the question asks you do share an example situation, offer a brief overview of the situation before laying out your involvement in it—start to finish.
Prepare for follow-up questions. Be thorough, but don’t try to cram too much into an answer—there will likely be follow-up questions, such as, “How did they respond?” or “What happened next?” or “What did they do?”

When you’re well versed in your answers to behavioral interview questions, you’ll be more confident during your interview. Paired with a well-written cover letter and an appropriate resume , your interview will be the right kind of head-turning.

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10 General Data Analyst Interview Questions You'll Be Asked

Typical Data Analyst Interview Process

The data analyst interview process typically involves the following steps:

Recruiter Screening Call : Your first step will often involve a screening call with a recruiter to get a sense of your experience, interest, and salary expectations, as well as provide you with details about the position.

Hiring Manager Interview : The next call is normally with the hiring manager. They might ask more about your direct experience, as well as why you are interested in the position.

Technical Screen : This part is specific to data analyst roles. The technical interview can involve SQL and Python questions or a take-home test.

On-site interview : The final step tends to focus on your business acumen.

Once you have passed through these core parts of the interview process, you may have to wait for an offer. Regardless of whether you get the job or not, you may get a chance for feedback, which can be helpful for your career.

General Data Analyst Interview Questions and Answers

These are some of the questions you might encounter early on during the interview process, usually in the HR interview. They are often the data analyst behavioral interview questions used to determine what kind of professional you are and how much you understand about the role and the company:

1. Tell me about yourself

Despite being a relatively simple question, this one can be hard for many people to answer. Essentially, the interviewer is looking for a relatively concise and focused answer about what’s brought you to the field of data analytics and what interests you about this role.

You should focus on why data analytics is meaningful to you, what excites you about this specific role, and what you’re hoping to gain from it.

2. What makes you the best candidate for the job?

Although this can be a broad question, remember the interviewer wants to hear about you as a data analyst. So consider your journey with data analysis, what got you interested in the first place, your previous experience, and why you are applying for this role in particular.

3. Tell me how you coped with a challenging data analysis project

Here, the interviewer is essentially asking how you overcome challenges, giving you a chance to highlight your strengths in action. Make sure to talk about some of your strengths and weaknesses that you're working to improve.

Be honest about what went wrong or what you found difficult, and try to highlight any skills listed in the job requirements of this role. Again, make sure you give an answer with a positive outcome, showing the lessons/skills you learned to cope with similar challenges in the future.

The interviewer may instead ask you to talk about a successful project, but your approach should be the same either way. Give a specific example, highlight what went well and what was challenging, and mention the lessons you learned.

4. What type of data have you worked with?

This question asks you to be as specific as possible. Focus on the size and type of data you have worked with, whether from previous work experience or your own projects and programs. Many hiring managers will be looking to see if you can handle large, complex data.

You can draw on all kinds of examples here, whether it’s career-related or something that’s part of a personal project or online course.

Data analyst process interview questions

In your day-to-day work as a data analyst, you’ll spend a lot of time working on various tasks and processes. During the hiring manager interview, you’ll likely encounter questions about processing, including:

5. What is data cleaning, and how do you do it?

Data cleaning (also known as data preparation or data cleansing) takes up a large part of your work hours as a data analyst. When you answer this question, you can show the interviewer how you handle the process. You’ll want to explain how you handle missing data, duplicates, outliers, and more. Be sure to explain why it is important and how you have dealt with it in past projects.

6. How do you communicate technical concepts to a non-technical audience?

Much of data analysis involves ordering your findings into a narrative and clearly explaining it to both technical and non-technical audiences. This is where your soft skills come in: communication and storytelling. Give examples of how you’ve drawn insights from data and communicated those to audiences. These might include presentations to shareholders or written communication within your portfolio.

7. How would you go about measuring the performance of our company?

When an interviewer offers up a question about the company, this is an opportunity to show your research into their work and how you align with them. Consider how your analysis skills can bring insights specific to this company in particular, with their problems and goals in mind.

8. How would you estimate…?

They may give you a situational question here, asking how you’d approach a task from start to finish. This question will test your analytical skills, as well as your ability to think on your feet. You should talk the interviewer through your approach and rely on your knowledge and skills to guide you.

Data analyst technical interview questions

9. what data analytics software are you familiar with.

This question helps the interviewer assess what level of experience you have and how much training you might need for the role in question.

You can prepare by including any software listed in the job description that you have worked with, mentioning software solutions and how you have used them for different stages across the data analysis process. Be sure to include relevant terminology to keep on track.

Software to mention for data analyst roles includes R, Python, Tableau, and Microsoft Excel. Be sure to try some extra data analyst training if you’re uncertain of these.

10. What is your statistical knowledge for data analysis?

This question is usually asking if you have a basic understanding of statistics and how you have used them in your previous data analysis work.

If you are entry-level and not familiar with statistical methods, make sure to research the following concepts:

Standard deviation

Sample size

If you do have some knowledge, be specific about how statistical analysis ties into business goals.

There are of course a lot of other questions you could be asked, but these are fantastic questions to study and know how to answer well. You most likely will be asked questions like these in your interviews!

Ready for more?

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50 Example Behavioral Interview Questions (and How to Write Your Own)
35+ Common Behavioral Interview Questions and Answers
41+ Behavioral Interview Questions and Answers in 2024
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41+ Behavioral Interview Questions and Answers in 2024
Most Common Behavioral Interview Questions

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The one tip you need to pass all behavioral interview questions [START METHOD]
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Interview Questions About Your Presentation Skills
To asses this skill, employers will ask a series of behavioral interview questions about presentations you have made in the past. The questions will go beyond just describing a successful presentation you have made. they will ask how your presentation skills influence others, how you manage presentation stress and presentation mistakes you have ...
11+ Proven Presentation Interview Questions [+Answers]
They are not persuasive. Often, the goal of a presentation is to persuade your audience to take an action (e.g. buy your products.) Candidates who use engaging language and coherent arguments during interviews will be more likely to influence others. Their body language is uncomfortable. Good speakers are confident and maintain eye contact.
The Top 30 Behavioral Interview Questions to Prep For
Scan the job description for anything that seems to be mentioned more than once or is otherwise emphasized—say, "takes initiative," or, "works independently.". Then come up with some stories about those things! 2. Brush up on the STAR method. Stories can get big and unwieldy, especially when we're nervous.
PDF 30 Essential Behavioral Interview Questions
anagers say adaptability is the most important soft skill they screen for. And it makes sense - to stay competitive today, your. ompany needs to be able to adapt to a changing economy a. Here are some of the most popular questions to ask:1MOST POPULAR2345Tell me. bout a time when y.
Top 50 Behavioral Interview Questions and Answers
10. Tell me about a time you had to make an unpopular decision. If you're applying for a management role, this is one of the most common behavioral questions you'll encounter. Many members of the leadership team have to make difficult choices, and sometimes, they won't resonate with team members.
45+ Behavioral Interview Questions in 2024 (+ Sample Answers)
Question #37. Tell me about a time when you solved a problem at your job that wasn't part of your job description. Situation: "I was working as a sales associate at a popular clothing store, and one day our point-of-sale system went down. It was a busy Saturday afternoon, and the store was packed with customers."
10 Behavioral Interview Questions (With Sample Answers)
Here are a few tips to help you answer behavioral interview questions more effectively: Be honest in your answers. Try to be as honest as possible when describing your past experiences and structure your responses to showcase the potential value you could provide to the company. Review your past accomplishments.
35+ Common Behavioral Interview Questions and Answers
Top behavioral interview questions and answers. Here are 35 examples of the most common behavioral interview questions used by interviewers, categorized according to which soft skill they relate to: Communication behavioral interview questions. These questions are designed to reveal how strong your communication skills are at work: 1.
40 Behavioral-Based Interview Questions & Answers
The following examples of behavioral interview questions and answers use the above technique. Each will come with an answer trigger to help you quickly think of a relevant example for your answer. 1. Describe a situation when you had a busy day and more work came to your desk.
Behavioral Interview Questions: These Are 40 Most Common Ones
Here are 20 common behavioral interview questions, gathered from various reputable sources, like Yale University or University of Sydney. Keep in mind, these questions are designed to get you to share detailed, specific examples from your past work experiences. Tell me about a time when you had to work closely with someone whose personality was ...
40+ Behavioral Interview Questions (Tips + Sample Answers)
Summary of the Main Points. Behavioral interview questions are the questions that begin with "Tell me about a time when…" "Can you recall a situation in which…" "Talk about a time when…" "Give an example of a time when…". These questions focus on your past behavior in order to predict how you'll behave in the future.
The STAR Interview Method: How To Answer + Examples
The STAR (Situation-Task-Action-Result) method, a.k.a. the STAR format, is a way to answer behavioral interview questions and other common questions that require storytelling. It proves you've got the skills needed to excel in the position you applied for — based on a story about how you used those skills in the past.
20+ Behavioral Interview Questions and Answers
The purpose of behavioral interview questions . Behavioral interview questions serve several important purposes during the hiring process. They: Assess past performance: These questions evaluate how you have approached and handled situations in the past, providing insights into your abilities, decision-making skills, and problem-solving ...
25 Important Behavioral Interview Questions (and Example Answers)
Behavioral interview questions often start with phrases such as: "Tell me about a time when…". "Describe a situation where…". "Give me an example of…". "How did you handle a situation where…". "Explain how you have dealt with…". Recruiters report spending approximately 66% of their hiring time on interviews, making ...
51 Behavioral Interview Questions & Answers To Master
Common Behavioral Interview Questions. There are certain types of questions you can anticipate and prepare for. This list of 50 common behavioral interview questions is broken down by what skills or qualities the interviewer is evaluating. The types of questions you are asked will vary by your role and level of seniority.
18 Common Behavioral Interview Questions & Answers
Some interviewers might ask unexpected questions to assess your ability to think on your feet. Stay calm and take a moment to collect your thoughts before answering. See more: 10 Signs An Job Interview Went Well. Conclusion. I hope the popular behavioral interview questions we just discussed give you a good sense of your interview process.
10 common behavioural interview questions and answers
Describe a time when you solved a complex problem at work. Behavioural questions about problem solving help employers assess your: Analytical skills, creativity, critical-thinking skills, decision-making ability, adaptability, collaboration, resourcefulness, persistence, time-management skills and communication skills.
31 Behavioral Interview Questions & Answers
Practice 31 Behavioral Interview Questions. Written by professional interviewers with 278 answer examples and 1436 community answer examples.
Presentation Interview Questions
Whether you're hiring for a salesperson, HR pro, trainer or marketer, presentation skills are a must. From selling products to representing your company to potential clients, there's huge demand for presentation skills in most jobs—especially when you're hiring for senior roles. Presentation skills interview questions
Common Behavioral Interview Questions & Answers
Interviewers want to get a clear sense of how you manage your time—and yourself. "Give me an example of how you've handled a challenge.". "How do you handle making a mistake in your work?". "Tell me about how you balance deadlines with day-to-day responsibilities.". "Tell me about a time you worked effectively under pressure.".
10 General Data Analyst Interview Questions You'll Be Asked
The data analyst interview process typically involves the following steps: Recruiter Screening Call: Your first step will often involve a screening call with a recruiter to get a sense of your experience, interest, and salary expectations, as well as provide you with details about the position.. Hiring Manager Interview: The next call is normally with the hiring manager.

Interview Questions About Your Presentation Skills

Here are 8 Behavioral Interview Questions About Your Presentation Skills:

Show That You Can Use Your Presentation Skills To Influence Others

Showing You Can Learn From Presentation Mistakes

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Everything You Need to Know About Answering Behavioral Interview Questions

What are behavioral interview questions?

Why do interviewers ask behavioral questions?

30 common behavioral interview questions

Teamwork questions

Customer service questions

Adaptability questions

Time management questions

Communication questions

Motivation and values questions

How to answer behavioral questions

Example answers for top behavioral questions

1. Give me an example of a time you faced a conflict while working on a team. How did you handle that?

2. Tell me about a time you needed to get information from someone who wasn’t very responsive. What did you do?

3. Describe a time when it was especially important to make a good impression on a client. How did you go about doing so?

4. Describe a time when your team or company was undergoing some change. How did that impact you, and how did you adapt?

5. Tell me about a time you failed. How did you deal with the situation?

6. Give me an example of a time you managed numerous responsibilities. How did you handle that?

7. Give me an example of a time when you were able to successfully persuade someone to see things your way at work.

8. Tell me about a successful presentation you gave and why you think it was a hit.

9. Tell me about your proudest professional accomplishment.

10. Tell me about a time when you worked under either extremely close supervision or extremely loose supervision. How did you handle that?

4 tips to prep for—and ace—a behavioral interview

1. Prepare a few stories based on the job description.

2. Brush up on the STAR method.

3. Wrap up your answers with a conclusion.

4. Practice aloud before your real interview.

Top 50 Behavioral Interview Questions and Answers

By Mike Simpson

What Are Behavioral Interview Questions?

How to Answer Behavioral Interview Questions

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Top 10 Common Behavioral Interview Questions and Answers

2. How do you manage stress on the job?

3. Tell me about a time when you had a conflict with a coworker. How did you navigate the situation?

4. Describe a time when you had to adapt quickly to a change in priorities.

5. Can you tell me about a time when you failed on the job?

6. Tell me about a time when you led a team.

7. Describe a time when you had to deal with an upset customer. How did you handle it?

8. How do you approach goal-setting?

9. Tell me about your greatest professional accomplishment.

10. Tell me about a time you had to make an unpopular decision.

40 More Behavioral Interview Questions

Putting It All Together

FREE : Behavioral Interview Questions PDF Checklist

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45+ Behavioral Interview Questions in 2024 (+ Sample Answers)

What Are Behavioral Interview Questions?

How to Answer Any Behavioral Interview Question

45 Common Behavioral Interview Questions

5 Questions About Time Management

8 Questions About Communication Skills

8 Questions About Teamwork

3 Questions About Working with Clients and Customers

6 Questions About Adaptability

5 Questions About Leadership

4 Questions About Problem-Solving

6 Questions About Success and Failure

45 Samples Answers for Different Professions and Levels of Experience

Question #1