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Behavioral Interview Questions About Problem Solving

“A problem is a chance for you to do your best .” Duke Ellington

Great problem solvers tend to be people with a healthy attitude to change and an open mind when it comes to new ideas. You either drown in the problem or you look at it as an opportunity for you to do your best work. Every workplace has problems, that’s life. Employers look for people who have solid problem solving strategies that they use to work through any workplace problems that arise.

Basic Questions About how You Go About Problem Solving:

Every job interview will have one or more questions about how you go about problem solving. If the role you are applying for is comprised largely of routine work you may just be asked a basic interview question like the ones below.

Off course the answer is always – ‘Yes I am a problem solver” but you need to do much more than just that. You need to explain how you go about problem solving. What is your strategy? What steps do you follow? These things matter.

• Are You a Problem Solver?
• How Do You Go About problem Solving?

Specific Behavioral Interview Questions About Problem Solving:

Most interviewers will ask very targeted behavioral interview questions to understand exactly how you go about problem solving. The following are 9 behavioral interview questions about how you approach problem solving in the workplace.

Before you click to see sample answers, see if you could answer these behavioral interview questions by yourself first.

1. Tell me about a situation where you had to solve a difficult problem. What did you do? What was the outcome? What do you wish you had done differently?

Sample answer to how you are a problem solver .

2. Describe a situation in which you recognized a potential problem as an opportunity. What did you do? What was the result? What, if anything, do you wish you had done differently?

Sample answer to how to show that problems are just opportunities in disguise .

3. What steps do you follow to study a problem before making a decision? Why?

Sample answer to how you would problem solve before making a decision .

4. Give me an example of a time you discovered an error that been overlooked by a colleague. What did you do? What was the outcome?

Sample answer on how you would tell colleagues they made a mistake .

5. What problem solving strategies do you use to stay aware of problems and resolve them in your work area? Can you give me an example of how this has worked for you in your current role?

Sample answer to show your problem solving strategies .

6. Describe the biggest work-related problem you have faced in the past 12 months. How did you handle it?

Sample answer to show how you handle biggest work related problems .

7. Can you tell me about a time where you have been caught unaware by a problem or an obstacle that you had not foreseen? What happened?

Sample to show how you deal with unexpected workplace problems .

8. Tell about a time when you were able to develop a different problem-solving approach. What steps did you follow?

Sample answer to show how your problem solving strategies .

9. Tell us about a time when you identified a potential problem and resolved the situation before it became a serious issue.

Sample answer to show you can identify problems and solve them .

10. Give a specific example of a time when you used good judgment and logic in solving a problem.

Sample to show how you use logic to solve work problems .

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• How To Answer Behavioral Interview Questions July 26, 2017
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Top 20 Problem Solving Interview Questions (Example Answers Included)

Mike Simpson 0 Comments

By Mike Simpson

When candidates prepare for interviews, they usually focus on highlighting their leadership, communication, teamwork, and similar crucial soft skills . However, not everyone gets ready for problem-solving interview questions. And that can be a big mistake.

Problem-solving is relevant to nearly any job on the planet. Yes, it’s more prevalent in certain industries, but it’s helpful almost everywhere.

Regardless of the role you want to land, you may be asked to provide problem-solving examples or describe how you would deal with specific situations. That’s why being ready to showcase your problem-solving skills is so vital.

If you aren’t sure who to tackle problem-solving questions, don’t worry, we have your back. Come with us as we explore this exciting part of the interview process, as well as some problem-solving interview questions and example answers.

What Is Problem-Solving?

When you’re trying to land a position, there’s a good chance you’ll face some problem-solving interview questions. But what exactly is problem-solving? And why is it so important to hiring managers?

Well, the good folks at Merriam-Webster define problem-solving as “the process or act of finding a solution to a problem.” While that may seem like common sense, there’s a critical part to that definition that should catch your eye.

What part is that? The word “process.”

In the end, problem-solving is an activity. It’s your ability to take appropriate steps to find answers, determine how to proceed, or otherwise overcome the challenge.

Being great at it usually means having a range of helpful problem-solving skills and traits. Research, diligence, patience, attention-to-detail , collaboration… they can all play a role. So can analytical thinking , creativity, and open-mindedness.

But why do hiring managers worry about your problem-solving skills? Well, mainly, because every job comes with its fair share of problems.

While problem-solving is relevant to scientific, technical, legal, medical, and a whole slew of other careers. It helps you overcome challenges and deal with the unexpected. It plays a role in troubleshooting and innovation. That’s why it matters to hiring managers.

How to Answer Problem-Solving Interview Questions

Okay, before we get to our examples, let’s take a quick second to talk about strategy. Knowing how to answer problem-solving interview questions is crucial. Why? Because the hiring manager might ask you something that you don’t anticipate.

Problem-solving interview questions are all about seeing how you think. As a result, they can be a bit… unconventional.

These aren’t your run-of-the-mill job interview questions . Instead, they are tricky behavioral interview questions . After all, the goal is to find out how you approach problem-solving, so most are going to feature scenarios, brainteasers, or something similar.

So, having a great strategy means knowing how to deal with behavioral questions. Luckily, there are a couple of tools that can help.

First, when it comes to the classic approach to behavioral interview questions, look no further than the STAR Method . With the STAR method, you learn how to turn your answers into captivating stories. This makes your responses tons more engaging, ensuring you keep the hiring manager’s attention from beginning to end.

Now, should you stop with the STAR Method? Of course not. If you want to take your answers to the next level, spend some time with the Tailoring Method , too.

With the Tailoring Method, it’s all about relevance. So, if you get a chance to choose an example that demonstrates your problem-solving skills, this is really the way to go.

We also wanted to let you know that we created an amazing free cheat sheet that will give you word-for-word answers for some of the toughest interview questions you are going to face in your upcoming interview. After all, hiring managers will often ask you more generalized interview questions!

Click below to get your free PDF now:

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Top 3 Problem-Solving-Based Interview Questions

Alright, here is what you’ve been waiting for: the problem-solving questions and sample answers.

While many questions in this category are job-specific, these tend to apply to nearly any job. That means there’s a good chance you’ll come across them at some point in your career, making them a great starting point when you’re practicing for an interview.

So, let’s dive in, shall we? Here’s a look at the top three problem-solving interview questions and example responses.

1. Can you tell me about a time when you had to solve a challenging problem?

In the land of problem-solving questions, this one might be your best-case scenario. It lets you choose your own problem-solving examples to highlight, putting you in complete control.

When you choose an example, go with one that is relevant to what you’ll face in the role. The closer the match, the better the answer is in the eyes of the hiring manager.

EXAMPLE ANSWER:

“While working as a mobile telecom support specialist for a large organization, we had to transition our MDM service from one vendor to another within 45 days. This personally physically handling 500 devices within the agency. Devices had to be gathered from the headquarters and satellite offices, which were located all across the state, something that was challenging even without the tight deadline. I approached the situation by identifying the location assignment of all personnel within the organization, enabling me to estimate transit times for receiving the devices. Next, I timed out how many devices I could personally update in a day. Together, this allowed me to create a general timeline. After that, I coordinated with each location, both expressing the urgency of adhering to deadlines and scheduling bulk shipping options. While there were occasional bouts of resistance, I worked with location leaders to calm concerns and facilitate action. While performing all of the updates was daunting, my approach to organizing the event made it a success. Ultimately, the entire transition was finished five days before the deadline, exceeding the expectations of many.”

2. Describe a time where you made a mistake. What did you do to fix it?

While this might not look like it’s based on problem-solving on the surface, it actually is. When you make a mistake, it creates a challenge, one you have to work your way through. At a minimum, it’s an opportunity to highlight problem-solving skills, even if you don’t address the topic directly.

When you choose an example, you want to go with a situation where the end was positive. However, the issue still has to be significant, causing something negative to happen in the moment that you, ideally, overcame.

“When I first began in a supervisory role, I had trouble setting down my individual contributor hat. I tried to keep up with my past duties while also taking on the responsibilities of my new role. As a result, I began rushing and introduced an error into the code of the software my team was updating. The error led to a memory leak. We became aware of the issue when the performance was hindered, though we didn’t immediately know the cause. I dove back into the code, reviewing recent changes, and, ultimately, determined the issue was a mistake on my end. When I made that discovery, I took several steps. First, I let my team know that the error was mine and let them know its nature. Second, I worked with my team to correct the issue, resolving the memory leak. Finally, I took this as a lesson about delegation. I began assigning work to my team more effectively, a move that allowed me to excel as a manager and help them thrive as contributors. It was a crucial learning moment, one that I have valued every day since.”

3. If you identify a potential risk in a project, what steps do you take to prevent it?

Yes, this is also a problem-solving question. The difference is, with this one, it’s not about fixing an issue; it’s about stopping it from happening. Still, you use problem-solving skills along the way, so it falls in this question category.

If you can, use an example of a moment when you mitigated risk in the past. If you haven’t had that opportunity, approach it theoretically, discussing the steps you would take to prevent an issue from developing.

“If I identify a potential risk in a project, my first step is to assess the various factors that could lead to a poor outcome. Prevention requires analysis. Ensuring I fully understand what can trigger the undesired event creates the right foundation, allowing me to figure out how to reduce the likelihood of those events occurring. Once I have the right level of understanding, I come up with a mitigation plan. Exactly what this includes varies depending on the nature of the issue, though it usually involves various steps and checks designed to monitor the project as it progresses to spot paths that may make the problem more likely to happen. I find this approach effective as it combines knowledge and ongoing vigilance. That way, if the project begins to head into risky territory, I can correct its trajectory.”

17 More Problem-Solving-Based Interview Questions

In the world of problem-solving questions, some apply to a wide range of jobs, while others are more niche. For example, customer service reps and IT helpdesk professionals both encounter challenges, but not usually the same kind.

As a result, some of the questions in this list may be more relevant to certain careers than others. However, they all give you insights into what this kind of question looks like, making them worth reviewing.

Here are 17 more problem-solving interview questions you might face off against during your job search:

• How would you describe your problem-solving skills?
• Can you tell me about a time when you had to use creativity to deal with an obstacle?
• Describe a time when you discovered an unmet customer need while assisting a customer and found a way to meet it.
• If you were faced with an upset customer, how would you diffuse the situation?
• Tell me about a time when you had to troubleshoot a complex issue.
• Imagine you were overseeing a project and needed a particular item. You have two choices of vendors: one that can deliver on time but would be over budget, and one that’s under budget but would deliver one week later than you need it. How do you figure out which approach to use?
• Your manager wants to upgrade a tool you regularly use for your job and wants your recommendation. How do you formulate one?
• A supplier has said that an item you need for a project isn’t going to be delivered as scheduled, something that would cause your project to fall behind schedule. What do you do to try and keep the timeline on target?
• Can you share an example of a moment where you encountered a unique problem you and your colleagues had never seen before? How did you figure out what to do?
• Imagine you were scheduled to give a presentation with a colleague, and your colleague called in sick right before it was set to begin. What would you do?
• If you are given two urgent tasks from different members of the leadership team, both with the same tight deadline, how do you choose which to tackle first?
• Tell me about a time you and a colleague didn’t see eye-to-eye. How did you decide what to do?
• Describe your troubleshooting process.
• Tell me about a time where there was a problem that you weren’t able to solve. What happened?
• In your opening, what skills or traits make a person an exceptional problem-solver?
• When you face a problem that requires action, do you usually jump in or take a moment to carefully assess the situation?
• When you encounter a new problem you’ve never seen before, what is the first step that you take?

Putting It All Together

At this point, you should have a solid idea of how to approach problem-solving interview questions. Use the tips above to your advantage. That way, you can thrive during your next interview.

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• What Is Your Greatest Weakness?
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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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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. 

Common Behavioral Interview Questions and Answers

50+ Common Behavioral Interview Questions and Answers (Updated 2024)

Published on May 1st, 2024

It's crucial for both employers and candidates to be well-prepared for the interview process. Behavioral interview questions are a popular method used by hiring managers to assess a candidate's suitability for a role. These questions delve into a candidate's past experiences and behaviors to predict future performance, providing insights into their problem-solving abilities, teamwork, communication skills, adaptability, and leadership potential.

For candidates, mastering behavioral interview questions can significantly enhance their chances of making a positive impression. By using the STAR method (Situation, Task, Action, Result), candidates can structure their responses to highlight their competencies and demonstrate how they've successfully navigated various challenges in their careers.

In this blog, we'll explore common behavioral interview questions and provide sample answers to help both candidates and employers navigate the interview process with confidence. Whether you're preparing for an interview or looking to improve your hiring strategy, these insights will guide you towards achieving your goals.

Common Behavioral Interview Questions and Answers : Problem-Solving

Why ask these questions? Employers ask problem-solving behavioral questions to evaluate a candidate's critical thinking abilities, analytical skills, and their approach to resolving complex issues. These questions help gauge how well a candidate can break down problems, gather and analyze relevant information, weigh multiple perspectives, and formulate effective solutions. Strong problem-solving skills are crucial for roles that involve strategizing, troubleshooting, process improvements, and driving innovation.

Common Behavioral Interview Questions on Problem-Solving

1. Describe a complex problem you faced in a previous role. What process did you follow to analyze the root causes and determine a viable solution?

Sample Answer: "In my last role as a project manager, we encountered major delays with a client implementation due to unanticipated technical issues (Situation). I quickly gathered my team to clearly define the problems and prioritize which ones needed addressing first (Task). We methodically isolated the root causes and I delegated research on potential solutions to relevant experts (Action). Through this systematic approach, we not only resolved the technical issues but also identified gaps in our implementation plan to prevent similar problems in the future (Result)."

2. Give an example when you anticipated a potential roadblock before it occurred and the preventive measures you took to mitigate the issue proactively.

Sample Answer: "While reviewing the budget for an upcoming marketing campaign, I noticed that based on previous years' spending trends, we were in danger of overrunning our allocated budget (Situation). I recognized this potential pitfall early on and analyzed the cost Denver's and areas we could potentially scale back without impacting our core objectives (Task). I presented my findings to the team lead and we agreed on scaling back some ancillary activities to free up those funds as a contingency buffer (Action). This proactive measure ensured we completed the entire campaign successfully without going over budget (Result)."

3. Tell me about a time you had to make a decision without complete information. How did you evaluate the situation to determine the best course of action?

Sample Answer: "Last year, one of our key suppliers had to suddenly halt operations due to a facility issue (Situation). This disrupted our supply chain and we had several large customer orders pending (Task). Given the urgency, I couldn't wait for complete information from all parties involved. I quickly met with my team to gather all available data points and outlined the potential risks and opportunities of moving forward with an alternate supplier versus delaying orders (Action). We made the calculated decision to proceed with a backup vendor to avoid losing those customers, while enforcing strict quality checks. This allowed us to meet our commitments with only a brief delay (Result)."

4. What was the most challenging problem you solved in a team setting? How did you collaborate with others to understand different viewpoints and develop a resolution?

Sample Answer: "When I was a business analyst, we took on an enterprise client with highly complex logistics requirements (Situation). Understanding and mapping all their processes was an immense challenge that required the involvement of multiple stakeholders (Task). I facilitated various sessions where each team member could voice their perspective on the perceived problems and potential solutions. I made sure to play a neutral role in getting everyone's viewpoint represented (Action). Through this collaborative effort, we developed a comprehensive overhaul plan that streamlined their logistics while meeting all compliance needs (Result)."

5. Provide an instance when you faced resistance implementing a new idea or process. How did you build consensus and ensure a smooth implementation?

Sample Answer: "At my previous company, we wanted to implement an automated sales tracking system (Situation). However, the senior salespeople were resistant to this change from the manual logging they were accustomed to (Task). Rather than forcing the new system, I scheduled one-on-one meetings with each of them to understand their concerns. I presented data on how the new system could make their job easier and demonstrated a pilot (Action). By addressing their pain points and getting their buy-in, the implementation had mass adoption and made all of our lives easier (Result)."

6. Describe a situation when you had to analyze and present complex data simply for a non-technical audience.

Sample Answer: "As a financial analyst, I had to present our quarterly results to the broader marketing and sales teams who didn't have the same technical accounting background (Situation). Rather than just showing them rows of numbers, I synthesized the key takeaways into visual scorecards with graphs and charts (Task). I spent time mapping out how to explain the importance of each metric in easy-to-understand language (Action). This enabled me to effectively showcase our financial performance and upcoming targets in a way that resonated with the non-financial roles (Result)."

7. Have you revamped an inefficient or outdated process before? What problems did you identify and how did you enhance the process?

Sample Answer: "In my role as an operations manager, I identified that our procurement process had numerous duplicative steps and approval chains (Situation). This led to delays in acquiring the materials and supplies needed for production (Task). I performed a comprehensive analysis of each step, documented painpoints, and identified opportunities to streamline the process through automation and centralizing the approval paths (Action). The revised process cut down procurement time by 40%, reducing production delays and driving significant cost savings (Result)."

8. Give an example when you had to get creative or innovative in problem-solving due to constraints or limited resources.

Sample Answer: "Our marketing budget was slashed due to corporate cost-cutting (Situation). As the marketing manager, I had to find innovative ways to drive lead generation with very limited funds (Task). I explored unconventional strategies like social media contests, guest blogging, and cross-promotions with complementary businesses (Action). By getting creative and thinking outside the box, we were able to grow our qualified lead pipeline by 25% year-over-year without spending exorbitantly (Result)."

9. Tell me about a mistake in judgment that led to a negative outcome. How did you analyze what went wrong and what did you learn?

Sample Answer: "Early in my career as a sales rep, I made the mistake of overselling the capabilities of one of our software products to a prospective client (Situation). When we couldn't deliver on all the functionality I had promised during the sales process, the client terminated the contract (Task). I had to take full accountability for this misstep. I analyzed where I went wrong by making assumptions instead of verifying the product details. I learned the importance of thorough due diligence and only committing to what we can realistically provide (Action). Moving forward, I was much more diligent about understanding our product limitations and set realistic expectations with clients from the start (Result)."

10. Discuss a time when you turned an initial setback into a successful result through persistent problem-solving efforts.

Sample Answer: "During a website migration project I was leading (Situation), we encountered major roadblocks due to data integrity issues that caused broken links and missing content (Task). Despite the development team working around the clock, we kept hitting more snags. Rather than throwing in the towel, I re-evaluated our entire approach. I convened a technical review session drawing in skilled resources from other teams (Action). We mapped out all the problem areas and devised a new migration plan that was more gradual and meticulous. Though delayed, this adjustment allowed us to successfully complete the migration with virtually no data loss (Result)."

Common Behavioral Interview Questions and Answers: Teamwork & Collaboration

Why ask these questions? Employers ask teamwork and collaboration behavioral questions to assess a candidate's ability to work effectively within a team environment. These questions evaluate skills like communication, interpersonal abilities, conflict resolution, and the capacity to build cooperative relationships. Strong teamwork and collaboration skills are essential for roles that involve cross-functional projects, matrixed reporting structures, or customer-facing responsibilities.

Common Behavioral Interview Questions on Teamwork & Collaboration

11. Describe a situation where you had to work closely with someone who had a very different working style than you. How did you adapt and cooperate effectively

Sample Answer: "In my previous marketing role, I was part of a cross-functional team working on a major rebranding campaign (Situation). One of my teammates, who was leading the design efforts, had a very meticulous and methodical working style while I tended to be more fast-paced. Our different approaches led to miscommunications and missed deadlines in the initial stages (Task).

I scheduled a one-on-one meeting with them to discuss our working styles and understand their perspective. I realized my rushed timelines were causing them undue stress. So I made an effort to create more detailed task plans with reasonable buffers based on their feedback (Action). I also suggested a weekly team syncing meeting to get ahead of any potential misalignment. Making these adjustments facilitated much smoother collaboration between the two of us (Result)."

12. Give an example of when you faced interpersonal conflicts while working on a team. What did you do to resolve the conflicts and move forward?

Sample Answer: "While working on a website redesign project, there were creative differences between the design and development teams on the best technical approach (Situation). As the project manager, I had to step in to resolve the conflict that was causing delays (Task). I held a meeting with both teams, letting each side explain their perspective. Instead of taking sides, I focused the discussion on our common goal of creating the best user experience (Action). We agreed on a hybrid approach that utilized the best ideas from both teams. This open dialogue and compromise allowed us to move forward efficiently (Result)."

13. Tell me about a time you took on a leadership role within a team setting. What challenges did you face and how did you motivate the team?

Sample Answer: "During a company-wide enterprise software implementation, I volunteered to lead the work-stream for my department (Situation). Maintaining productivity while handling the change management was tough, as the team was bogged down with their usual responsibilities (Task). I instituted weekly momentum meetings where we tracked key milestones as a group. I also made sure to celebrate small wins along the way through creative teambuilding activities (Action). This fostered a collaborative atmosphere focused on our shared purpose. As a result, we successfully implemented the new software with high user adoption rates (Result)."

14. Have you ever been involved in a team decision you didn't agree with? How did you handle the situation while still being a team player?

Sample Answer: "Yes, when I was on the employee engagement committee at my previous company, the majority of team members voted to cancel our annual holiday party due to budgetary constraints (Situation). While I understood the financial reasoning, I felt strongly that the holiday party played a key role in boosting employee morale and fostering the company culture (Task). Rather than creating confrontation, I voiced my objection respectfully during the meeting and lobbied for exploring alternative low-cost options to hold some version of the event (Action). The team agreed to scale it back significantly, but we were still able to host a small get-together that accomplished our goals (Result)."

15. Discuss an experience where you needed to rely on input or instruction from multiple team members to accomplish a task. How did you consolidate the information?

Sample Answer: "When I joined a software consultancy, I was staffed on a project that was already in full swing (Situation). To get ramped up on the client's complex application and project history, I needed guidance from different team members who had been involved from the start (Task). I scheduled a series of knowledge transfer meetings with key stakeholders like the technical lead, client partner, and project manager. I typed out thorough notes during each session and consolidated them into an easy reference guide (Action). This made my onboarding much smoother by providing me with a comprehensive knowledge base in an organized manner (Result)."

16. Can you give me an example of when you went out of your way to completed someone else's work or help a teammate who was falling behind?

Sample Answer: "Our marketing team was short-staffed when one member took a sudden leave of absence after a medical emergency (Situation). With upcoming campaign deadlines looming, I could tell my manager was feeling overwhelmed trying to reassign all the work (Task). Without being asked, I offered to take on a portion of the deliverables outside my usual responsibilities. I worked nights and weekends as needed to complete the assigned content and designs (Action). My contributions allowed us to execute all planned marketing activities on schedule without sacrificing quality (Result)."

17. Tell me about the most difficult person or personality you've had to work with on a team. How did you establish a productive working relationship?

Sample Answer: "One of my former teammates had a very brusque and blunt communication style which often came across as abrasive (Situation). Despite her strong technical skills, this frequently led to tensions with other team members (Task). As her peer, I pulled her aside and provided candid feedback about how her communication approach was being perceived. I acknowledged her flair for direct talk but suggested some simple ways to be more diplomatic, like prefacing feedback constructively (Action). While it took some time, she did make a visible effort to modulate her style to be more team-friendly. This fostered a much more productive dynamic over time (Result)."

18. Describe a situation where you received negative or unfair criticism from a coworker or team member. How did you handle it?

Sample Answer: "I once had a colleague who unfairly criticized my work in front of the entire project team (Situation). While their feedback was unproductive and demoralizing, I knew getting defensive would only escalate tensions further (Task). I practiced restraint in that meeting, choosing not to engage. After the meeting, I scheduled a private one-on-one where I addressed their critique point-by-point with factual data that showed my work was fully satisfactory per the agreed requirements (Action). The colleague realized their criticism was unfair and retracted it. This defused the situation professionally without lingering negativity (Result)."

19. Have you ever been involved in a team project where roles were not clearly defined? How did you facilitate accountability and ensure responsibilities were clear?

Sample Answer: "Yes, I was part of a marketing campaign implementation that involved multiple agency partners in addition to our internal team (Situation). In the initial meetings, it became clear there was a lack of clarity on who would own specific deliverables and tasks (Task). As one of the project leads, I took responsibility for structuring an comprehensive timeline mapped to each workstream with specified owners across all partner teams (Action). I also implemented a weekly checkpointing ritual to review progress and responsibilities. This centralized accountability greatly reduced duplicated work and missed handoffs (Result)."

20. Give an example of when you motivated an underperforming team member and helped improve their productivity and attitude.

Sample Answer: "One of my direct reports had been experiencing some personal issues that were negatively impacting their morale and work quality (Situation). This manifested in missed deadlines and disengagement during team meetings (Task). I had a private check-in conversation to understand what was going on and how I could support them. I validated their concerns and provided flexibility on some short-term deadlines. I also paired them with a high-performing team mentor (Action). Over the next few weeks, their attitude and productivity levels bounced back as the personal situation improved. The mentorship helped re-energize their enthusiasm (Result)."

Common Behavioral Interview Questions and Answers: Communication Skills

Why ask these questions? Communication skills are critical for virtually any role, which is why employers evaluate a candidate's communication abilities through behavioral questions. These questions assess your skills in areas like active listening, conveying information clearly, interpersonal interactions, public speaking/presentations, and communicating with stakeholders at all levels. Strong communicators can build trust, inspire confidence, and drive effective collaboration.

Common Behavioral Interview Questions on Communication

21. Tell me about a time when you had to explain a complex concept or technical information to a non-expert audience. How did you ensure they could understand?

Sample Answer: "As a financial analyst, I was tasked with presenting our company's quarterly investment performance to the entire organization (Situation). This included individuals without any finance background (Task). I started my presentation by breaking down all the investment jargon and metrics into simple definitions. I then used easy-to-follow visuals and examples everyone could relate to (Action). By the end, even our frontline staff understood how we were performing against our targets based on the positive feedback (Result)."

22. Describe a situation where you had to persuade someone to change their viewpoint

Sample Answer: "In my previous role, I recognized an opportunity to streamline our invoicing process through automating several manual steps (Situation). However, when I initially presented the idea to my manager, they were hesitant about changing the established process (Task). Rather than getting defensive, I asked questions to understand their concerns around potential disruptions to our current workflow. I then scheduled a follow-up meeting where I walked through a pilot implementation plan with clear steps to mitigate any transition risks they raised (Action). By addressing their reservations respectfully and with a solid plan, I was able to secure their buy-in to move forward (Result)."

23. Give me an example of when you had to tailor your communication style to meet the needs of a particular situation or audience. How did you do it?

Sample Answer: "While working on a website redesign, I had to present the final mockups to our company's executives as well as the technical development team (Situation). I recognized that I needed to adjust my communication approach for these two distinct audiences (Task). For the executives, I led with the high-level visual concepts and focused on how the new website aligned with our branding and marketing goals. For the developers, I went quite granular on explaining the coding behind animations and responsive design features (Action). Customizing my presentations allowed me to effectively communicate the right level of detail for securing stakeholder alignment (Result)."

24. Have you ever had to deliver constructive criticism or negative feedback to someone? What was the situation and how did you handle it?

Sample Answer: "One of my direct reports was really struggling with time management and consistently missed deadlines (Situation). As their manager, it was necessary to provide feedback to course-correct before it became a larger issue impacting the team (Task). I requested a private meeting and started by asking how they felt they were doing to open the conversation positively. I then outlined specific examples of the missed deadlines with the impact it had. I was clear the behavior was not acceptable while also listening to understand any underlying challenges they faced (Action). Together we identified some resources on prioritizing work more effectively and instituted a weekly dedicated sync to keep them on track (Result)."

25. Tell me about the most challenging client, coworker or stakeholder you've had to communicate with. What made it difficult and how did you work through it?

Sample Answer: "One client I worked with was extremely technically savvy, which could make communicating updates challenging as they tended to get bogged down in minor coding details (Situation). As the project manager, it was my responsibility to convey progress at a high level while ensuring feedback was properly addressed (Task). I made an effort to ask questions upfront about the level of specificity they needed and had my developers provide written documentation on all technical decisions. In our meetings, I led with a concise overview and demoed functionality rather than discussing code (Action). This allowed us to have productive conversations focused on deliverables rather than minute implementation details (Result)."

26. Describe a time you had to be persuasive and sell your ideas in the face of opposition or skepticism. What techniques did you use?

Sample Answer: "When proposing a new sales commission model, I encountered pushback from some veteran reps worried it would negatively impact their earnings (Situation). They were skeptical the new model could outperform the established structure (Task). Instead of trying to overtly convince them through discussion alone, I scheduled individual meetings to have a dialog around their specific concerns. Then I ran modeling for each person using their actual prior years' performance data in both models to demonstrate how the new model put more money in their pocket (Action). Analyzing the differential payouts based on their own metrics helped overcome the skepticism better than hypothetical examples (Result)."

27. Have you ever had to deal with an upset client or coworker? How did you respond and what was the outcome?

Sample Answer: "I once had a client call my customer service team extremely irate, yelling and making accusations about his account being mishandled (Situation). The service rep struggled to deescalate or even get all the details (Task). I calmly took over the call, letting the client vent their frustrations without interrupting just by saying "I understand" periodically. Once he had vented, I apologized for the inconvenience and asked clarifying questions to grasp the full situation (Action). With all the context, I could provide satisfactory explanations, own up to any mistakes on our end, and offer a path forward to resolve the issues quickly and fairly. This diffused the situation from an emotional one into a productive dialog (Result)."

28. Give an example of a time you had to communicate bad news or unpopular information to your team or manager. How did you approach that conversation?

Sample Answer: "About a year into a large enterprise software implementation I was leading, our QA team discovered a major code defect that essentially broke all the work completed (Situation). I had to communicate this significant setback in recurring status meetings with leadership and client stakeholders (Task). Rather than trying to bury the issue, I was fully transparent about what happened while also taking accountability for the quality lapse. I outlined a mitigation plan with revised timelines and resource requirements to get back on track (Action). While the news was not well-received, there was appreciation for my direct and proactive approach. This helped reset expectations appropriately to eventually deliver a successful implementation (Result)."

29. Have you ever had to deal with an upset client or coworker? How did you respond and what was the outcome?

Sample Answer: "I once had a coworker send me a very strongly-worded email criticizing the quality of some work I had completed for a joint project (Situation). Their feedback was quite harsh in tone and contained some inaccurate statements (Task). Rather than responding emotionally right away, I took a step back and waited until the next day to reply. I acknowledged their frustration upfront but then provided factual details to clarify the misunderstandings about my work. I also suggested having a call to discuss ways we could improve collaboration moving forward (Action). My measured response helped defuse the situation. We ended up getting on the same page about responsibilities and had a productive discussion on constructive feedback methods (Result)."

30. Give an example of a time you had to communicate bad news or unpopular information to your team or manager. How did you approach that conversation?

Sample Answer: "About a month before a major product launch, our user testing surfaced critical bugs that would delay the planned release date (Situation). As the product manager, I had to communicate this unfortunate status to executive leadership who had aggressive timeline expectations (Task). I gathered all the data on the testing issues found and prepared a solution plan with trade-offs on the potential delay scenarios. In the status meeting, I straightforwardly provided the bad news on the delay upfront but then outlined two clear options for adjusted launch targets with pros and cons (Action). Though the delay was disappointing, leadership appreciated my transparency and data-driven proposal rather than giving blind estimates. We agreed on the best revised timeline (Result)."

31. Have you ever had to deal with an upset client or coworker? How did you respond and what was the outcome?

32. Give an example of a time you had to communicate bad news or unpopular information to your team or manager. How did you approach that conversation?

Common Behavioral Interview Questions and Answers : Adaptability & Growth Mindset

Why ask these questions? Employers ask adaptability and growth mindset questions to gauge a candidate's ability to embrace change, handle transitions seamlessly, and have a continuous learning mentality. These traits are especially valuable in fast-paced or rapidly evolving industries and companies. A growth mindset allows employees to upgrade their skills, take on new challenges, and remain relevant in their roles over time. Adaptability helps organizations successfully navigate changes like technology shifts, process improvements, reorganizations and more.

Common Behavioral Interview Questions on Adaptability & Growth Mindset:

33. Tell me about a time when you were faced with a shifting priority or new responsibility at work. How did you handle the transition?

Sample Answer: "In my previous role, our company acquired another firm which resulted in my team's priorities completely shifting (Situation). We had to put all our planned projects on hold to focus on the integration efforts (Task). While it was initially daunting to pivot contexts so drastically, I made sure to immerse myself in learning the new systems, processes and client specifics as quickly as possible through training and job shadowing (Action). I also adopted a flexible mindset knowing that the transition was going to be a journey with inevitable speed bumps. My ability to remain adaptable amid the ambiguity helped me become a go-to resource during the integration (Result)."

34. Have you ever had to adapt to working with new technology or tools before? How did you approach the learning process?

Sample Answer: "When I joined my current company, they were in the process of migrating from multiple legacy IT systems to a new enterprise-wide platform (Situation). As someone without prior exposure to this new system, I had to get up to speed very quickly (Task). I invested significant time going through all the training modules and documentation provided by the implementation team. However, I found the most effective way for me to learn was to simply start using the system with a 'sandbox' test environment (Action). This hands-on experiential approach, combined with inputting sample data from my actual work, allowed me to gain a solid grasp of the system's capabilities rapidly (Result)."

35. Give an example of when you turned a negative experience or setback into a positive opportunity for growth. What did you learn?

Sample Answer: "Last year, I missed out on a promotion that I was hoping to receive and felt I deserved (Situation). While the feedback from my manager highlighted areas I still needed improvement, I initially had a hard time accepting it (Task). However, after the sting of rejection subsided, I used it as a wake-up call. I booked a career coaching session and got an objective assessment of my professional development needs. From there, I worked with my manager to create an action plan focused on sharpening my leadership skills and increasing my internal visibility through stretch project assignments (Action). While disappointing initially, the setback ultimately motivated me to get serious about advancing my career in a more intentional way. I ended up earning that promotion just 6 months later (Result)."

36. Tell me about a recent skill or domain you had to learn from scratch to accomplish something at work. How did you go about building that competency?

Sample Answer: "Our marketing team had a need to produce more video creative content for social media campaigns (Situation). While I had experience with writing and graphic design, videography was completely new to me (Task). I decided to get training by enrolling in an online video editing course, which taught me the core concepts and technical skills from storyboarding to editing software. To further build my practical experience, I started filming simple videos around the office and at company events to experiment and get comfortable behind the camera (Action). It was an iterative process of applying what I learned, getting feedback and improving each time. Within 3 months, I produced our first professional product demo video for the website (Result)."

37. Describe a situation where you received negative or constructive feedback you didn't agree with initially. What did you do?

Sample Answer: "During a postmortem following a product launch that didn't go as smoothly as expected, my manager provided feedback that my time estimation skills needed improvement as the dev team missed several key delivery milestones (Situation). I didn't initially agree with the feedback as I felt there were many dependencies from other teams that caused delays (Task). However, rather than be defensive, I scheduled a separate 1:1 meeting to have an open discussion with my manager. I took the time to explain my perspective on the missed timelines and asked for specific examples of where my time estimates were off (Action). This allowed us to have a more thoughtful dialog – my manager provided additional context I was initially unaware of, while I also gained coaching advice on ways to build better time estimation habits (Result)."

38. Provide an example of a time you had to adjust quickly to changes in organizational leadership, strategy or priorities. How did you adapt?

Sample Answer: "When I was working at a mid-sized software firm, we went through an acquisition by a larger enterprise company (Situation). This resulted in significant changes to our company's overall strategy, product roadmaps and even leadership team (Task). While unsettling at first, I made an effort to be an early adopter of the new vision and priorities. I proactively scheduled meetings with the incoming leaders to understand their goals and background. I also volunteered for extra training on the new product lines we'd be focusing on (Action). By immersing myself in the changes versus resisting them, I was able to adapt quickly. This helped me become a solid asset during the transition and integrate well into the newly combined workforce (Result)."

39. Have you ever had to take on a role or responsibilities you didn't feel fully prepared or qualified for? How did you get up to speed?

Sample Answer: "Early in my marketing career, I was asked to step into a product marketing manager role while my company recruited to backfill the open position (Situation). While I had strong general marketing skills, I lacked direct product marketing experience which made me unsure if I could handle those specialized responsibilities (Task). To ramp up quickly, I sought out product marketing courses, trainings and books to build my technical knowledge. I also scheduled regular meetings with other product marketers, both internally and externally, to learn from their experiences (Action). Within a couple of months through this immersive approach, I had enough of a grasp of the core product marketing pillars to effectively handle the role's key duties during the interim period (Result)."

40. Give an example that demonstrates your willingness and enthusiasm towards continual learning and professional development.

Sample Answer: "I am a firm believer that you can never stop growing and learning, especially in a dynamic field like technology consulting where I work. To continually develop my skills, I've made it a personal goal to read at least one business, leadership or domain-specific book per month (Situation/Task). I also actively seek out relevant webinars, conferences or trainings to stay abreast of emerging trends and best practices. For example, I recently earned a machine learning certification to elevate my expertise in that high-demand area (Action). Investing this consistent time and effort into continuous learning has allowed me to take on broader and more strategic roles over the years versus becoming territorially siloed (Result).

Common Behavioral Interview Questions and Answers: Leadership

Why ask these questions? Employers ask leadership behavioral questions to evaluate a candidate's ability to inspire teams, make strategic decisions, drive results and bring out the best in others. Strong leadership skills are valuable even in non-managerial roles, as they foster traits like taking ownership, suggesting innovative ideas, and promoting cohesive teamwork. For management positions, these questions help assess competencies in areas like coaching, delegation, conflict resolution and driving organizational change.

Common Behavioral Interview Questions on Leadership:

41. Describe a situation where you needed to motivate a team to meet an important goal or deadline. What strategies did you use?

Sample Answer: "As a project manager, I once had to lead a cross-functional team in launching a new e-commerce platform under an extremely aggressive timeline (Situation). With the deadline looming, I could sense motivation starting to wane across the team (Task). I made it a point to clearly outline the purpose and benefits of hitting our goal during team meetings, reinforcing why the work mattered. I also celebrated small wins and milestones accomplished, however incremental (Action). This helped boost morale and reignite the team's drive during the final stretch. We ended up launching the platform on schedule with all requirements met (Result)."

42. Give me an example of a time you had to make an unpopular decision as a leader. How did you go about it?

Sample Answer: " When I was managing a retail store, we were struggling to hit our quarterly sales targets (Situation). After analyzing reports, it became clear we needed to reallocate staff from the back office to have more customer-facing associates on the floor (Task). However, I knew this decision would be unpopular with the back office team as it meant increased workloads for them. I opened the conversation by walking through the sales data and explaining why boosting our store presence was crucial for turning things around. I listened to their concerns about burnout and then collaborated on workload prioritization solutions like cross-training employees (Action). While not their preferred outcome, the transparency and spirits of compromise helped ease the transition. We ended up exceeding our sales goals that quarter (Result)."

43. Have you ever had to deliver feedback to someone about their work performance? What was the situation and how did you handle it?

Sample Answer: "As a marketing manager, I had to provide redirect feedback to one of my analysts who had begun missing numerous deadlines for reporting deliverables (Situation). This was out of character, so I wanted to understand what was impacting their performance (Task). I requested a one-on-one meeting and took a coaching approach - I explained the sacrifices the whole team had to make to compensate for the missed deliverables. Then I asked open-ended questions to allow them to share any challenges they were facing (Action). The analyst disclosed they were having difficulties balancing work with some new family obligations. From this discussion, we were able to agree on adjustments like re-prioritizing project tasks to allow for more focused time on key deliverables (Result)."

44. Tell me about the most difficult employee situation you've had to address as a leader. How did you manage it?

Sample Answer: "One of my direct reports had begun coming to the office sporadically and missing team meetings without any communication (Situation). As their manager, I had to address this concerning attendance issue (Task). I started by reviewing our company's attendance policies and consulting HR. Then I scheduled a private meeting with the employee to understand what was happening. They disclosed they were having some personal issues that were making it difficult to meet work commitments (Action). While protecting their privacy, we discussed options like adjusting their schedule or taking a personal leave if needed. I made it clear that despite their circumstances, open communication was required to prevent impacting the whole team's productivity. With that understanding, the employee's attendance improved (Result)."

45. Describe a scenario where you faced team resistance when implementing a new initiative or ideas. What did you do?

Sample Answer: "When I tried to institute a new reporting process for my IT operations team, I faced some pushback as it required building new habits around data collection (Situation). Rather than force it as the manager, I decided to make it a team project to get their buy-in (Task). I held brainstorming sessions to get input on making the process as friction-less as possible. We broke into sub-teams to map out roles, measure success criteria, and document training guides (Action). By embracing their concerns and incorporating feedback, the team took ownership over the new process. They uncovered ways to make it more efficient than my original plan (Result)."

46. Have you ever had to adapt your leadership style to better motivate or connect with individuals on your team? What was the situation?

Sample Answer: "Early in my management experience, I tended to take a more authoritative leadership approach as that's what I was accustomed to seeing role-modeled (Situation). However, I noticed that one of my high-performing but more introverted employees seemed to be growing disengaged under my direct style (Task). I requested feedback on how I could create a more motivating environment for them. The employee explained they preferred more autonomy and communication happening via written medium rather than verbal. I strived to adapt by giving that employee's work more flexibility while increasing my use of documented project plans to avoid overly constricting parameters (Action). This shift allowed that employee to thrive as well as helped me develop a more versatile range of leadership styles (Result)."

47. Tell me about a time you delegated an important task or project. How did you ensure successful execution and follow-up?

Sample Answer: "As an engineering manager, I had to delegate the implementation of a new code release process to one of my team leads while I was traveling (Situation). This was a complex, cross-functional project impacting multiple teams (Task). Before leaving, I spent time clearly defining the goals, expected deliverables, timelines and making sure the right subject matter experts were engaged. I also outlined a RACI matrix for accountability (Action). While out of office, I checked in daily for status updates and was available if any blocking issues arose. Upon returning, the team lead was able to successfully walk me through the implementation which was executed per the initial plans (Result)."

48. What is your approach for developing and coaching employees to improve their skills and grow professionally?

Sample Answer: "My philosophy is that employee development requires a personalized approach catered to each individual's motivations, strengths and areas for improvement (Situation/Task). I start by having open conversations to understand their personal and professional goals. Based on those, we collaborative create a development plan outlining specific training courses, certifications, special projects or job shadowing for them to build new competencies (Action).

For example, I had an employee interested in project management, so we mapped out their path to getting PMP certified through a mix of formal training, taking on more PM responsibilities and me serving as their mentor. We then revisit the plan quarterly to track progress and make adjustments as needed (Action). This intentional approach has allowed me to uplift and retain high-potential employees over the years (Result)."

Here is the section on Handling Stress/Pressure Behavioral Interview Questions using the provided primary and secondary keywords:

Common Behavioral Interview Questions and Answers: Handling Stress/Pressure

Why ask these questions? Employers ask stress and pressure-related behavioral questions to evaluate how well a candidate can maintain productivity and composure when facing tight deadlines, high-stakes situations, or overwhelming scopes of work. Virtually every role involves some degree of stress, so understanding a candidate's capacity to cope with demands is important. These questions reveal how candidates prioritize, problem-solve, show resilience, and remain focused amidst stressful circumstances.

Common Behavioral Interview Questions on Handling Stress/Pressure

49. Describe a time you had to juggle multiple high-priority tasks or deadlines. How did you handle the pressures of that situation?

Sample Answer: "In my last role as a marketing coordinator , we had a busy period of three major campaign launches happening concurrently across different product lines (Situation). With competing priorities and deliverables coming from multiple directors, it felt quite overwhelming trying to context switch so frequently (Task). To handle the intensity, I began each morning creating a prioritized to-do list segmented by campaign and deadline. I also implemented a policy of no unproductive multitasking - when working on one campaign, I wouldn't be checking emails or Slack for the others (Action). This helped me stay focused and make quality progress. I ended up delivering all assets on or ahead of schedule (Result)."

50. Tell me about a particularly stressful situation at work and how you handled it.

Sample Answer: "One extremely stressful situation I faced was when our team suffered a malware attack that compromised many of our systems and database (Situation). As the IT operations manager, it was a total crisis scenario as we had to resolve the security breach, prevent any data loss, and get all applications back online as quickly as possible with so many processes disrupted (Task). The first step I took was to activate our cybersecurity incident response plan which triggered assembling a dedicated task force from various IT workstreams. I made sure to have a clear communication protocol so only my core team was receiving and relaying all updates to avoid confusion. Within the first hour, we obstructed the malware, took systems offline systematically, and began executing our back-up and restore procedures (Action). It took multiple all-nighters, but we were able to triage, quarantine and remediate the threat within 36 hours with minimal data loss then restore normal operations soon after (Result)."

51. Have you had to deal with a last-minute crisis or fire drill? How did you approach it to reduce chaos?

Sample Answer: "Just a few months ago, our e-commerce website went down unexpectedly an hour before the launch of our biggest annual sales event (Situation). As the digital marketing manager, this created a high-stakes, stressful scenario as we had spent months preparing campaigns driving traffic to that sale (Task). My first step was to gather the relevant teams like IT, operations and customer service into a virtual war room to clearly understand the scope of the issue and get real-time status updates. I then focused us on two parallel priorities - doing everything to get the site back online and launching contingency social media and email campaigns to notify customers of the delay (Action). By separating the troubleshooting and communication workstreams, we maintained an organized, productive approach rather than descending into chaos. The site was restored within 2 hours and we successfully executed our back-up promotional plans (Result)."

52. Give an example of when you had to meet an extremely tight deadline. What steps did you take to complete the work?

Sample Answer: "About a year ago, one of my client's requested a full marketing analytics report with only 48 hours' notice as they had an urgently upcoming board presentation (Situation). This aggressive turnaround was a challenge given the amount of data aggregation and analysis typically required to generate a comprehensive report (Task). I immediately went into triage mode, prioritizing the highest-impact data sets and analysis that would be most meaningful for the client's needs. I was fortunate that much of the ongoing reporting was automated, so I only needed to extract the relevant visualizations for the deck. For extra support, I brought in analysts from other accounts to share the load, working overnight shifts to collect, quality check and package everything (Action). With that focused, collaborative effort, I was able to deliver a highly polished report ahead of the deadline that exceeded client expectations (Result)."

53. Describe a time your team fell behind on an important project. What role did you play in catching things up?

Sample Answer: "While working on a system implementation for a major new client, we started to fall behind schedule due to some unanticipated technical complexities and resource constraints (Situation). With the client launch date quickly approaching, the entire project was at risk of being delayed or only partially deployed (Task). As the project manager, I called an emergency meeting with all team leads and the client's key stakeholders. We did a transparent assessment of what was outstanding versus the remaining timeline and agreed on a triage plan to preserve only the most critical launch requirements. I then worked closely with team leads to load balance resources across the key workstreams and identify where we could leverage third-party support (Action). By rightsizing the scope, securing more hands on deck, and implementing extra certification controls, we were able to catch up the project and launch 90% of the full capabilities on-time as originally expected (Result)."

54. How do you prioritize tasks when everything feels equally important and urgent? Provide a specific example.

Sample Answer: "Inevitably there are periods when an influx of important and urgent tasks hits all at the same time. I recall one demanding week before the holidays where it felt like I had five different 'top priorities' across various clients and workstreams (Situation). With equally vocal stakeholders and overlapping deadlines, it was initially overwhelming trying to figure out where to focus my time (Task). What I've learned is to first take a step back, make a list of all commitments, their due dates and dependencies. Then through that comprehensive inventory, I establish a sequenced plan leveraging any flexibility in due dates and negotiating extensions if absolutely required. In this instance, I ended up creating prioritized Phases for the work to progress iteratively across high-impact deliverables first (Action). While still high intensity, this phasing enabled me to work through matters with intense concentrated efforts rather than hopeless context switching (Result)."

Behavioral interview questions focusing on problem-solving, teamwork, communication, adaptability, and leadership offer deep insights into a candidate's potential for success in a given role. These questions not only reveal past experiences and actions but also highlight a candidate's critical thinking, collaboration, and resilience. By preparing thoughtful, structured responses using the STAR method (Situation, Task, Action, Result), candidates can effectively demonstrate their skills and how they've overcome challenges in their professional journey.

Employers benefit significantly from incorporating these questions into their interview process, gaining a clear understanding of a candidate's competencies beyond technical skills. For candidates, this preparation underscores their ability to navigate complex scenarios and contribute meaningfully to future employers.

To streamline your candidate sourcing and ensure you're finding the best talent for your team, consider using EasySource , a powerful candidate sourcing tool created by HireQuotient. EasySource simplifies the hiring process by leveraging advanced algorithms to match you with top candidates, saving you time and effort in your recruitment endeavors.

As you prepare for your next interview, consider these common behavioral questions and answers to help you articulate your experiences confidently. Whether you're an aspiring leader, a problem-solver, or a collaborative team player, showcasing your abilities through well-crafted responses can set you apart and pave the way for your next career opportunity. And with EasySource , finding those ideal candidates has never been easier.

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Thomas M. A.

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• Behavioral Interviews

40+ Behavioral Interview Questions (Tips + Sample Answers)

If you have a job interview coming up, you’re guaranteed to hear behavioral interview questions.

Behavioral interview questions assess candidates’ behavior and skills in specific situations. You’ve probably heard them a million times without even knowing: “Describe a situation when…” or “Can you recall a time when…”.

Each question aims to evaluate several skills important for the position you applied for — and the best way to answer and showcase those skills is to use the STAR (Situation–Task–Action–Result) framework.

In this article, you’ll get:

• A list of 40 behavioral interview questions
• Sample answers to the 10 most common behavioral interview questions
• Tips on how to anticipate any behavioral question (and answer them with ease)
• What to do when you’ve never experienced a situation they’re asking about

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

Full List of Behavioral Interview Questions

Behavioral questions about teamwork and conflict resolution, describe a time when you had to handle a conflict at work..

• Can you share an instance where you went over and above to help a team member?
• Tell me about a time when your team achieved a significant goal.
• Share an example of when you had to adapt to a team member’s working style.
• How have you handled a situation where a team member was not pulling their weight?
• Can you give an example of a time when your team disagreed with your decision, and how did you manage it?
• How have you handled personality clashes in your team?
• Talk about a time when you had to motivate a demotivated team member.

Behavioral questions about problem-solving and decision-making

• Describe a situation where you had to make a tough decision with limited information.

Tell me about a time when you solved a complex problem at work.

• Can you share an instance where your initial solution to a problem didn’t work, and what did you do?

Give an example of a decision you made that was a failure. What happened and why?

• How did you approach a situation where you had multiple problems to solve at the same time?
• Discuss a situation where you implemented a creative solution to an issue.
• Can you describe a time when you had to choose between two viable solutions?
• Share an instance where you relied on your analytical skills to solve a problem.

Behavioral questions about leadership and management

• Can you describe a situation where you led a project or a team to success?
• Tell me about a time when you needed to get a team to improve its performance.
• Share an experience of leading a team through a major organizational change.

Discuss a situation when you had to lead under pressure or a tight deadline.

• How have you handled a non-performing team member?
• Can you give an example of a time when you had to address an angry client or customer?
• Describe how you have delegated tasks effectively in a past position.
• Tell me about a time when you mentored or coached someone.

Behavioral questions about communication

Tell me about a time when you had to simplify complex information for a team or a client..

• How have you persuaded someone to see things your way at work?
• Give an example of how you handle communicating negative news to a team or a client.
• Share an example where you had to give a presentation or a speech.
• Can you share an instance where your communication skills helped avoid or resolve a situation?

Can you describe a difficult conversation you’ve had at work and its outcomes?

• Describe a time when you effectively used written communication.
• How have you handled communicating with a diverse group of individuals?

Behavioral questions about initiative, ownership, and motivation

Can you provide an example of when a project or an idea you initiated benefited your team or organization.

• Describe a time when you volunteered to expand your knowledge at work, without being asked.
• Tell me about a time when you worked under close supervision or without supervision.
• Talk about a project or task you started on your own initiative.
• Tell me a situation when you saw some problem and took the initiative to correct it rather than waiting for someone else to do it.
• Can you detail a situation when you had to go above your normal duties to get a job done?
• Share an instance where your self-motivation helped you achieve a professional goal.
• Describe a time when you stayed motivated despite a challenging work situation or environment.

10 Most Common Behavioral Questions with Sample Answers

Sample answer (all-purpose):.

For more tips on how to answer questions about conflict, check out this video:

Tell me about a time when you or your team achieved a significant goal.

Sample answer (hospital administrator):, sample answer (accountant):, sample answer (hr):, sample answer (graphic design):.

Here are some more behavioral questions about leadership you might hear:

Sample answer (Retail):

Find more customer service questions here:

Sample answer (Marketing):

Sample answer (sales):, sample answer (executive assistant):, sample answer (graphic design), how to answer behavioral interview questions: tips and tricks, anticipate behavioral questions.

There are a lot of different behavioral questions. Preparing for every single one is not possible — but there’s a way to narrow down and anticipate which behavioral questions you’ll hear.

The key is in the job description.

Study the job description and think about the role in order to predict the type of interview questions you might hear.

What skills would a person need to have to be successful in this role? How would their working day look? Which roles and departments would they work with?

Let’s take a look at this Customer Representative job ad. Underlined in red are some key skills and responsibilities of the role.

They match the skills listed for the position:

So, here are some keywords from this job ad:

• Customer service
• Highly motivated
• Ability to multitask
• Strong organizational and follow-through abilities
• Superior communication skills
• Time and task organization

Following that, you can expect questions based on examining these skills.

Here are some behavioral questions you might hear when interviewing for this position:

• Can you share an example of a situation where you had to adjust your plans due to unforeseen circumstances? How did you manage to stay organized and ensure the project’s completion?

More tips below:

✅ AI Hack: 

We tested AI for predicting behavioral questions based on a job ad. It was a success – it accurately predicted the majority of the questions we asked candidates in an interview.

Here’s how you can use AI to predict what behavioral questions you might hear in an interview.

You’ll need to provide it with the job description and write a good prompt.

If you’re using a GPT proxy via API such as Chatbotui or YakGPT, you can set the “system prompt” that will be valid for all the questions you ask AI. This is also possible with the paid OpenAI ChatGPT account. Just go to Settings (when you click on the circle with your name) and click Customize ChatGPT.

Paste this paragraph here:

If you don’t have this option, you can just type it as a pre-prompt in the text editor.

And then use the prompt:

I’m preparing for a job interview for a [job title] role. I’m expecting to be asked some behavioral interview questions. I would like to prepare for the ones most likely to be asked. Give me a list of possible behavioral interview questions based on the job description pasted below.

Here’s the job description:

[paste the job description here].

Create a list of situations

Think about the situation in question: have you ever experienced it? How did you behave and what skills did you display?

For example, for the question in the example above “Can you give an example of a time when you had to address an angry client or customer?”, you’ll need to:

• Think of a story when you had to interact with an angry customer, including details on why they were angry, what happened, how you handled the situation, and what was the result.
• Think of key skills this question is trying to assess: great communication skills, persuasiveness, patience, staying calm under pressure, empathy, problem-solving, conflict resolution, and accountability.

✅ Pro tip: When you create a list of interesting stories related to your successes, failures, and skills, you don’t have to tie them to a single interview question. In case you don’t get this exact question, the story will be useless.

Instead, make it flexible enough so that it reflects several important skills you can use for several questions.

Of course, you can’t use the same story more than once in an interview, but if you keep this in mind, you’ll have more options to choose from, and you’ll be covered for just about any scenario.

Now, let’s learn how to craft an answer using the elements we covered so far.

Use the STAR method

Great news: there’s an easy template you can use to answer behavioral questions.

It’s called the STAR method. For a detailed guide with a bunch of useful sample answers, check out this article: The STAR Interview Method: How to Answer + Examples .

STAR stands for Situation–Task–Action–Result. Following this formula will help you create informative but concise, structured, and interesting answers.

• Situation – This is the beginning of each answer, and here you have to set the context. Describe only the factors relevant to the story, and aim for this part to make up for 15% of the answer.
• Task – Here, you introduce the problem and your role in the situation, as well as how you intended to solve that problem. This part takes up 10% of the entire answer.
• Action – Here, you detail, step-by-step, exactly what you did to solve the problem. Be specific and provide details about how you did it. The “Action” part makes up for around 60% of your answer. It is by far the most important element, so pay close attention to it and display your problem-solving skills .
• Result – In this final part of your answer (15% of the entire STAR answer), outline the results of your efforts. Quantifying it will bring you bonus points, but qualitative results are fine too. You also need to include the lessons you learned from the experience. This is particularly important when answering tricky questions about conflict, failure, or weaknesses. By including the lessons learned, you’re showcasing you’re a mature individual open to feedback who learns from their experiences and is easy to work with.

More details about the STAR format here:

Deliver your answers with confidence

Practicing your STAR answer for each question 2-3 times will make you confident, as you’ll know how to form your answer and how to deliver it in an interesting way.

You can practice with your friend, in front of a mirror, or if you want objective, career coach backed advice, use our Mock Interview Simulator .

You can practice by choosing different competencies and skill groups (leadership, critical thinking, communication skills, and much more).

You’ll get tailored, actionable feedback to help you get better in no time:

For more details on how to answer behavioral questions, check out this video:

Mistakes to avoid

Now that you know what to do to properly answer behavioral questions, here’s what to avoid.

Giving vague answers

This will be a red flag to interviewers and they’ll suspect you’re making the story up because you can’t provide details on the spot. So make sure to be honest, use real-life examples, and provide as many details as you can using the STAR method.

Coming unprepared

Interviewers will not hunt you down – you’ll reveal yourself instantly if you come to a job interview unprepared. Stuttering, avoiding eye contact, jitters, nervous leg shaking, inability to provide details, incoherent answers, all of this will hint you didn’t take the time to do your homework. To avoid this, learn how to prepare for an interview in 8 steps .

Using AI-generated responses

Using AI to create an answer and then learn it by heart is not a good idea. AI doesn’t have your unique experience, points of view, and personality. It will never be able to come up with a good enough story. You will get generic, soulless stories that interviewers have already heard a thousand times – and once your interview is over, they won’t remember you.

Using AI can be helpful to think of skills to focus your story around, but it’s best to come up with genuine responses by yourself. That’s the only way to show your authenticity and personality. Plus, if interviewers start asking additional questions, it will be difficult for you to elaborate on something AI thought of. You’ll become inconsistent with your answer and raise a bunch of red flags.

What to Do If You Never Experienced a Situation They Ask You About

Afraid you won’t know how to answer a question because you’ve never been in that situation before? Here’s what to do.

Say you’ve never been in that situation before

If you try to play it cool and think of a fake story on the spot, you’ll end up confused and your answer won’t be convincing.

That’s why you need to be honest and openly say you never had such an experience before.

This doesn’t mean you don’t have to answer that question, or make this the main focus of your answer – it’s just you making sure they understand you can’t give them a real-life situation.

After this, you can continue with your answer. Here’s how.

Give a hypothetical scenario

It’s simple: imagine you’re in the situation from the question, show that you understand the complexity of the situation, and then describe, step-by-step, how you would behave.

If you can, you can use the STAR answer. If not, it’s not the end of the world.

Just make sure you’re specific and detailed, and discuss your approach to the problem in question.

Finally, try to figure out what skill this question is trying to assess and make sure to display that skill in your answer.

Btw, there’s a separate group of questions called situational or scenario-based questions. They typically begin with “Imagine that…”, or “What would you do if…”, give you a scenario, and you have to come up with an answer.

Although they’re obviously not the same as behavioral questions, if you get a behavioral question and you never experienced a situation from it – it becomes a scenario-based question for you. Fun, huh?

Read a detailed guide on these questions and how to answer them here: Situational Interview Questions: Sample Answers & Tips .

Draw from a similar experience

In this case, you can tell them that you experienced something similar, but not quite the same.

Then, you should go on and describe how you reacted in that situation, including details and a step-by-step explanation.

Just like for the hypothetical scenario, figure out what skills they’re trying to assess and focus on that.

You can also draw parallels between that scenario and the scenario from the behavioral question, outlining similarities and discussing your behavior, or acknowledging the differences and saying how you’d react.

It’s also possible to base your answer on someone else’s story. If your friend, a coworker, or a family member had that (or similar) situation before, you can briefly describe it. Then, you can go on and explain if you agree with that approach, what you think about it, if you would do something differently and why, etc.

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.
• Each question aims to assess one or several skills important for the position – and you can roughly predict the questions you might hear based on the job description.
• Create a list of stories/situations in which you displayed a skill, achieved something, avoided something, failed, etc. It will make it easier to come up with answers.
• Use the STAR method to answer behavioral interview questions.
• Avoid being too vague in your answers, making up stories, and coming to the interview unprepared.
• If you’ve never been in a situation they asked about, be honest and openly tell them.
• Then continue by giving a hypothetical scenario, outlining how you would react or why; or you can draw from a similar experience, find parallels and differences with the situation in question, and discuss them.

_____________________________

Need a hand? There’s 3 ways we can help you:

• Learn how to answer “What are your salary expectations?” .
• Learn how to calm interview anxiety before your next interview .
• Getting invited to interviews but not landing the job? Discover actionable lessons and interview practice here (Rated with 4.9/5 by 1,000,000 users).

What are scenario-based questions, and are they any different from behavioral questions?

Scenario-based interview questions are different from behavioral interview questions because they focus on hypothetical situations (“What would you do if…”) while behavioral questions focus on things that actually happened (“Tell me about a time when…”). For this reason, it might be easier to answer behavioral interview questions because you will base them on your actual experience, making the answer more detailed and credible.

Which behavioral questions are the most difficult to answer?

That depends on your experience, communication skills, and level of preparedness. If you get a question about a situation you’ve never been in, it might be tricky to answer. If you don’t prepare for behavioral questions in advance, it will get even harder. Additionally, candidates usually find behavioral questions about conflict, failures, and weaknesses to be difficult. But we provided useful tips for successfully answering these questions nonetheless — just scroll up.

How can I answer a behavioral question if it refers to a situation that never happened to me?

You can openly say that you’ve never been in that situation, but you’ll give a prediction on how you’d react. Then you can talk about what you would do and how you would react. Additionally, you can mention related experiences from the past that demonstrate the skills the initial question is trying to test. You can also emphasize transferable skills: for example, if you get a leadership question, but you’ve never been in a leadership position, you can talk about a time when you displayed problem-solving, decision-making, and communication skills — all of which are crucial for a leadership position.

Can I use examples from my professional career to answer behavioral questions?

Yes, you should base all your answers on your professional career. Alternatively, if you don’t have years of experience, you can use examples from your academic past or personal life, if they illustrate relevant skills that behavioral questions are trying to assess.

What if I don’t understand a behavioral question I’m being asked?

Ask for clarification — it’s much better than giving a weak, vague answer that will prove you didn’t understand the question in the first place. You can also rephrase the question to make sure you understand it, take your time to think about it, and stay calm and confident.

Do I have to use the STAR method for answering all behavioral questions? Are there alternatives?

The STAR method is the most suitable method for answering all behavioral questions, as it covers key aspects you need to talk about. Some STAR alternatives you can use are called the SOAR (Situation–Obstacle–Action–Result) approach, SAO (Situation–Action–Outcome) method, or PAR (Problem–Action–Result) framework. But if you think about it, they are very, very similar to the STAR (Situation–Task–Action–Result) method — all those techniques are based on providing context, explaining what you did, and showcasing the final result.

Maja Stojanovic

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Everything You Need to Know About Answering Behavioral Interview Questions

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.

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Problem-solving interview questions and answers

Use these sample problem-solving interview questions to discover how candidates approach complex situations and if they can provide effective solutions.

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

10 good problem-solving interview questions

• Describe a time when you had to solve a problem without managerial input. How did you handle it, and what was the result?
• Give an example of a time when you identified and fixed a problem before it became urgent.
• Share a situation where you predicted a problem with a stakeholder. How did you prevent it from escalating?
• Describe a time when you faced challenges in doing your job efficiently. How did you overcome them?
• Recall a time when you successfully used crisis-management skills.
• How would you handle a new project with great revenue potential but potential legal implications for the company?
• How do you determine when to solve a problem on your own or ask for help?
• Describe a time when you faced a difficult situation at work that required critical thinking and decision-making under pressure.
• Have you ever used intuition or prior experience to anticipate and address a problem effectively? Provide an example.
• Share an example of a project or task that initially seemed overwhelming. How did you approach it, and what strategies did you use to ensure successful completion?

1. Describe a time when you had to solve a problem without managerial input. How did you handle it, and what was the result?

This question assesses candidates’ ability to take initiative and solve problems independently. Look for their problem-solving approach, the actions they took, and the outcome of their efforts.

Sample answer:

“In my previous role, we encountered a sudden technical issue that disrupted our operations. As the team lead, I gathered all available information, analyzed the root cause, and facilitated a brainstorming session with the team. We implemented a temporary workaround and collaborated with the IT department to resolve the issue. Our proactive approach ensured minimal disruption, and we were able to restore normal operations within 24 hours.”

2. Give an example of a time when you identified and fixed a problem before it became urgent.

This question evaluates candidates’ ability to anticipate and address problems proactively. Look for their ability to identify potential issues and take preventive measures.

“While working as a project manager, I noticed a potential bottleneck in our production process that could have led to delays if left unaddressed. I conducted a thorough analysis, identified the root cause, and proposed process improvements. By implementing these changes proactively, we eliminated the bottleneck and increased efficiency. As a result, we consistently met project deadlines, and our team’s productivity significantly improved.”

3. Share a situation where you predicted a problem with a stakeholder. How did you prevent it from escalating?

This question assesses candidates’ ability to identify and mitigate potential conflicts. Look for their communication and problem-solving skills in managing stakeholder relationships.

“While working on a cross-functional project, I anticipated a miscommunication issue that could arise with a key stakeholder due to conflicting expectations. I scheduled a meeting with the stakeholder, listened to their concerns, and facilitated a discussion among the team members. By proactively addressing the issue, we established clear communication channels, built trust, and ensured a smooth collaboration throughout the project.”

4. Describe a time when you faced challenges in doing your job efficiently. How did you overcome them?

This question evaluates candidates’ ability to handle challenges and find solutions to improve efficiency. Look for their problem-solving strategies and their adaptability to overcome obstacles.

“In a previous role, I faced a situation where the workload significantly increased due to unexpected circumstances. To maintain efficiency, I assessed the situation, identified tasks that could be delegated, and communicated with my colleagues to seek their support. By redistributing responsibilities and fostering a collaborative environment, we successfully managed the increased workload without compromising quality or missing deadlines.”

5. Recall a time when you successfully used crisis-management skills.

This question assesses candidates’ ability to remain calm and make effective decisions under pressure. Look for their problem-solving approach and their ability to handle high-stress situations.

“In a previous role as a customer service representative, we experienced a sudden surge in customer complaints due to a product quality issue. I quickly coordinated with relevant departments, identified the root cause, and developed an action plan. By prioritizing urgent cases, maintaining open communication with affected customers, and providing timely updates, we regained customer satisfaction and prevented further damage to our brand reputation.”

6. How would you handle a new project with great revenue potential but potential legal implications for the company?

This question assesses candidates’ ability to balance potential risks and rewards. Look for their ethical considerations, problem-solving approach, and willingness to seek guidance when faced with legal implications.

“If faced with a project that carries both revenue potential and potential legal implications, I would approach it with caution and thorough evaluation. I would research and seek legal guidance to fully understand the implications and compliance requirements. I would then collaborate with legal experts, cross-functional teams, and stakeholders to develop a comprehensive plan that minimizes legal risks while maximizing revenue potential.”

7. How do you determine when to solve a problem on your own or ask for help?

This question assesses candidates’ judgment and collaboration skills. Look for their ability to assess situations and make decisions about when to seek assistance.

“When faced with a problem, I first evaluate its complexity and impact on the project or task at hand. If it’s within my capabilities and doesn’t significantly hinder progress, I take the initiative to solve it on my own. However, if the problem is complex or could have a significant impact, I believe in seeking help from relevant team members or subject matter experts. Collaboration often leads to more comprehensive and effective solutions.”

8. Describe a time when you faced a difficult situation at work that required critical thinking and decision-making under pressure.

This question assesses candidates’ ability to think critically and make sound decisions in challenging situations. Look for their problem-solving approach, decision-making process, and the outcomes of their decisions.

“In a previous role, I faced a tight deadline for a project with limited resources. It required careful resource allocation and prioritization. I gathered all available data, analyzed the project requirements, and consulted with team members. Through strategic planning and effective delegation, we managed to complete the project successfully within the given timeframe, exceeding client expectations.”

9. Have you ever used intuition or prior experience to anticipate and address a problem effectively? Provide an example.

This question assesses candidates’ ability to leverage intuition and past experiences to navigate problem-solving situations. Look for their ability to reflect on past situations, apply lessons learned, and make informed decisions.

“In a previous role, I noticed a recurring issue in our supply chain that had caused delays in the past. Drawing upon my prior experience, I anticipated the problem and suggested process improvements to streamline the supply chain. By implementing these changes, we minimized delays and improved overall efficiency, resulting in cost savings for the company.”

10. Share an example of a project or task that initially seemed overwhelming. How did you approach it, and what strategies did you use to ensure successful completion?

This question assesses candidates’ ability to tackle complex projects and break them down into manageable tasks. Look for their problem-solving approach, organization skills, and ability to persevere in the face of challenges.

“I once undertook a project that involved a significant amount of data analysis and reporting within a tight deadline. Initially, it felt overwhelming, but I broke it down into smaller tasks and created a detailed timeline. I prioritized the most critical aspects and sought assistance from colleagues with specialized skills. Through effective time management, collaboration, and diligent effort, we successfully completed the project on time and delivered high-quality results.”

Why you should ask candidates problem-solving interview questions

Employees will face challenges in their job. Before you decide on your next hire, use your interview process to evaluate how candidates approach difficult situations.

Problem-solving interview questions show how candidates:

• Approach complex issues
• Analyze data to understand the root of the problem
• Perform under stressful and unexpected situations
• React when their beliefs are challenged

Identify candidates who are results-oriented with interview questions that assess problem-solving skills. Look for analytical and spherical thinkers with the potential for technical problem solving.

Potential hires who recognize a problem, or predict one could potentially occur, will stand out. Candidates should also demonstrate how they would fix the issue, and prevent it from occurring again.

These sample problem-solving interview questions apply to all positions, regardless of industry or seniority level. You can use the following questions to gauge your candidates’ way of thinking in difficult situations:

Tips to assess problem-solving skills in interviews

• During your interviews, use hypothetical scenarios that are likely to occur on the job. It’s best to avoid unrealistic problems that aren’t relevant to your company.
• Examine how candidates approach a problem step-by-step: from identifying and analyzing the issue to comparing alternatives and choosing the most effective solution.
• Pay attention to candidates who provide innovative solutions. Creative minds can contribute fresh perspectives that add value to your company.
• When problems arise, employees should show commitment and a can-do attitude. Test candidates’ problem-solving skills in past situations. If they were determined to find the best solution as soon as possible, they will be great hires.
• Most complex situations require a team effort. Candidates’ previous experiences will show you how they collaborated with their colleagues to reach decisions and how comfortable they felt asking for help.
• If you’re hiring for a technical role, ask questions relevant to the work your future hires will do. Technical problem-solving interview questions, like “How would you troubleshoot this X bug?” will reveal your candidates’ hard skills and their ability to effectively address problems on the job.
• No answer. If a candidate can’t recall an example of a problem they faced in a previous position, that’s a sign they may avoid dealing with difficult situations. Canned answers. A generic answer like “Once, I had to deal with a customer who complained about the pricing. I managed to calm them down and closed the deal,” doesn’t offer much insight about the candidate’s thought process. Ask follow-up questions to get more details.
• Focus on the problem, not the solution. Identifying the problem is one thing, but finding the solution is more important. Candidates who focus too much on the problem may be too negative for the position.
• Feeling stressed/uncomfortable. It’s normal to feel slightly uncomfortable when put on the spot. But, if candidates are so stressed they can’t answer the question, that’s an indicator they don’t handle stressful situations well.
• Superficial answers. Candidates who choose the easy way out of a problem usually don’t consider all aspects and limitations of the situation. Opt for candidates who analyze the data you’ve given them and ask for more information to better dig into the problem.
• Cover up the problem or minimize its significance. Unaddressed problems could quickly escalate into bigger issues. Employees who leave things for later mightn’t be result-oriented or engaged in their jobs.

In conclusion, problem-solving interview questions provide valuable insights into candidates’ abilities to approach challenges, think critically, and provide effective solutions. By asking these questions and considering the tips provided, you can assess candidates’ problem-solving skills and make informed hiring decisions that align with your organization’s needs.

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Problem-Solving Interview Questions & Answers

• Updated July 13, 2023
• Published March 9, 2020

A job interview is a great moment for interviewers to evaluate how candidates approach challenging work situations . They do this by asking problem-solving questions. These types of questions are commonly asked during interviews since problem-solving skills are essential in most jobs. In any workplace, there are challenges, and when hiring new personnel, hiring managers look for candidates who are equipped to deal with this.

Problem-solving questions are so-called behavioral interview questions . Behavioral interview questions are strategic type of questions that require you to provide an answer that includes an example situation that you experienced in your career. These questions focus on specific work situations that you experienced and how you responded.

A basic example of a behavior question about problem-solving is ‘ tell me about a time you solved a problem at work .’ As you can see, the interviewer is looking for you to explain a situation and how you approach it, and how you solved it. Furthermore, the interviewer is interested in what you learned from that experience. Answering behavioral questions requires some work because you need to provide the interviewer with a strong answer to convince them that you’re the right person for the job.

The rationale behind asking problem-solving questions is to discover how you approach complex and challenging situations and if you can provide an effective solution. Interview questions about your past behavior might sound challenging, but they are actually a great opportunity for you to show that you’re a fit for the position. With the right preparation, you can use your answers to problem-solving questions to your advantage.

What Are Problem-solving Interview Questions?

Basically, problem-solving skills relate to your ability to identify problems, issues, obstacles, challenges, and opportunities and then come up with and implement effective and efficient solutions. However, this is a broad definition of problem-solving abilities. Depending on the position and field you’re applying for a position in the interviewer can focus on different aspects of problem-solving.

Examples of problem-solving competencies are:

Taking initiative.

Taking initiative means that you step up to the plate when needed and that you take action without being asked to do so. People who take the initiative demonstrate that they can think for themselves and take action whenever necessary. Furthermore, you actively look for opportunities to make a difference in the workplace.

Creative thinking

Creative thinking means that you’re able to look at something in a new way to find a solution. People who are creative have the ability to come up with new ways to carry out their tasks, solve problems, and meet challenges. Creative people are original thinkers and are able to bring unorthodox perspectives to their work.

Resourcefulness

Resourcefulness is the ability to find quick and clever ways to overcome challenges in your work. Furthermore, people who are resourceful are original in their ways of thinking to overcome challenges.

Analytical thinking skills

These skills refer to the ability to gather data, break down a complex problem, weigh pros and cons, and make logical decisions. People who possess analytical thinking skills help the company overcome challenges and are able to spot potential issues before they become actual problems.

Determination

Determination can be described as the firmness of purpose or resoluteness. Specifically, people who are determined are persistent and do not give up easily or when they have a setback. Determination gives these people the motivation to push through and keep moving forward.

Results-oriented

People who are result-oriented have their full focus on getting to the desired outcome.

Problem-solving behavioral interview questions

As discussed in the introduction, problem-solving questions fall into the behavioral category of interview questions . These questions ask you to provide specific examples of past work experiences. For interviewers, understanding your past professional performance is the best way to gauge your future job performance.

Behavioral questions are focused on the desired skills or competency area, such as in this case, problem-solving. Other common competency areas for which behavioral questions are used are teamwork , communication , time management , creative thinking skills , leadership , adaptability , conflict resolution , etc.

Behavioral job interview questions usually start with the following:

• Give me an example of
• Tell me about a time when you
• What do you do when
• Describe a situation where

Examples of problem-solving behavioral interview questions:

• Give me an example of a time you had to solve a difficult problem at work.
• Tell me about a time when you identified and fixed a problem before it became urgent.
• What was the best idea you came up with at your last position?
• Describe a situation where you find a creative way to overcome an obstacle.

As you can see, the questions mentioned above require you to discuss your past behavior in a professional work environment. The reason for asking behavioral job interview questions instead of just asking traditional ones is that the most accurate predictor of future performance is your past performance in similar situations .

The interviewer wants to discuss previous work situations and wants you to elaborate on them to get to know you better. Solid interview preparation will help you give the answers that the interviewer is looking for. This starts with doing your research and thoroughly reviewing the job description . Doing so can help you understand what type of problem-solving skills are required to successfully perform the job you’re interviewing for.

By preparing example scenarios to questions you expect based on your research , you can give exactly the information that he or she is looking for. In other words, you need to relate your answers to the job requirements and company culture of the organization where you’re applying for a position.

To answer behavioral questions about your problem-solving skills, you need to ensure that you provide the interviewer with specific details about the situation you were in, your task in that situation, the action you took, and the specific results that came out of those actions. In short, this is called the STAR-method of providing an answer. The STAR method is discussed in more detail later on in this article.

Why Interviewers Ask Problem-solving Interview Questions

Problem-solving skills are required in most job positions. This means that a lot of hiring managers will try to assess your problem-solving skills during your interview. The main reason for asking you about situations in which you used your problem-solving skills is to get an understanding of how you work.

The interviewers want to get questions answered, such as:

• Are you results-oriented, and are you proactively involved in your work?
• Do you look for different ways to contribute?
• Are you an individual that others can count on to increase team performance?
• Are you a self-starter, or do you need someone to give you instructions?

Most likely, the interviewers look for a self-starting person with general problem-solving skills that can be used in different situations. A proven track record of solving problems such as those required in the position you’re interviewing for will definitely help convince the interviewer. Therefore, make sure you prepare answers to questions you expect in advance.

For example, someone who works as a customer service representative should be able to deal with a frustrated or angry customer . They need to be able to solve these problems and know how to handle such situations. Other examples of positions where problem-solving skills are essential are, for instance, accounts or project managers. They need to be flexible in their approaches and should be able to handle a change in deadlines. Another example is, for instance, a logistic manager who should be able to fix an inefficient logistics process.

The Interviewers’ Goal When Assessing Your Problem-solving Skills

There are several underlying reasons why interviewers use behavioral questions to assess your problem-solving skills. The main one, of course, is that they want to hire a person who’s able to perform the job.

Instead of hiring the person that they ‘like’ they need something better to figure out which candidate is the right fit for the job. By analyzing your behavior in past situations that are similar to the ones that are required in the role that you’re applying for, they try to do just that. Below we discuss a couple of important elements employers consider when making a hiring decision.

Costs of making a bad hiring decision

Employers want to make sure that they hire the right person for the job. For a company, making a bad hiring decision is not only about losing money, but it can also lead to a decrease in productivity and morale. Hiring a bad candidate could lead to leaving a bad impression on customers/clients, but also with coworkers.

Furthermore, time will be lost if the company needs to search for another candidate after a bad hire. Therefore, employers do everything to avoid such situations. Behavioral questions are regarded as a preventative way to make sure that the right person with the right fit for the company is hired .

Specific details of your behavior

By asking behavioral questions about your problem-solving skills, the interviewers try to uncover specific details of your behavior. They want to find out if you are able to clearly identify a problem and if you are able to come up with an efficient and effective solution when needed.

Of course, they got your resume already and maybe even a motivational letter or letter of recommendation . Still, the interviewer can only assess your hard skills and educational levels based on these documents.

Essential soft skills , such as problem-solving, are easier to assess during job interviews with the help of behavioral interview questions. Therefore, include real-life work scenarios in your answers that demonstrate how you have used the skills required for the position that you’re interviewing for. The interviewer wants to assess if you possess the skills required to perform the day-to-day tasks and deal with challenges that you will encounter in the workplace.

Your (past) behavior as a predictor of your future job performance

Questions about your problem-solving skills and the answers you give are used to determine the chances of your future success in the job that you’re interviewing for.

Specific behavioral problem-solving questions such as ‘ tell me about a time you had to solve a problem at work. What steps did you take before deciding on how to solve the problem, and why? ‘ give the interviewer more insight into your professional behavior and in turn, your future job performance .

Another way to assess your behavior is by asking hypothetical questions. If you, for instance, do not have certain experience yet, the interviewer could ask you a question along the lines of ‘ What would you do if you were caught off-guard by a problem that you had not foreseen? Which steps would you take to address the problem? ‘. As you can see, this question is hypothetical in nature. The interviewer wants to hear which steps you would take to address a possible complexity in your work. Based on your answer, the interviewer will assess if your approach is suitable for the position for which you’re interviewing.

It’s therefore important that you prepare for frequently asked interview questions that you can expect during your interview. By preparing the right example answers on how you have solved problems in your previous jobs and how you would solve problems in the job you’re applying for, you can provide a concise answer without missing important details.

Avoid making a wrong hiring decision

Questions that gauge your professional behavior help employers assess your future job performance. In other words, this helps them make a better hiring decision. A perfect resume or cover letter is not enough to impress seasoned interviewers.

By asking behavioral problem-solving questions, the interviewer tries to uncover your previous work patterns. The information in your answers gives them more insight into your approach to critical situations and if this approach matches the ones required for the position you’re applying for.

By preparing the right way, you can make sure that your example answer situations include aspects of the most important job requirements. Of course, the interviewer is looking for candidates that fit the job description , so make sure that your answers relate to the job requirements.

What Interviewers Look for in Successful Candidates

In short, interviewers look for candidates who have the right work approach to succeed within their company and in that particular position. This is also why we can’t emphasize the importance of being able to demonstrate your skills through solid example scenarios enough .

The right preparation will help you get there. Your goal is to demonstrate that you are capable of taking on the day-to-day tasks required for the position and have the potential to grow . For example, if you are able to work in and deal with transitions in fast-paced environments such as financial markets . And can you handle the complex situations that you will encounter? Are you able to deal with such transitions effectively? In this case, you need to show adaptability and problem-solving skills through example scenarios of how you did so in the past.

Problem-solving behavioral questions are used to get insights into how you approach problems at work, if you take the initiative, and if you possess the right creative and critical thinking skills . Basically, the interviewers want to get the following questions answered:

• Do you take the initiative?
• Can you communicate effectively?
• Are you able to adequately respond to problems or issues that occur during your work?
• Can you perform in stressful and unexpected situations?
• Are you able to adjust to changing work environments?
• Can you assist your coworkers or team when needed?
• Are you flexible in your approaches to situations at work?

Red Flags for Interviewers Assessing Your Problem-solving Skills

When answering questions about your problem-solving skills, there are certain things you need to look out for. Below we discuss a couple of warning signs that interviewers consider when you answer their questions. Ensure that you avoid these at all costs to avoid making the wrong impression.

1. Not answering the question or not providing enough detail

If you answer a question with ‘I can’t recall a situation where I encountered such a problem ,’ this is considered a red flag. This could mean that you did not prepare well and that you’re not taking the interview seriously. Furthermore, the interviewer could interpret such an answer as you may avoid dealing with challenging situations.

If you cannot provide specific details or examples about what you claim in your resume or cover letter, this can be considered a red flag too. If you, for instance, claim that you have successfully solved problems and used critical thinking skills in your work, you need to make sure you’re able to back this up through clear examples of times you did so. Failing to do so could lead to a quick elimination of your candidacy for the position. If the interviewer has trouble verifying your employment history, this is considered a warning sign.

2. Canned responses to questions

Preparing answers is key to success for any interview. However, this means preparing original, effective, and relevant answers that are related to the position you’re interviewing for.

Generic answers to behavioral problem-solving questions such as ‘ tell me about a time you had to solve an issue with a customer ‘ are considered warning signs. An example of a generic answer to that particular question is ‘t his one time I had to deal with an angry customer who had complaints about the pricing of a product. I calmed her down and made the sale ‘. As you can see, this answer does not provide much insight into your problem solving skills, thought process, and how you approach the situation.

If you give a generic answer, you can expect more follow-up questions from the interviewer. However, it’s better to prepare strong answers to impress the interviewer that you actually possess the required skills for the job.

3. Answers that focus on problems, not solutions

The reason for asking specific behavioral-problem solving questions is to assess how you approach and solve problems. It’s, therefore, important that your answers focus on the solution, not the problem . Of course, it’s important that you are able to spot and identify problems, but finding a solution is essential. If your answers focus on problems too much, you can come across as too negative for the job.

Negativity, in any form, in your answers, is considered a red flag. This can be talking negatively about a problem you had to solve but also talking inappropriately about previous employers or co-workers. Negative undertones never impress interviewers the right way. Therefore, focus on how you solve problems and put yourself in the best light possible.

4. Too stressed or uncomfortable during an interview

Interviewers know that almost everybody is slightly uncomfortable when put on the spot during a job interview. However, when you’re too stressed to provide a good answer, this can be viewed as an indicator that you do not handle stressful situations well. Of course, remaining calm under pressure while still being able to solve problems is essential for positions in which problem-solving skills are required.

5. Failing to respond effectively

Failing to respond effectively to interview questions comes across weak. It’s therefore important that you prepare for your interview by thoroughly analyzing the job description and try to understand what kind of problems you will be solving in the position that you applied for. This research will help you choose the right examples from your past that are most likely to impress the interviewer.

Therefore, research the job and organization and make notes of the required skills and experiences you think the company values. This allows you to tailor your answers to your situation.

Also, think about possible follow-up questions the interviewer might ask you. Because you already know what examples you will use in your answers to questions you expect , if you prepare the right way, you can figure out which follow-up questions are likely to be asked. For instance, if you’re preparing for the interview question, ‘ tell me about a time you solved a problem at work ,’ you can expect the interviewer to follow up with, ‘ what steps did you take to solve the situation?’.

6. Not taking responsibility or minimizing the significance of a problem

When a problem is identified but not addressed, this could quickly escalate into a bigger problem. Employees who do not take responsibility or those who leave things for later might not be result-oriented and engaged in their work.

Another way of taking responsibility is to show self-awareness. It’s common for interviewers to ask you about a time that you failed, especially in situations where you needed to solve problems. They are interested in what went wrong in a work situation, if you took responsibility for your actions, and what you learned from that situation. Not taking responsibility for, for instance, a  project that may have failed , is considered a warning sign.

Self-awareness and being to reflect on situations is an important characteristic to possess in the workplace. Interviewers want to hire candidates that can admit errors or who made thoughtful mistakes trying to solve problems in the past and tried to fix them. Employers know that candidates are human and make mistakes, just like everybody else. It’s important that your answers show that you take responsibility for situations and describe the actions you took to repair any problems or challenges.

Frequently Asked Problem-solving Interview Questions

Below you can find commonly asked behavioral problem-solving questions . These questions are divided into regular questions and hypothetical questions. Learn everything you need to know about common interview questions that are frequently asked during job interviews .

Problem-solving interview questions:

• Tell me about a time you faced an unexpected challenge at work and how you dealt with it.
• Describe a time a customer approached you with a problem or concern. How did you respond?
• Tell me about a time you had to change your planned course of action at the last moment. How did you re-evaluate your priorities?
• What was the best idea you came in in your last position?
• Tell me about a time you had to solve a difficult problem.
• What’s the most significant improvement that you have made in the last year?
• Tell me about the most innovative new idea that you have implemented in the workplace.
• Have you ever improved the workflow of a project based on your analysis? How did you do this?
• Describe a situation in which you anticipated a potential problem and applied preventive measures.
• Tell me about a time you faced a significant obstacle you had to overcome to succeed in a project.
• When you’re working on several projects, it’s tricky to deliver excellent service to all of them. How do you go about prioritizing the needs of a client?
• Describe a situation in which you had to analyze information and make a recommendation.
• What do you consider your greatest achievement in the workplace? Why?
• Describe a situation in which you needed to motivate others to get something done.

Hypothetical problem-solving interview questions:

• How would you approach a situation in which you had to analyze information to make a recommendation to a client?
• Tell me how you would handle a situation in which you have a deadline you cannot meet.
• How would you handle a conflict with a co-worker?
• A frustrated client calls you to discuss a problem. How do you deal with such a situation?
• How would you handle a situation in which you would need to convince someone to change their decision?

Preparing Answers to Problem-solving Interview Questions

There are several steps that you can take to prepare for problem-solving questions. Here you can find a job interview checklist . To get started, you can consider the following steps.

Step 1: Research

Before your interview, it’s important that you thoroughly research the position and company. Read the job description carefully to find specific skills that a candidate needs to possess to successfully perform the job. Think of skills such as adaptability , communication , and problem-solving. Also, read the company website to get more information about their mission statement and who their main clients are. Furthermore, check their LinkedIn pages and other content/news related to the company.

Your research will help you identify the required skills, qualities, and experience for the position. In turn, you can use this information to make an educated guess about what kind of interview questions you can expect .

Step 2: Write down the required skills, competencies, and experience

Behavioral questions such as those about problem-solving skills are a great opportunity for you to show why you’re the perfect candidate for the job. Based on the skills and competencies that you have identified during your research, you can start preparing answers. Rank the skills on importance in relation to the requirements for the position.

Step 3: Create a list of past work experiences related to the position’s requirements

Everybody knows that it’s hard to come up with strong answers when you’re put on the spot during an interview. Therefore, come up with strong examples to questions you expect ahead of your interview.

Create a list of past work experiences and tailor them to the required skills and competencies for the job—highlight successful situations where you demonstrated behavior related to these required skills and competencies . Focus on delivering a concise and to-the-point answer.

Step 4: Prepare successful and challenging answer examples

Effective problem-solving skills are essential in the workplace. Therefore, your answers must demonstrate that you have successfully identified problems, proposed solutions, evaluated several options, and finally implemented a solution. However, it’s also likely that the interviewer will ask you about a time you have failed to solve a problem . Interviewers ask you about failures to assess whether or not you learn from your mistakes and if you’re self-aware enough to acknowledge times you failed. Also, it helps them identify if you take calculated and smart risks.

Step 5: Use the STAR method to structure your answers

The STAR method allows you to concisely provide the interviewer an answer by logically walking them through the situation. STAR is an acronym that stands for a situation ( S ), your task ( T ) in that situation, the actions ( A ) you took, and what results ( R ) you got based on your actions. These are the basic steps you take in your walkthrough.

Below we discuss the STAR interview technique in more detail.

STAR Interview Technique For Problem-Solving Interview Questions & Answers

By using the STAR method, you can give an answer that includes exactly what the interviewer is looking for. Below, the STAR acronym is broken down into each step.

Start your answer by explaining the situation that you faced. The start of your answer ‘story’ should answer questions such as:

• What was the situation/problem?
• Who was involved?
• Why did the situation happen at that time?

It’s important to provide context around what problem needed to be solved. Furthermore, make sure to provide relevant details.

Next, explain your specific role in the task ahead. Include important details, such as specific responsibilities. Focus on giving the interviewer an understanding of your task in solving the problem. This part of your answer should answer questions such as:

• Why were you involved in that specific situation?
• What’s the background story?

After you describe your task, it’s time to specifically discuss the actions you took to solve the problem. Give the interviewer a step-by-step description of the actions you took. This part of your answer should answer questions such as:

• What steps did you take to resolve the situation you were in?
• Why did you choose to complete your tasks this way?

Finish your answer by discussing the results you got from your actions. Detail the outcomes of your actions and ensure to highlight your strengths . Also, make sure to take credit for your behavior that led to the result. Focus on positive results and positive learning experiences. This part of your answer ‘story’ should answer questions such as:

• What exactly happened?
• What did you accomplish?
• How did you feel about the results you got?
• What did you learn from the situation?
• How did this particular situation influence who you are as a professional today?

Sample Answers to Problem-solving Questions

Below you will find some example questions. The examples are already written in STAR format so that you can clearly see how you can structure your answers. However, these are ‘general’ examples. Do not forget to structure your own answers in a way that includes enough detail to convince the interviewer that you’re the right person for the job!

Problem-Solving Example 1: ‘ Tell me about a time you had to resolve a disagreement with a coworker.’

‘Personally, I believe that communication is essential in such a situation to find a way that works for both of us. Finding a compromise is the main goal to get the work done to the best of our ability.

Task & Action

In my current position as a financial consultant, I encountered such a situation recently. A colleague disagreed with the way I wanted to handle an issue that we encountered along the way. To address this issue, I scheduled a meeting with him to discuss the situation. I asked him about his points of view and how he thought we should go about the project.

Even though we had differences in the way we felt like how the project should be approached, we quickly came to the conclusion that our goal was the same; providing our client with a high-quality final product within the set deadline.

We talked about the project and the specific aspect about which we had a difference. I explained my point of view and that I had already encountered a similar issue in the past. Ultimately, my colleague agreed to tackle the issue using my proposed method. His insights gave me a good suggestion which we incorporated into the project. After that, we successfully worked together and finalized the project in time and according to the quality level that we both were proud of.’

Why this is a strong answer:

• The provided example is concise and relevant to the workplace where problem-solving skills are important
• This answer shows important skills such as being proactive, problem-solving, persuasion, and adaptability .
• The answer shows that you’re a team player as well and that you listen to the input of others for the better of a project’s result.

Note : There’s always a chance that interviewers ask you follow-up questions about how you convinced your colleague. Make sure that you are able to answer those questions as well.

Problem-Solving Example 2: ‘ Tell me about a time you had to solve a challenging problem at work .’

‘In my position as a business development manager at ABC Software, I’m responsible for organizing all client events and conferences. ABC Software is a major player in the IT market, and during our events, we invite industry experts to speak on market developments. These events are used to attract new clients but also to maintain our relationship with our existing ones.

Over the last two years, we analyzed our attendee data and found that our event attendance dropped by almost 10%. Furthermore, we discovered that the retention rate of our clients also decreased. When we had to plan the next event, my team and I knew that we had to get our attendance levels back up in order for the events to stay successful. The goal was to get our networking event popular and recurring again.

I had an idea why the attendance levels dropped but to get more information, I interviewed several sales consultants as well. The main feedback was that we should focus more on attracting new clients through social media channels. I communicated this with our marketing team, and we decided to also reach out to our client base and ask them what they would like to see on our future events. This led to interesting new insights on topics and speakers that we could invite, plus we also received input on how to improve networking possibilities during our events. Based on our research and feedback, I created a new plan of action to market our events through our social media channels to increase exposure.

After launching our marketing campaign, we immediately gained online traction, leading to an increase in advance registrations. For that specific event, we saw a total increase in attendance of 20% in comparison to the previous year. An online survey showed that the attendees were happy with how the way the new event was structured, and 80% of respondents said that it would be likely that they would recommend our events within their network.

My approach to increasing attendance at our events did not go unnoticed. I was asked by my department director to make a presentation about how I tackled this problem and present this to the board.’

• This example shows that you can identify issues and understand your responsibility to address them.
• The provided example is related but also relevant to the workplace. It’s also concise, which is perfect.
• This answer shows important skills, such as being proactive, teamwork , adaptability , problem-solving skills, and creativity .
• Taking responsibility to find out why the event attendance dropped and subsequently taking action turned out successful gives more weight to the situation.

Problem Solving Example 3: ‘Describe a time a customer approached you with a problem or concern. How did you respond?’

‘In one instance, a customer came to me with an issue. She had recently purchased a product from our store, which broke shortly after she got it home. She was understandably upset and wanted to know what could be done.

In response, I apologized for any inconvenience and asked her to explain what had happened. After hearing her story, I promised to help her as much as possible. Next, I checked the item’s warranty status in our system.

I was able to offer her a replacement or a refund since the product was still under warranty , and I helped her find an identical item in our store and processed the exchange for her. The customer decided she wanted a replacement, so I explained our return policy to her in case this ever happened again in the future.

My customer thanked me for my help and seemed more satisfied at the end of the transaction; I was glad I was able to turn a potentially negative experience into a positive one.’

• This example shows that you understand what great customer service is.
• The provided example is concise and to the point; it describes a situation and the actions you took to resolve it.
• This answer shows essential skills, such as being proactive, customer service, and problem-solving skills.

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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. 

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.

Table of contents

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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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

Read more articles by Laura-Ann Burgess

• Prove Your Problem-Solving Skills: Ace Behavioral Interview Questions
• Protected: Job Interviews

So, you’ve scored an interview invitation, but it feels a bit like a confessional, doesn’t it? Well, relax. Interviews aren’t about penance; they’re opportunities to share your success stories. To help you prepare for your next interview, we’ve put together a comprehensive guide to behavioral interview questions.

In this guide, you’ll find:

• Common behavioral interview questions and expert answers.
• Formulas to excel in answering behavioral-based interview questions for M&E sector
• Solutions to handle challenging questions during the interview.
• Tips for preparing for various categories of behavioral interview questions.

Let’s get started.

What Are Behavioral Interview Questions?

Behavioral interview questions are a specific type of interview query designed to assess a candidate’s past behavior and experiences in various situations. These questions aim to uncover how candidates have handled specific challenges, conflicts, or responsibilities in their previous roles or life experiences. Instead of asking hypothetical or theoretical questions, interviewers use behavioral questions to gain insight into how candidates are likely to act in future situations based on their past actions.

Behavioral interview questions typically follow a structured format and often begin with phrases such as “Can you provide an example of…” or “Tell me about a time when…” Candidates are expected to share real-life anecdotes that illustrate their skills, competencies, and behaviors relevant to the job they’re applying for.

The key to answering behavioral interview questions effectively is to use the STAR method (Situation, Task, Action, Result) to provide comprehensive responses. This method helps candidates structure their answers by describing the situation or context, outlining the tasks or challenges they faced, explaining the actions they took to address those challenges, and finally, detailing the positive results or outcomes of their actions.

Behavioral interview questions are widely used by employers across various industries because they provide valuable insights into a candidate’s soft skills, problem-solving abilities, communication style, and how well they align with the organization’s values and culture. By sharing concrete examples from their past experiences, candidates can demonstrate their qualifications and suitability for the job, making their responses more compelling to prospective employers.

Overall, understanding and effectively responding to behavioral interview questions is a crucial aspect of the job interview process, as it allows candidates to showcase their relevant skills and behaviors while helping employers make informed hiring decisions.

Common Behavioral Interview Questions

Behavioral interviews are becoming increasingly popular as they help recruiters assess your soft skills effectively. These questions aim to uncover your past behavior to predict your future performance. To excel in these interviews, you’ll want to use the STAR method (Situation, Task, Action, Result) for answering each question. Here are 40 common behavioral interview questions along with tips on answering them:

1. Stress Management

• Describe a time when something urgent came up at the last minute. How did you handle it? Tip: Focus on how you managed stress and prioritized tasks effectively in a time-sensitive situation.

2. Decision Making

• Give an example of a tough decision you had to make. Tip: Discuss the process you followed and your critical thinking skills rather than just the result.

3. Adaptability

• Describe a situation where you had to do something for the first time. How did you approach it? Tip: Emphasize your ability to adapt to new challenges and learn quickly in unfamiliar territory.

4. Collaboration and Teamwork

• Give an example of a time when you relied on someone for information, but they didn’t deliver. What did you do? Tip: Highlight your problem-solving skills and ability to work collaboratively to overcome obstacles.

5. Interpersonal Skills

• Describe a situation when you used your assertiveness. How did it go? Tip: Showcase your ability to handle interpersonal conflicts diplomatically and assertively.

6. Communication

• Describe a situation when you used negotiation skills. What was the outcome? Tip: Demonstrate your effective communication and negotiation abilities, focusing on a positive outcome.

7. Leadership

• Give an example of a situation where you had to delegate a task. How did you approach it? Tip: Discuss your leadership and delegation skills, emphasizing how you empowered your team.

8. Taking Initiative

• Tell me about a time when you went the extra mile for someone. Why did you do it? Tip: Highlight your motivation, dedication, and willingness to take initiative to achieve exceptional results.

9. Problem Solving

• Describe a situation where you encountered a complex problem. How did you approach solving it?
• Give an example of a time when you had to analyze data to make a critical decision. What was the outcome?
• Tell me about a situation when you identified an issue before it became a significant problem. How did you prevent it from escalating?

10. Time Management

• Describe a time when you had to juggle multiple tasks with tight deadlines. How did you prioritize and manage your time effectively?
• Give an example of a project where you completed the work ahead of schedule. What strategies did you use to achieve this?

11. Creativity and Innovation

• Tell me about a situation where you proposed a creative solution to a problem at work. How did your idea benefit the team or organization?
• Describe a time when you introduced a new process or idea that improved efficiency or productivity.

12. Customer Service

• Share an experience where you had to deal with a challenging customer or client. How did you handle the situation, and what was the outcome?
• Give an example of a time when you went above and beyond to provide exceptional customer service.

13. Conflict Resolution

• Describe a situation where you disagreed with a colleague or team member. How did you resolve the conflict, and what was the result?
• Tell me about a time when you had to mediate a conflict between two coworkers. How did you facilitate a resolution?

14. Goal Achievement

• Give an example of a professional goal you set for yourself and successfully achieved. How did you stay motivated and track your progress?
• Describe a situation where you faced obstacles while working toward a goal. How did you overcome those obstacles and reach your objective?

15. Adherence to Policies and Procedures

• Share a scenario where you had to ensure strict compliance with company policies or industry regulations. How did you ensure adherence among your team or colleagues?
• Describe a time when you identified a policy violation or non-compliance issue. How did you handle it while maintaining professionalism?

16. Handling Criticism

• Tell me about a situation when you received constructive criticism from a supervisor or coworker. How did you react, and what actions did you take to improve?
• Give an example of a time when you had to provide feedback to a colleague about their performance. How did you approach the conversation?

17. Ethical Decision-Making

• Describe a situation where you faced an ethical dilemma at work. How did you determine the right course of action, and what were the consequences of your choice?
• Share an experience where you had to report unethical behavior by a coworker or superior. How did you handle the situation while maintaining your integrity?

18. Customer Satisfaction Improvement

• Give an example of a time when you identified opportunities to enhance customer satisfaction. What actions did you take, and how did it impact the customer experience?
• Describe a situation where you received positive feedback or recognition from a customer for your service. How did you achieve this level of satisfaction?

19. Handling Rejection

• Tell me about a time when you faced rejection or failure in your career. How did you cope with it, and what did you learn from the experience?
• Share an experience where you were initially rejected for a project, promotion, or opportunity but later succeeded. How did you turn the situation around?

20. Change Management

• Describe a situation when you had to adapt to a significant change in your workplace. How did you navigate the transition and support your team through it?
• Give an example of a time when you proactively embraced change and helped others adjust to a new process or system.

21. Crisis Management

• Share an experience where you had to respond to a crisis or urgent situation at work. How did you handle it, and what was the outcome?
• Describe a time when you played a key role in disaster recovery or business continuity planning. How did your actions contribute to a successful outcome?

22. Project Management

• Give an example of a complex project you successfully managed. How did you plan, execute, and monitor progress to ensure its completion?
• Describe a situation where a project you were leading faced unexpected challenges. How did you adjust your approach to overcome these obstacles?

23. Delegation

• Tell me about a time when you had to delegate tasks to team members. How did you assign responsibilities and ensure successful project completion?
• Describe a situation where you entrusted a colleague with a significant responsibility. How did you ensure they were well-prepared for the task?

24. Self-Motivation

• Share an experience where you had to stay motivated and productive while working independently or remotely. How did you maintain your focus and meet your goals?
• Give an example of a personal or professional achievement that required self-motivation and determination.

25. Cross-Functional Collaboration

• Describe a situation where you had to collaborate with colleagues from different departments or teams to achieve a common goal. How did you foster effective cross-functional teamwork?
• Give an example of a project that involved multiple departments or stakeholders. How did you ensure everyone was aligned and working together harmoniously?

26. Mentorship and Coaching

• Tell me about a time when you mentored or coached a junior colleague. How did you help them develop their skills or achieve their goals?
• Describe a situation where you received mentorship or guidance from a more experienced coworker. How did it impact your professional growth?

27. Cost Reduction

• Give an example of a cost-saving initiative you implemented in your role. How did you identify areas for improvement and execute your plan?
• Share a situation where you had to make budgetary decisions to optimize resources or reduce expenses. What was the outcome?

28. Innovation Implementation

• Describe a time when you introduced a new technology, process, or idea to your organization. How did you gain buy-in from stakeholders and ensure successful implementation?
• Give an example of how your innovative approach improved efficiency, productivity, or customer satisfaction.

29. Sales or Revenue Growth

• Tell me about a situation where you significantly contributed to sales or revenue growth in your role. What strategies or actions did you implement to achieve this?
• Describe a time when you identified and pursued new business opportunities that resulted in increased revenue for your company.

30. Safety and Risk Management

• Share an experience where you played a role in promoting safety or risk management in your workplace. How did you ensure a safe and compliant environment?
• Give an example of a situation where you identified and mitigated a potential safety or risk issue before it caused harm.

31. Supplier or Vendor Management

• Describe a situation where you improved relationships with suppliers or vendors to benefit your organization. How did you negotiate or collaborate to achieve mutually beneficial outcomes?
• Tell me about a time when you had to address a significant issue or dispute with a supplier or vendor. How did you resolve it while maintaining a positive business relationship?

32. Crisis Communication

• Give an example of a crisis communication situation you managed, either internally or externally. How did you ensure timely and effective communication during a crisis?
• Describe a time when you had to deliver difficult or sensitive information to stakeholders. How did you handle the communication to minimize negative impacts?

33. Data Collection and Analysis

• Describe a project where you were responsible for collecting and analyzing data. How did you ensure the data’s accuracy and relevance to the evaluation process?
• Give an example of a situation where you had to use statistical or data analysis tools to draw insights from a large dataset for an M&E project.

34. Performance Metrics

• Tell me about a time when you developed key performance indicators (KPIs) for an M&E project. How did you choose the most relevant metrics, and what impact did they have on decision-making?
• Describe a situation where you had to track and report on the performance of a program or project using M&E frameworks and metrics. What challenges did you encounter, and how did you address them?

35. Stakeholder Engagement

• Share an experience where you effectively engaged with stakeholders in the M&E process. How did you ensure their input and feedback were integrated into the evaluation?
• Give an example of a time when you had to communicate evaluation findings to diverse stakeholders with varying levels of technical knowledge. How did you tailor your communication to each group?

36. Quality Assurance

• Describe a situation where you implemented quality assurance measures in an M&E project to ensure data integrity and reliability. What steps did you take, and what was the outcome?
• Tell me about a time when you identified errors or inconsistencies in M&E data. How did you rectify the issues and prevent them from recurring?

37. Continuous Improvement

• Give an example of how you contributed to the continuous improvement of M&E processes within your organization. What changes or enhancements did you suggest, and how were they implemented?
• Describe a situation where you conducted a review of an existing M&E system and recommended innovative solutions or technologies to enhance its effectiveness.

38. Adapting to Changing Requirements

• Tell me about a time when you had to adjust an M&E plan or framework due to changing project requirements or unexpected challenges. How did you adapt, and what were the results?
• Describe a situation where you successfully aligned an M&E strategy with evolving organizational goals or external demands. What strategies did you use to ensure alignment?

39. Capacity Building

• Share an experience where you played a role in building the capacity of team members or partners in M&E practices. How did you design and deliver training or mentoring programs?
• Give an example of a time when you helped colleagues or stakeholders improve their data collection and reporting skills, leading to more effective M&E outcomes.

40. Innovation in M&E

• Describe a situation where you introduced innovative techniques, technologies, or methodologies to enhance the M&E process. How did these innovations benefit the evaluation efforts?
• Tell me about a time when you collaborated with interdisciplinary teams to incorporate emerging trends or best practices into M&E strategies.

These questions should help you prepare for a behavioral interview in the M&E sector by addressing specific aspects of the field. Remember to use the STAR method (Situation, Task, Action, Result) when structuring your responses to provide a clear and compelling answer to each question.

Behavioral interview questions: Expert Advice for the Stressed Out

If you find yourself struggling to provide an immediate response to a behavioral question during an interview, don’t panic. It’s okay to take a moment to gather your thoughts and share a well-thought-out answer. Quality is more important than speed. Additionally, remember to:

• Read the job description carefully to identify the key competencies and qualities the employer is seeking.
• Reflect on both job-related and non-job-related experiences when preparing for behavioral questions.
• Use the STAR method to structure your answers effectively.
• Be honest, and if you need more time to formulate your response, don’t hesitate to ask for it.
• Practice answering behavioral questions to build confidence and improve your responses.

Cracking the Code: Behavioral Interview Questions Unveiled for M&E Sector

Behavioral interviews in the Monitoring and Evaluation (M&E) sector present a unique set of challenges and opportunities. In this specialized field, recruiters aim to assess not only your soft skills but also your ability to navigate the intricacies of data analysis, project management, and performance evaluation. Let’s explore how to decipher the behavioral interview code specifically tailored to the M&E sector.

• Understanding the Significance: In the M&E sector, behavioral questions go beyond assessing general competencies. Recruiters are keen to evaluate your experience in handling real-world scenarios related to data collection, analysis, reporting, and project management. Your responses should showcase your ability to make data-driven decisions and ensure the success of M&E initiatives.
• Situation: Set the stage by describing the specific project, evaluation, or data-related situation you encountered. Provide context regarding the goals and challenges.
• Task: Explain the tasks and responsibilities assigned to you within that situation. Highlight the importance of data collection, analysis, and reporting in achieving project objectives.
• Action: Detail the actions you took to address data-related challenges or ensure the success of the M&E project. Emphasize your analytical skills, attention to detail, and ability to collaborate with teams.
• Result: Conclude by outlining the positive outcomes and impact of your actions. Share how your data-driven decisions contributed to project success or improved processes.
• Showcase Your Data Expertise: M&E roles often require proficiency in data management tools, statistical analysis, and reporting software. Be prepared to discuss your experience with these tools and how you’ve used them to derive insights and drive decision-making.
• Highlight Project Management Skills: In the M&E sector, effective project management is essential. Share examples of how you’ve coordinated and executed M&E projects, ensuring they stayed on track, met deadlines, and delivered actionable results.
• Demonstrate Adaptability: The M&E field is dynamic, with evolving methodologies and technologies. Illustrate your adaptability by discussing instances where you had to adjust your approach to accommodate changes in data collection methods or project requirements.
• Ethical Considerations: Given the sensitivity of data in the M&E sector, be prepared to address questions about ethical dilemmas you may have encountered. Discuss how you upheld ethical standards while collecting, managing, or reporting data.
• Quantify Your Impact: Whenever possible, quantify the impact of your actions. Use metrics and key performance indicators (KPIs) to illustrate how your data analysis or M&E efforts led to improvements, cost savings, or informed decision-making.
• Stay Informed: Stay up-to-date with the latest trends and best practices in the M&E field. Demonstrating knowledge of emerging methodologies or technologies can set you apart during interviews.
• Team Collaboration: Emphasize your ability to work collaboratively with multidisciplinary teams. M&E projects often require coordination between data analysts, program managers, and stakeholders.
• Prepare for Technical Questions: Expect technical questions related to data collection methodologies, statistical techniques, and data visualization tools commonly used in the M&E sector. Brush up on your technical knowledge to confidently address these queries.

By mastering the art of answering behavioral interview questions tailored to the M&E sector, you’ll not only impress prospective employers but also convey your expertise in driving data-driven decision-making and ensuring the success of M&E initiatives.

Crafting Compelling Responses to Behavioral Queries

Behavioral interviews are all about showcasing your past experiences and behaviors as indicators of your future performance. To stand out in these interviews, you need to craft responses that not only highlight your skills and abilities but also leave a lasting impression on the interviewer. Here’s how you can create compelling responses to behavioral questions:

• Understand the STAR Method: The STAR method (Situation, Task, Action, Result) is your go-to framework for answering behavioral questions. Start by describing the situation or context, then outline the task or challenge you faced, detail the actions you took to address it, and finally, highlight the positive results of your actions.
• Choose Relevant Examples: Tailor your responses to the specific competencies and qualities the job requires. Use examples from your professional, academic, or personal life that directly relate to the skills sought by the employer.
• Quantify Your Achievements: Whenever possible, use quantifiable data to support your claims. Numbers, percentages, and specific outcomes provide credibility to your responses. For instance, mention how you increased sales by 20% or reduced project turnaround time by 30%.
• Highlight Your Role: Emphasize your contributions within a team context. Even if the question is about a team accomplishment, explain your role and how it contributed to the overall success.
• Be Concise and Structured: Keep your responses concise and to the point. Avoid rambling or providing unnecessary details. Structure your answers logically, following the STAR method, to make them easy for the interviewer to follow.
• Show Growth and Learning: It’s okay to discuss situations where you faced challenges or made mistakes. However, focus on how you learned from those experiences and used them as opportunities for growth.
• Emphasize Soft Skills: In addition to technical skills, highlight your soft skills such as communication, teamwork, problem-solving, and adaptability. These qualities are often highly valued by employers.
• Practice, Practice, Practice: Practice your responses to common behavioral questions with a friend, family member, or in front of a mirror. Rehearsing your answers will help you feel more confident during the actual interview.
• Stay Positive: Maintain a positive tone throughout your responses. Even when discussing difficult situations, frame them in a way that demonstrates your ability to overcome challenges and achieve positive outcomes.
• Ask for Clarification if Needed: If you don’t fully understand a question, don’t hesitate to ask the interviewer for clarification. It’s better to seek clarification than to provide an irrelevant response.

Remember, the goal of crafting compelling responses is to leave the interviewer with a clear understanding of your capabilities, accomplishments, and how you align with the company’s needs. By following these guidelines and practicing your responses, you’ll be well-prepared to excel in any behavioral interview.

Strategies for Tackling Common Behavioral Questions in the M&E Sector

Behavioral interviews are particularly relevant in the Monitoring and Evaluation (M&E) sector, as they provide insight into how candidates have applied their skills and expertise in real-world situations. To effectively navigate these interviews and impress potential employers in the M&E field, consider the following strategies:

• Align with M&E Competencies: Review the key competencies and skills required for M&E roles in the job description. These often include data analysis, report writing, project management, and attention to detail. Tailor your responses to highlight experiences where you have demonstrated these competencies.
• Emphasize Data-Driven Decision-Making: M&E professionals are expected to make informed decisions based on data and evidence. Showcase instances where you collected, analyzed, and utilized data to drive improvements or inform project strategies.
• Highlight Impact: M&E is ultimately about measuring the impact of programs and initiatives. Share stories of how your work directly contributed to positive outcomes, whether it’s improved program effectiveness, cost savings, or enhanced decision-making.
• Discuss Challenges and Solutions: Expect questions about how you’ve handled challenges in data collection, analysis, or project implementation. Describe the specific challenges you faced, the actions you took to address them, and the results of your efforts. Emphasize your problem-solving skills.
• Collaborative Projects: Many M&E roles involve collaborating with cross-functional teams, stakeholders, and partners. Use examples that demonstrate your ability to work effectively with others, communicate findings, and ensure data accuracy.
• Adaptability to New Technologies: Given the evolving nature of data collection and analysis tools, showcase your adaptability and willingness to learn new technologies or software relevant to the M&E field.
• Ethical Considerations: Discuss ethical aspects of your work, especially if you’ve dealt with sensitive data or vulnerable populations. Highlight your commitment to maintaining confidentiality and adhering to ethical guidelines.
• Continuous Learning: M&E professionals should stay updated on industry trends and best practices. Mention any certifications, training, or courses you’ve completed to enhance your skills and knowledge.
• Use the STAR Method: Structure your responses using the STAR method (Situation, Task, Action, Result). Start by describing the context, outline your responsibilities, detail the actions you took, and conclude with the positive outcomes or impact.
• Practice Mock Interviews: Conduct mock interviews with peers or mentors, focusing on common behavioral questions in the M&E sector. This will help you refine your responses and build confidence.
• Research the Organization: Familiarize yourself with the organization’s projects, goals, and recent achievements in the M&E field. Mention specific projects or initiatives that align with your experiences and interests during the interview.

By implementing these strategies and tailoring your responses to the unique demands of the M&E sector, you’ll demonstrate your suitability for M&E roles and increase your chances of success in behavioral interviews.

Concluding Thoughts on Navigating M&E Behavioral Interviews with Confidence

In conclusion, behavioral interview questions are a common and effective way for employers in various sectors, including Monitoring and Evaluation (M&E), to assess a candidate’s suitability for a role. By using the STAR method (Situation, Task, Action, Result) and preparing thoughtful examples from your experiences, you can confidently navigate these questions and showcase your skills, competencies, and achievements.

This guide has provided a comprehensive list of behavioral interview questions, with a focus on those relevant to the M&E sector. These questions cover key areas such as stress management, decision-making, adaptability, collaboration, interpersonal skills, communication, leadership, and taking initiative. Additionally, we have emphasized the importance of honesty, clarity, and effective communication in your responses.

To excel in a behavioral interview, it’s crucial to review the job description, reflect on your past experiences, and practice delivering your responses clearly and concisely. Moreover, remember that behavioral interviews are an opportunity to highlight your problem-solving abilities and demonstrate how you have contributed to the success of projects, teams, and organizations.

By using this guide to prepare for your behavioral interview, you can confidently approach the process, impress your interviewers, and increase your chances of securing the Monitoring and Evaluation position you desire. Good luck with your interview preparations!

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How To Answer Behavioral Interview Questions (With Examples)

• How To Answer Tell Me About Yourself?
• Elevator Pitch
• Where Do You See Yourself In 5 Years?
• What Are Your Career Goals?
• When Can You Start?
• How Do You Define Success?
• Describe Your Work Ethic
• Where Are Your Current Duties?
• What Are Your Learning Goals?
• Intrinsic Vs Extrinsic Motivation
• What Is Your Desired Salary?
• What Makes You Unique?
• Why Are You The Best Person For This Job?
• Reasons For Termination
• What Are Your Work Values
• How To Make A Hard Decision?
• What Are You Most Proud Of?
• Personal Code Of Ethics
• Problem Solving Interview Questions
• Taking Initiative Example
• How Do You Prioritize Your Work
• Explain Gaps In Employment
• Most Rewarding College Experience
• What Is Your Work Style
• Tell Me About A Time When You Made A Mistake On The Job
• Tell Me About Gaps In Employment
• What Are You Passionate About
• What Skills Would You Bring To The Job
• Who Is Your Mentor?
• How To Answer Tell Me About A Time You Disagreed With Your Boss
• How To Answer Common Screening Questions
• How Do You Handle Stress
• Are You Willing To Travel?
• Do You Work Well With Others?
• Why Do You Want To Work Here?
• What Is Your Greatest Weakness?
• Where Else Are You Interviewing?
• Tell Me About A Time You Failed
• How Do You Like To Be Managed?
• Do You Have Any Questions For Me?
• What Gets You Up In The Morning?
• What Do You Know About Our Company?
• What Is Your Greatest Strength?
• What Is Your Dream Job?
• What Is Your Ideal Work Environment?
• Why Are You Looking For A New Job?
• Why Should We Hire You?
• What Motivates You?
• What Else Should We Know About You?
• When Have You Made A Split Second Decision?
• Tell Me About A Challenge You've Faced At Work
• What Sets You Apart From Other Candidates?
• What Is Your Greatest Accomplishment?
• How Did You Hear About The Position?
• What Do You Do?
• Walk Me Through Your Resume
• Questions About Fast-Paced Work Environments
• What's Your Management Style?
• Why Do You Want This Job?
• How Would Your Friends Describe You?
• What Do You Do For Fun?
• Why Did You Leave Your Last Job?
• Situational Interview Questions
• Promotion Interview Questions
• Internal Interview Questions
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Employers like to ask behavioral interview questions to get an understanding of how you go about solving a problem or handling a situation. This is why it’s essential to understand how to answer behavioral interview questions to help impress your interviewer . If you have an interview coming up and want to be prepared for anything that may be thrown your way, we’ll go over how to answer behavioral interview questions, provide some common behavioral interview questions and answers, and we’ll go over why interviewers like to ask behavioral based interview questions. Key Takeaways One of the best ways to answer behavioral interview questions is to tell a story using the STAR method. Behavioral interview questions ask for examples of how you dealt with situations at work in the past so that hiring managers can get a better idea of how you might respond to similar situations in the future. Behavioral interview questions often cover topics such as problem-solving, teamwork, and decision-making, among others. In This Article    Skip to section How to answer behavioral job interview questions Common behavioral interview questions with example answers What are behavioral interview questions? Why do interviewers ask behavioral interview questions? Tips for answering behavioral interview questions Behavioral interview questions FAQ Final thoughts References Sign Up For More Advice and Jobs Show More How to answer behavioral job interview questions

When answering behavioral interview questions, you should come up with examples of the different skills you want to highlight and tell a story of the example using the STAR method. Here is a more detailed list to answer behavioral job interview questions:

Make a list of examples. When you’re constructing your answer, think about how to portray your actions in such a way that shows off those skills. You should come up with a list of examples of how you utilized the skills that you are highlighting.

Having specific examples from your past will help you tell a story when it comes to using the STAR method.

Highlight your skills. Think about the sort of skills you need to demonstrate in order to be successful at the job you hope to do. These skills are typically more general than they are specific — things like leadership skills, the ability to work with a team, brilliant decision-making, the advanced use of an industry technique etc.

Tell a story. Remember that you’re telling a story and that ultimately, how you tell that story matters most of all. Try to make your story flow as naturally as possible — don’t overload the interviewer with unnecessary details, or alternately, forget too many details for the story to make sense.

They need to understand your answer in order to parse out your behavior. They can’t do that if they can’t understand the story you just told them — in addition to this, they might just find that a person who can’t tell a simple story is just too annoying to work with.

Use the STAR method . If you’re really having trouble telling your story, remember that good old STAR method:

Situation. Start by giving context. Briefly explain the time, place, and relevant characters in your story.

Task. Next, tell the interviewer your role in the story, whether it was a task assigned to you or some initiative you took on your own.

Action. Now comes the juicy stuff; let the hiring manager know what actions you took in response to the situation and your task. Interviewers are interested in how and why you did something just as much as what you did, so spell out your thought process when possible.

This is where you showcase your skills, so try to think of actions that align well with the job you’re applying for.

Result. Finally, explain the end result of your actions. Your focus should always be on what value you contributed to the company, not bragging about your personal accomplishments.

Note that while the result should always be positive, some behavioral interview questions specifically ask about negative situations. In these cases, finish by discussing what you learned from the experience or how the project could have been improved.

Common behavioral interview questions with example answers

Answering behavioral interview questions is your opportunity to show the interviewer how you are as an employee. Here are some of the most common behavioral interview questions with some example answers. Remember to tailor your answers to your specific needs.

Tell me about a time when you had to take a leadership role on a team project.

As a consultant at XYZ Inc., I worked with both the product and marketing teams. When the head of the marketing team suddenly quit, I was asked to step up and manage that department while they looked for her replacement. We were in the midst of a big social media campaign, so I quickly called together the marketing team and was updated on the specifics of the project. By delegating appropriately and taking over high-level communications with affiliates, we were able to get the project out on time and under budget. After that, my boss stopped looking for a replacement and asked if I’d like to head the marketing team full-time.

Can you share an example of a time when you disagreed with a superior?

In my last role at ABC Corp., my manager wanted to cut costs by outsourcing some of our projects to remote contractors. I understood that it saved money, but some of those projects were client-facing, and we hadn’t developed a robust vetting process to make sure that the contractors’ work was consistent and high-quality. I brought my concerns to him, and he understood why I was worried. He explained that cost-cutting was still important, but was willing to compromise by keeping some important projects in-house. Additionally, he accepted my suggestion of using a system of checks to ensure quality and rapidly remove contractors who weren’t performing as well. Ultimately, costs were cut by over 15% and the quality of those projects didn’t suffer as a result.

Tell me about a time when you had to work under pressure.

My job as lead editor for The Daily Scratch was always fast-paced, but when we upgraded our software and printing hardware nearly simultaneously, the pressure got turned up to 11. I was assigned to training staff on the new software in addition to my normal responsibilities. When we were unable to print over a long weekend while the new printing hardware was being set up, I wrote and recorded a full tutorial that answered the most frequently asked questions I’d been receiving over the previous week. With a staff of 20 writers, this really cut down on the need for one-on-one conversations and tutorials. While management was worried we wouldn’t be able to have the writers working at full capacity the following week, the tutorial was so effective that everyone got right on track without skipping a beat.

Can you describe a time when you had to motivate an employee?

When I was the sales manager at Nice Company, we had a big hiring push that added six sales reps to my team in a matter of weeks. One worker in that bunch was working a sales job for the first time ever, and she had an aversion to cold calls. While her email correspondence had fantastic results, her overall numbers were suffering because she was neglecting her call targets. I sat down with her and explained that she should try to incorporate her winning writing skills into her cold calls. I suggested following her normal process for writing an email to cold calls; researching the company and targeting and crafting a message that suits them perfectly. She jumped at the idea and started writing scripts that day. Within a couple of weeks, she was confidently making cold calls and had above-average numbers across the board.

Tell me about a time you made a mistake at work.

When I landed my first internship , I was eager to stand out by going the extra mile. I was a little too ambitious, though — I took on too many assignments and offered help to too many coworkers to possibly juggle everything. When I was late with at least one task every week, my coworkers were understandably upset with me. After that experience, I created a tracking system that took into account how long each task would realistically take. This method really helped me never make promises I couldn’t keep. After that first month, I never handed in an assignment late again.

Can you share a time when you successfully persuaded a team or individual to adopt your ideas or recommendations?

In my previous role at XYZ Company, we were facing a significant challenge with declining customer satisfaction scores. My team was tasked with finding a solution to improve our scores. My task my to identify and implement strategies that would lead to a measurable increase within a three-month-period. To do this, I decided to propose a new customer feedback system to gather real-time feedback and identify areas of improvement. I conducted research to support my proposal, scheduled one-on-one meetings with key team members and stakeholders and tailored my messaging to each individual’s perspective. I also made sure to maintain an open line of communication throughout the process. With my efforts, we were able to successfully implement the new system, which led to a 25% increase in customer satisfaction scores within the first three months.

More common behavioral interview questions

What have you done in the past to prevent a situation from becoming too stressful for you or your colleagues to handle?

Tell me about a situation in which you have had to adjust to changes over which you had no control. How did you handle it?

What steps do you follow to study a problem before making a decision? Why?

When have you had to deal with an irate customer? What did you do? How did the situation end up?

Have you ever had to “sell” an idea to your co-workers? How did you do it?

When have you brought an innovative idea into your team? How was it received?

Tell me about a time when you had to make a decision without all the information you needed. How did you handle it?

Tell me about a professional goal that you set that you did not reach. How did it make you feel?

Give an example of when you had to work with someone who was difficult to get along with. How/why was this person difficult? How did you handle it? How did the relationship progress?

Tell me about a project that you planned. How did your organize and schedule the tasks? Tell me about your action plan.

Give me an example of a situation where you had to adapt to a major change at work or in your personal life. How did you cope with the change?

Tell me about a situation in which you had to work under pressure. How did you maintain your composure and perform effectively?

Give an example of a time when you had to go above and beyond your job description to achieve a goal or deliver exceptional results.

Give me an example of a project you worked on that required you to collaborate with a diverse group of people. How did you ensure effective communication and teamwork?

Give me an example of a time when you had to multitask or manage competing priorities. How did you stay organized and ensure that nothing fell through the cracks?

What are behavioral interview questions?

Behavioral interview questions are questions about how you’ve dealt with work situations in the past and seek to understand your character, motivations, and skills. The idea behind behavioral interview questions is that you’ll reveal how you’ll behave in the future based on your actions in the past.

Unlike traditional interview questions, a hiring manager or recruiter is looking for concrete examples of various situations you’ve been in at work. As such, the best way to prepare for any and all behavioral interview questions is to have an expansive set of stories ready for your interview.

In a behavioral interview, you probably won’t find yourself being asked about your strengths . Instead, you’ll be asked about specific problems you encountered, and you’ll have to give detailed answers about how you dealt with that problem, your thought process for coming up with your solution, and the results of implementing that solution.

Why do interviewers ask behavioral interview questions?

Hiring managers and recruiters like to ask behavioral interview questions to determine whether a candidate is a good cultural fit . They also help assess whether the behaviors you’ve exhibited in the past are what the company requires from the role you’re applying for.

That’s why you can expect more behavioral interview questions if your interviewer has a clear idea of what sort of person they want to hire for the job. For example, if they believe that time management and rapid communication are vital for success in the position you’re applying for, they’ll be on the lookout for answers that highlight these traits.

Tips for answering behavioral interview questions

When answering behavioral interview questions, you should prepare and review common behavioral interview questions and prepare stories to help you answer the questions. Here are some more tips to keep in mind when answering:

Prepare for common questions. It’s impossible to prepare for all of the most common interview questions. However behavioral questions are easier to prepare in one sense; they all fall into a handful of basic categories. For example:

Problem-solving

Dealing with clients

Conflict resolution

Decision-making

Goal-setting

Time management

Prepare stories. Now that you have a set of general types of questions, think of an impressive work-related story to go with each. These answers shouldn’t sound memorized, but it’s good to jot down bullet points for each story to make sure you’re stressing the most important elements.

Read the job description carefully. Before you go into the interview, and perhaps before you even start preparing stories beforehand, read the job description closely . Highlight action verbs in one color and adjectives in another. Then, think of ways to naturally incorporate those qualities and behaviors into your answers.

For example, if a job description emphasizes strong time management, you might change the emphasis of one of your stories to how well you planned and executed time frames, rather than the results of that project.

Be positive. Some behavioral interview questions (many, actually) will have you discuss negative situations, like conflicts or mistakes. Take accountability when appropriate (without making yourself look too bad) and never blame a former coworker or superior for a bad result.

The hiring manager might have to work with you, and even recruiters don’t want to add a team member who’s constantly throwing other people under the bus. Instead, focus on the lessons you’ve learned and the improvements you’ve made.

Tell the truth. Yes, you want to put your best foot forward in the interview, but you shouldn’t embellish or lie about your capabilities. Most hiring managers will be able to pick up on whether you’re lying or not, and even if they don’t, it will quickly become apparent once you start the job.

Quantify your stories. When you’re answering behavioral interview questions, include numbers whenever you can. For example, saying you took 85 calls a day rather than “a bunch” makes a bigger impact and gives hiring managers a better idea of what you actually did.

Behavioral interview questions FAQ

What is the difference between traditional interview questions and behavioral interview questions?

Traditional interviews are focused on the future, while behavioral interviews are focused on the past. In a traditional interview, you’re asked a series of questions where you’re expected to talk about yourself and your personal qualities. interviews in this vein tend to ask questions that are sort of psychological traps — oftentimes the facts of your answer matter less than the way you refer to and frame those facts.

Behavioral interviews are harder to game because instead of asking about how you might deal with a particular situation, they focus on situations you’ve already encountered.

What are interviewers looking for when they ask behavioral interview questions?

Interviewers are looking for you to provide examples and evidence about your skills and on-the-job behavior when they ask behavioral interview questions. This will help them get an understanding of how you will handle things in the future. Your answer should demonstrate the skills needed for the role by providing examples of how you’ve used those skills in the past.

Final thoughts

Behavioral interview questions aren’t usually isolated. That is to say, you won’t usually find yourself in “The Behavioral Interview.”

They could be sprinkled into your very first interview , or you might not hear any of them until you’ve almost got your job in the bag.

You might have an entire interview made up of just these sorts of questions. Maybe you’ll hear only one.

Either way, behavioral interview questions are less of an overwhelming strategy than they are a specific tool that a hiring manager has at their disposal.

It’s true that some hiring managers prefer them while others avoid them, but as we said, a lot of that ultimately comes down to personal philosophy. There are a lot of weaknesses to asking only behavioral questions, though, so the best hiring managers out there know to mix them in with the more straightforward, future-focused traditional interview questions.

The University of Virginia – Behavioral-Based Interview Questions

U.S. Bureau of Labor Statistics – Employment Interviewing: Seizing the Opportunity and the Job

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Ryan Morris was a writer for the Zippia Advice blog who tried to make the job process a little more entertaining for all those involved. He obtained his BA and Masters from Appalachian State University.

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• Answering Behavioral Interview Questions

How to Answer 11 Common Behavioral Interview Questions

By Status.net Editorial Team on June 16, 2023 — 17 minutes to read

• Why Employers Use Behavioral Interview Questions Part 1
• How to Use the STAR Method to Answer Behavioral Interview Questions Part 2
• Common Behavioral Interview Questions Part 3
• How to Answer 11 Common Behavioral Interview Questions Part 4
• Conflict Resolution: Best Answers Part 5
• Managing Multiple Priorities: Best Answers Part 6
• Adapting to Change: Best Answers Part 7
• Solving a Problem with Limited Resources: Best Answers Part 8
• Leadership and Teamwork Behavioral Interview Answers Part 9
• Time Management and Organization Interview Answers Part 10
• Communication Behavioral Interview Answers Part 11
• Tips: How to Answer Behavioral Interview Questions Part 12

Part 1 Why Employers Use Behavioral Interview Questions

Behavioral interview questions are designed to help employers gauge how candidates might react in certain situations based on their past behavior.

Employers use behavioral questions because they believe past behavior is an excellent predictor of future performance. By understanding how you’ve handled situations in the past, they can better determine your fit for the role and the company culture. These types of questions typically start with phrases like “Tell me about a time when…” or “Describe a situation where…”

There are also situational interview questions that usually begin with “Imagine you’re in this situation…” or “What would you do if…?” . Learn more: How to Answer 9 Common Situational Interview Questions

Skills and Qualities Assessed

Behavioral interview questions can assess various skills and qualities depending on the job requirements. Some common skills and qualities assessed through these questions include:

• Communication: Your ability to convey information clearly and concisely to others.
• Teamwork: How effectively you collaborate with team members on projects and tasks.
• Problem-solving: Your approach to identifying and addressing challenges in your work.
• Adaptability: How you handle change and adapt to new situations.
• Conflict resolution: Your ability to manage conflicts and resolve differences in a professional manner.
• Decision-making: Your process for making decisions and weighing options.
• Leadership: Your ability to motivate, guide, and inspire others.

Identifying Key Skills and Qualities

Before attending an interview, review the job description and list the required skills and qualities. Evaluate your past work experiences and decide which situations demonstrate those skills. This will allow you to systematically express why you are a suitable candidate for the position.

Part 2 How to Use the STAR Method to Answer Behavioral Interview Questions

The STAR method (Situation, Task, Action, Result) is a helpful tool for structuring your responses to behavioral interview questions. Begin by describing the situation you encountered, followed by the task you needed to accomplish. Then explain the action you took to address the situation and the result of your actions.

Question: “Can you tell me about a time when you had to overcome a difficult challenge in the workplace?”

Situation : “ Sure, I remember a time when I was working on a project for a client, and we were facing a tight deadline. One of my team members unexpectedly had to take a leave of absence, leaving us short-staffed.”

Task : “ As a result, I had to step up and take on some of their responsibilities in addition to my own.”

Action : “I immediately took stock of the situation and prioritized the tasks that needed to be completed. I also communicated with the rest of my team to ensure that everyone was aware of the changes and that we were all on the same page. I then worked long hours and weekends to ensure that we met the deadline.”

Result : “As a result of my actions, we were able to complete the project on time and to the client’s satisfaction. My team members were also appreciative of my efforts and we were able to build stronger relationships as a result.”

This answer demonstrates your ability to take initiative, prioritize tasks, communicate effectively, and work collaboratively with your team to overcome a difficult challenge in the workplace.

Crafting Your Anecdotes

Develop a series of concise, engaging anecdotes that highlight your accomplishments, skills, and experiences. Be sure to tailor your stories to the job description by focusing on situations that demonstrate the required skills. Practice these anecdotes to become more comfortable sharing them during your interview.

Remember to keep your anecdotes brief, relevant, and truthful. Use a confident, knowledgeable, neutral, and clear tone of voice as you share your experiences.

Part 3 Common Behavioral Interview Questions

By reflecting on your past experiences, you’ll be better equipped to confidently address these behavioral interview questions during an interview.

• Can you describe a time when you had to work under pressure?
• Tell me about a time you had to deal with a difficult coworker and how you handled it.
• How have you handled a tight deadline in the past?
• Can you give an example of when you had to collaborate with team members who had different opinions?
• Describe a situation where you had to make a difficult decision at work.
• How do you manage your time and prioritize tasks when working on multiple projects simultaneously?
• Can you provide an example of when you went above and beyond to deliver a project or help a client?
• Have you ever had to deliver bad news or negative feedback to a colleague? How did you approach this situation?
• Share an instance in which you had to take a calculated risk to achieve a goal.
• How do you stay organized and maintain attention to detail in your work?
• Describe a time when you had to adapt to a significant change at work.
• Can you discuss a situation where you faced an ethical dilemma and how you dealt with it?
• Tell me about a time you failed at a task or project – what did you learn from it?
• Explain how you’ve utilized your problem-solving skills in the workplace.
• Share an example of when you had to deal with competing priorities.
• How do you demonstrate leadership and motivate team members?
• Can you describe a time when you had to persuade someone to agree with your idea or decision?
• Tell me about a time when you made a mistake and had to take responsibility for it.
• How do you handle conflict resolution in a professional setting?
• Describe a situation where you had to deal with ambiguity.
• Can you discuss a time when you proactively identified a problem and implemented a solution?
• Tell me about a situation when you had to manage a project with limited resources.
• How do you go about delegating tasks to team members?
• Describe an instance where you had to learn a new skill or technology quickly to meet a deadline or goal.
• How do you handle constructive criticism?
• Share an example of when you took the initiative to improve a process or workflow at work.
• Can you describe a time when you had to use your communication skills to resolve a misunderstanding or miscommunication?
• Tell me about an instance when you had to develop a rapport with a new team member or client quickly.
• How do you manage stress and maintain a work-life balance?
• Describe a time when you worked as part of a diverse team and what you learned from that experience.

These questions aim to uncover your skills, experience, and most importantly, your ability to navigate various situations in the workplace.

Part 4 How to Answer 11 Common Behavioral Interview Questions

• Describe a time you faced a tight deadline. How did you manage your time? Your answer can highlight your ability to prioritize tasks, allocate extra time for critical projects, and utilize resources efficiently to ensure timely completion of your work.
• Describe a difficult decision you had to make in the workplace. How did you tackle it? Emphasize your ability to consult with relevant stakeholders, analyze data, and weigh the pros and cons of each option before making a well-reasoned decision.
• Describe a time when you had to adapt to a significant change at work. How did you manage it? Your answer should show your resilience and flexibility by talking about how you stayed composed during the transition, embraced the change, and sought training or resources when needed.
• Describe a moment when you had to exhibit leadership during a challenging situation. Your answer should emphasize the qualities of strong leadership: clear communication, confidence, setting and achieving goals, and inspiring your team to overcome the challenge.
• Have you ever dealt with a manager who gave unclear instructions? How did you resolve the situation? You might mention politely asking for clarification, paraphrasing their instructions to ensure understanding, and suggesting ways to improve communication in the future.
• Describe a time when you had to step out of your comfort zone at work. How did you handle it? Your response could focus on your willingness to take risks, learn from new experiences, and adapt to new situations while maintaining your commitment to your job.
• Have you ever had to work with an uncooperative coworker? How did you approach the situation? You could discuss the importance of understanding their perspectives, finding common ground, and fostering collaboration to achieve the best results for the team.
• Describe a time when you had to persuade someone to see things your way. What tactics did you employ? Mention your ability to listen, provide facts and data to support your argument, and demonstrate empathy while focusing on the benefits of your approach for all parties involved.
• Describe a time when you had to multitask. How did you manage multiple priorities? Discuss your use of time management techniques, such as creating to-do lists, setting goals, and delegating tasks when necessary, to ensure you effectively managed multiple priorities.
• Describe a time when you voluntarily took on additional responsibilities. How did you manage the extra workload? Your answer should showcase your proactive nature, time management skills, and ability to step up when needed while ensuring your primary tasks remain a high priority.
• Have you ever had to make a decision with limited information? How did you handle it? You could mention how you relied on intuition, sought input from others, and were prepared to change plans when new information became available.

Example Answers to Common Behavioral Interview Questions

Part 5 conflict resolution: best answers, “can you share an example of how you dealt with a conflict among team members”.

1. “In a previous role, I was part of a team that had a disagreement about the best approach to a project. To resolve the conflict, I scheduled a meeting with all team members to discuss their concerns and perspectives. I encouraged open and honest communication and facilitated a productive discussion. We were able to reach a compromise that everyone was happy with, and we successfully completed the project on time and within budget.”

2. “I once encountered a conflict among team members who had different ideas on how to prioritize tasks. To resolve the conflict, I scheduled a team meeting to discuss the issue and understand each team member’s perspective. I then worked with the team to develop a prioritization plan that incorporated everyone’s input. By doing so, we were able to reach a consensus and successfully complete the project on time.”

3. “In a previous role, I encountered a conflict among team members who had different work styles and were struggling to collaborate effectively. To address the issue, I scheduled a team-building exercise that focused on developing better communication and collaboration skills. Through this exercise, we were able to build stronger relationships and work more effectively as a team.”

Part 6 Managing Multiple Priorities: Best Answers

“describe a situation where you had to manage multiple priorities. how did you handle it”.

1. “In my previous role, I was responsible for managing multiple projects with competing deadlines. I prioritized my tasks based on the level of importance and urgency. I also made sure to communicate with my team and stakeholders regularly to ensure everyone was aware of the progress and any potential issues. I was able to successfully complete all projects on time and within budget.”

2. “I once had to manage multiple priorities while working on a tight deadline. To handle this situation, I created a detailed project plan that outlined all tasks and deadlines. I then delegated tasks to team members based on their strengths and availability. I also made sure to communicate regularly with my team and stakeholders to ensure everyone was aware of the progress and any potential issues. By doing so, we were able to successfully complete the project on time and within budget.”

3. “In a previous role, I was responsible for managing multiple client accounts with different needs and priorities. I made sure to prioritize tasks based on the level of importance and urgency, and I also worked closely with my team to ensure that everyone was aware of the priorities and deadlines. By staying organized and focused, we were able to successfully meet all client needs and exceed their expectations.”

Part 7 Adapting to Change: Best Answers

“tell me about a time you had to adapt to a major change in the workplace.”.

1. “In my previous role, our company underwent a major restructuring that resulted in changes to our team’s responsibilities and reporting structure. To adapt to this change, I took the initiative to learn about the new structure and my new role. I also worked closely with my team members to ensure a smooth transition. By embracing the change and being proactive, I was able to successfully adapt to the new workplace environment.”

2. “I once worked for a company that implemented a new technology platform that changed the way we worked. To adapt to this change, I took the initiative to learn about the new platform and its capabilities. I also worked closely with my team members to ensure that everyone was comfortable using the new technology. By being open-minded and proactive, I was able to successfully adapt to the new workplace environment.”

3. “In a previous role, I worked for a company that underwent a major shift in its business strategy. To adapt to this change, I took the initiative to learn about the new strategy and how it impacted my role. I was able to successfully adapt to the new workplace environment and contribute to the company’s success.”

Part 8 Solving a Problem with Limited Resources: Best Answers

“share your experience in solving a problem with limited resources.”.

1. “In a previous role, I was tasked with managing a project with limited resources. I identified the critical tasks and prioritized them based on their importance. I also looked for creative solutions to reduce costs and increase efficiency, such as leveraging open-source software and outsourcing non-essential tasks. By being resourceful and strategic, I was able to successfully complete the project within budget and on time.”

2. “I once encountered a problem with limited resources while working on a marketing campaign. To solve this problem, I focused on the most impactful marketing channels and optimized them for maximum results. I also looked for ways to leverage existing content and repurpose it for different channels. I was able to successfully execute the campaign and exceed the client’s expectations.”

3. “In a previous role, I was responsible for managing a team with limited resources. To solve this problem, I first assessed the team’s strengths and identified areas for improvement. I then developed a training and development plan that focused on building the team’s skills and empowering them to take on more responsibilities. I also looked for ways to streamline processes and eliminate inefficiencies. We were able to successfully meet our goals.”

Part 9 Leadership and Teamwork Behavioral Interview Answers

Question: Describe a time when you had to lead a team to achieve a goal. How did you motivate and guide them? Answer : In my previous role as a project manager, I led a team of five to complete a critical deadline within three weeks. To motivate and guide the team, I held daily check-ins, ensured open communication, and celebrated small milestones.

Question: Can you share an example of how you demonstrated leadership skills when working with a group? Answer : During a team-building activity, I noticed that our group lacked direction. I stepped up to coordinate tasks and assigned roles to each member based on their strengths, ultimately leading to a successful completion of the assignment.

Part 10 Time Management and Organization Answers

Question: How do you prioritize tasks when faced with multiple urgent assignments? Answer : I create a list of tasks, then rank each item based on importance, deadline, and effort. I tackle the high-priority assignments first, and also break them down into smaller tasks to make the workload manageable.

Question: Describe a situation where you had to juggle multiple responsibilities effectively. How did you handle it? Answer : As a marketing coordinator, I was responsible for managing an event, creating social media content, and designing a newsletter at the same time. I used a project management tool to plan my tasks, set deadlines, and track progress. By staying organized and maintaining open communication with stakeholders, I efficiently completed all responsibilities.

Part 11 Communication Behavioral Interview Answers

Question: Describe a time when you resolved a conflict between team members. What was your approach? Answer : Two team members had a disagreement about project execution, leading to tension and delays. I facilitated a meeting for open discussion, allowing each party to express their concerns. After understanding both perspectives, I helped them reach a compromise that satisfied both and allowed the project to move forward.

Question: Can you share an example of how you improved communication within a team or with external stakeholders? Answer : As a project lead, I noticed that emails between team members had created confusion and misinterpretation. I proposed implementing a communication platform for real-time collaboration, leading to improved communication and reduced response time among the team.

Part 12 Tips: How to Answer Behavioral Interview Questions

Sharing your success stories.

When answering behavioral interview questions, start by sharing your success stories. Think of situations where you demonstrated initiative, made an impact, or solved a problem under pressure. Use the STAR method (Situation, Task, Action, and Result) to structure your response: briefly describe the situation, what your responsibility was, the actions you took, and the positive results that followed. Be concise and focus on the specific actions that demonstrate your abilities.

Demonstrating Soft and Technical Skills

It’s essential to showcase both your soft and technical skills during behavioral interviews. To do this, include examples that highlight your communication, teamwork, leadership, and time management abilities, as well as your expertise in your field. Use specific anecdotes to show how you’ve applied these skills in real-life situations, and be prepared to explain how they have contributed to your success.

Discussing Conflicts and Failures

Not every behavioral interview question will focus on your successes. Some questions may ask about conflicts or failures you’ve experienced. It’s important to be honest and show how you’ve grown from these moments. Describe the situation, your role in it, and the steps you took to address the issue. Highlight the lessons you’ve learned and how you’ve applied them to improve in your role. Remember, it’s okay to discuss setbacks as long as you demonstrate a growth mindset and your ability to adapt.

Frequently Asked Questions

How can i prepare for a behavioral competency-based interview.

To prepare for a behavioral competency-based interview, review the job description and identify the key competencies required for the role. Next, think of specific examples from your past experiences that demonstrate your ability to showcase these competencies. Practice using the STAR method to structure your answers and remember to be specific, concise, and honest.

What techniques can be used in preparation of behavioral interview questions?

Some techniques to prepare for behavioral interview questions are:

• Identify key competencies for the job role.
• Reflect on your past experiences and identify relevant examples.
• Structure your answers using the STAR method.
• Practice your responses out loud and with a friend or family member.
• Anticipate follow-up questions and prepare your responses accordingly.

Can you provide some examples of behavioral interview questions for freshers?

For freshers, interviewers may focus on questions related to teamwork, adaptability, or problem-solving, such as:

• Tell us about a group project you worked on during your studies.
• Describe a challenging situation you faced in college and how you overcame it.
• Explain how you have adapted to a new environment or situation.

What are some common behavioral questions for managerial positions?

Common behavioral questions for managerial positions can include:

• Describe a time when you had to deal with a conflict within your team.
• How have you successfully managed a large project or team in the past?
• Explain how you have motivated your team or an individual employee to achieve their goals.
• Tell us about a time when you had to make a difficult decision and its impact.

Preparation is key when it comes to tackling behavioral interview questions. To ensure you’re adequately equipped for the interview, familiarize yourself with some of the most common questions of this type, and take the time to reflect on your own experiences and how they relate to the position you’re applying for.

Related: How to Answer 9 Common Situational Interview Questions

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Problem solving behavioral interview questions

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Case questions  |  Behavioral questions  |  Sample questions

Problem solving is a key set of skills tested in behavioral interviews. And most companies will test this in both behavioral *and* case interviews.

Cases interviews evaluate specific problem solving attributes:  logic, focus, rigor, process .

Behavioral problem solving questions evaluate another:  intuition, proactiveness, scrappiness, impact-oriented .

Intellectual & creative problem solving: Why both?

Problem scenarios that require intellect and technical skill are a critical aspect of the types of jobs you are likely applying for. That’s why case studies are incorporated into the hiring process. It’s a sure-fire way to test technical ability and skill in addition to how well someone may talk about a skill – i.e., “Can this candidate walk the talk in the way that we need them to?”

However, case-study-style problems do not represent the full reality of what it takes to excel in a role and add unique value to the company (which is what top companies want from their hires). There are problem-solving opportunities that occur in between assignments that can really move the needle for a team, a product line, and a business!

This duality in problem solving exists across Consulting, Product Management, Product Marketing, and Strategy & BizOps…among other fields and roles too.

Let’s dive in.

Problem solving through a case question

Not every role type will have case studies as part of the interview process, but most of the roles that we cater to in the RocketBlocks modules will.

Example case interview question #1:  How would you improve the experience at Instagram for Content Creators?

As an open-ended case question, this one does not have a singular correct answer. What the interviewer looks for here is how well you would structure an approach to solving this problem well.

Let’s look at how a good response to this can exemplify each of the following attributes of an intellectual problem-solver:

By bringing these qualities to life through your case response, the more likely the interviewers will believe that you have what it takes to do the role exceptionally well.

Problem solving in behavioral interviews

Case interviews do not illuminate the problem-solving scenarios that show up more organically, in between discrete assignments and “business as usual”. Creative problem-solving is how you proactively bring an energy to the table that catalyzes positive change around you.

As you’ve probably figured out by now, these behavioral modules (i.e., Leadership, Collaboration, and Problem-solving) are not mutually exclusive. For example, being a great creative problem solver is oftentimes an attribute of a great leader. The “in-between” problem-solving is really what separates candidates from the pack. These moments can exist in so many different ways – both inside of a job in your professional life and outside of a job in your personal life. Both are fair game in answering behavioral interview questions, unless the interviewer is specifying on-the-job moments. Even in that instance, if your strongest example of exceptional instinct and impact was how you managed a family situation, you could run with that in an interview and be crafty in how you tie that back to how you approach things in your work.

Most likely, you have some great examples in the arsenal, even if you aren’t fully aware of it yet. Check out some examples of behavioral questions below and the response notes in the table to get the juices flowing.

Examples of problem solving behavioral questions:

Example question #1:  tell me about a time you convinced leadership to take action on a specific problem that you identified in the organization., example question #2:  tell me about a time you had to lead a project you knew very little about., example question #3:  tell me about a time when you found a particularly innovative solution to a problem that your team or company was facing., example question #4:  give an example of a project you worked on where the scope changed significantly. how did you handle it.

Let’s look at how responses to these types of questions bring out the attributes of a creative problem-solver:

All of the attributes I highlighted within both intellectual and creative problem solving are a general guide. Thinking in this direction should help you bring out the best in your problem solving skills, and you may discover that you have unique attributes that have led to success in the past that aren’t mentioned here: make them shine! While intellectual problem solving is likely more tightly defined by the role and responsibilities, there are many ways you can exemplify creative problem solving, which is what makes these behavioral questions fun!

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Top 20 Behavioral Interview Questions and Answers

Navigating the Interview Maze: Mastering Behavioral Interview Questions

In the ever-evolving landscape of career progression, interviews stand as pivotal gateways to coveted opportunities. Beyond the typical questions that gauge your technical prowess , behavioral interview questions delve into the realms of your past experiences, actions, and problem-solving approaches. Being prepared for these queries is paramount, ensuring you can showcase your skills and aptitude effectively.

Unraveling the Layers: Understanding Behavioral Interview Questions

Behavioral interview questions aim to unravel the layers of your professional history, offering insights into how you handle challenges, work in a team, and overcome obstacles. These questions often start with phrases like “Tell me about a time when…” or “Give me an example of…” They prompt you to draw from real-life situations, providing concrete evidence of your skills and competencies.

Common Behavioral Interview Questions

• Addressing workplace challenges requires a strategic approach. Start by outlining the specific scenario, highlighting the challenges involved, and then delve into the steps you took to navigate through them.
• Time management is a crucial skill in any professional setting. Narrate a situation where you were faced with a tight deadline, emphasizing your organizational skills, prioritization, and ability to deliver under pressure.
• Teamwork is often a key competency employers seek. Share a project experience, focusing on your role within the team, communication strategies, and how you contributed to the overall success.
• Change is inevitable, and adaptability is a prized skill. Discuss a scenario where you encountered a major shift, detailing how you embraced change, remained flexible, and contributed positively to the transition.
• Conflict resolution showcases your interpersonal skills. Narrate a conflict situation, outlining the steps you took to address the issue, mediate between parties, and foster a harmonious team environment.

Analyzing the Patterns: Identifying Common Themes

While behavioral interview questions span a spectrum of scenarios, certain themes often emerge. These recurrent patterns can guide your preparation, ensuring you’re equipped to tackle behavioral interview questions from various angles.

• Many behavioral questions aim to assess your problem-solving abilities. Highlight situations where you identified an issue, devised a solution, and executed it successfully.
• Leadership and teamwork are frequently evaluated. Showcase instances where you led a team, collaborated seamlessly, or played a pivotal role in achieving collective goals.
• Demonstrating adaptability in the face of challenges is highly valued. Share stories where you navigated through change, showing resilience and a proactive approach.
• Effective communication is a cornerstone of professional success. Narrate experiences where your communication skills played a pivotal role in achieving objectives or resolving conflicts.

Tactics for Success: How to Ace Behavioral Interview Questions

Now that we’ve unraveled the essence of behavioral interview questions, let’s delve into tactics that can elevate your responses, leaving a lasting impression on your interviewers.

Stay Structured in Your Responses

Maintaining a clear and concise structure in your answers is crucial. Adopt the STAR method :

• Situation: Set the stage by describing the context of the situation.
• Task: Outline the specific task or challenge you were faced with.
• Action: Detail the actions you took to address the situation.
• Result: Conclude with the outcomes of your actions and the impact on the overall scenario.

By adhering to this structure, you provide a comprehensive and organized response, ensuring the interviewer grasps the full scope of your capabilities.

Showcase Your Impact

Quantify your achievements where possible. Instead of merely stating what you did, highlight the tangible results of your actions. For instance:

• “Implemented a new project management system, resulting in a 20% increase in team productivity.”

Quantifying your impact adds credibility to your narrative and reinforces your contributions.

Tailor Responses to the Job Description

Customizing your responses to align with the specific requirements of the job is a strategic move. Analyze the job description, pinpoint key competencies, and craft your answers to showcase how your experiences directly align with what the employer is seeking.

Embrace Diversity in Examples

Draw from a diverse range of examples to showcase the breadth of your experiences. Whether it’s a challenging project, a collaborative team effort, or a conflict resolution scenario, diversity in examples demonstrates your versatility and adaptability.

The Road to Mastery: Overcoming Common Pitfalls

While mastering behavioral interview questions, be mindful of common pitfalls that can hinder your success.

• Avoid vague responses. Provide specific details, ensuring your examples are vivid and showcase your active involvement.
• Don’t overlook the results of your actions. Clearly articulate the outcomes, emphasizing the positive impact of your contributions.
• While teamwork is crucial, ensure you highlight your individual contributions within the team context. Balance “we” and “I” in your responses.
• Stay focused and concise. Rambling responses can dilute the impact of your examples. Practice articulating your experiences within a reasonable time frame.

Real-World Application: Examples to Navigate Behavioral Questions

Let’s delve into real-world examples that mirror common workplace scenarios. By examining these examples, you can glean insights into effective ways to respond to behavioral interview questions.

Example 1: Leading Through Adversity

Question: Describe a challenging situation you faced at work and how you handled it.

Example Response:

“In my previous role as project manager, we encountered a sudden budget cut midway through a critical project. The team was demoralized, and timelines were at risk. In this challenging situation, I took a two-fold approach. First, I initiated transparent communication sessions with the team, addressing the budget constraints and soliciting their input. This not only kept everyone informed but also fostered a sense of collective problem-solving.

Simultaneously, I revisited the project plan, identifying areas where cost-saving measures could be implemented without compromising quality. Through meticulous negotiation with vendors and prioritizing essential project components, we managed to navigate the budget constraints without sacrificing project integrity. The result was not only meeting the original deadlines but also achieving a 10% cost reduction, showcasing my ability to lead through adversity.”

Example 2: Collaborative Triumph

Question: Give an example of a project where you worked collaboratively with a team.

“In a cross-functional project at my previous company, I was tasked with leading a team comprising members from marketing, sales, and product development. The goal was to launch a new product line within a tight timeframe. To ensure seamless collaboration, I initiated a series of collaborative workshops where each team could share their insights and align their goals.

I emphasized open communication channels through regular team meetings and utilized project management tools to streamline our workflow. By leveraging the unique strengths of each team member, we not only met the aggressive launch deadline but also exceeded sales projections by 15%. This experience highlights my ability to foster collaboration and drive successful outcomes in a team setting.”

Elevating Your Preparation: Advanced Strategies for Success

As you ascend the ladder of interview preparedness, consider these advanced strategies to further enhance your responses and leave an indelible mark on your interviewers.

Incorporate the CAR Method for Impactful Results

While the STAR method provides a solid foundation, incorporating the CAR method adds an extra layer of depth to your responses:

• Challenge: Clearly define the challenge or problem you faced.
• Action: Describe the specific actions you took to address the challenge.
• Result: Articulate the outcomes of your actions and the impact on the overall situation.

This nuanced approach allows you to intricately weave the narrative of your experiences, providing a comprehensive understanding of your problem-solving capabilities.

Leverage the “Storytelling” Element

Transform your responses into compelling stories. Humanizing your experiences through storytelling captivates the interviewer’s attention and makes your examples more memorable. Craft narratives that engage, using descriptive language to paint a vivid picture of your journey through challenges and triumphs.

Conduct Mock Interviews for Precision

Precision in your responses is key. Conducting mock interviews with a trusted friend or career advisor can help you refine your answers, receive constructive feedback, and identify areas for improvement. Practice scenarios that align with the job you’re interviewing for, ensuring you’re well-prepared for any curveball questions.

Develop a Repertoire of Diverse Examples

Anticipate a spectrum of behavioral questions by developing a repertoire of diverse examples. From leadership and teamwork to conflict resolution and adaptability, having a well-rounded collection of experiences allows you to seamlessly tailor your responses to the specific nuances of each question.

Conclusion: Mastering the Art of Behavioral Interviews

In the intricate dance of job interviews, mastering behavioral questions elevates your candidacy to new heights. By unraveling the layers of your professional journey through structured, impactful responses, you showcase not just what you’ve done, but the depth of your skills and the tangible impact of your contributions.

As you embark on your interview journey, remember that each question is an opportunity to weave a narrative of success. Through strategic preparation, thoughtful responses, and a nuanced understanding of the intricacies of behavioral interviews, you pave the way for a compelling and memorable interaction with your potential employers.

Navigate the interview maze with confidence, armed with a wealth of experiences and the ability to articulate your unique value proposition. Your journey to professional triumph begins with mastering the art of behavioral interviews—one question at a time.

Q1: What are behavioral interview questions, and why are they important?

A1: Behavioral interview questions delve into your past experiences, actions, and problem-solving approaches. They are crucial in assessing your skills, competencies, and suitability for a specific role by examining how you handled various situations in your professional history.

Q2: How can I prepare for behavioral interview questions?

A2: Prepare for behavioral interview questions by understanding the STAR method (Situation, Task, Action, Result), showcasing your impact through quantifiable achievements, tailoring responses to the job description, and incorporating diverse examples that highlight your versatility.

Q3: What are common themes in behavioral interview questions?

A3: Common themes include problem-solving prowess, leadership and teamwork, adaptability and resilience, and communication skills. Recognizing these patterns can guide your preparation and help you craft well-rounded responses.

Q4: What are some tactics for success in answering behavioral interview questions?

A4: Stay structured in your responses using the STAR method, showcase your impact by quantifying achievements, tailor responses to the job description, and embrace diversity in examples to demonstrate versatility.

Q5: What are common pitfalls to avoid when answering behavioral interview questions?

A5: Common pitfalls include vagueness in responses, neglecting to highlight results, overemphasis on “we” instead of “I,” and rambling. Be mindful of these pitfalls to ensure concise and impactful answers.

Q6: Can you provide examples of real-world scenarios to navigate behavioral questions?

A6: Certainly! Examples include leading through adversity by addressing sudden budget cuts, and collaborative triumphs in cross-functional projects. These examples showcase problem-solving, leadership, and teamwork skills.

Q7: What are advanced strategies for success in behavioral interviews?

A7: Advanced strategies include incorporating the CAR method (Challenge, Action, Result) for depth, leveraging storytelling elements to make responses compelling, conducting mock interviews for precision, and developing a repertoire of diverse examples.

Q8: How long should my responses be to behavioral interview questions?

A8: Aim for concise yet comprehensive responses. The STAR or CAR method provides a structured approach. Practice articulating your experiences within a reasonable time frame during mock interviews.

Q9: How can I humanize my responses in behavioral interviews?

A9: Humanize responses by incorporating storytelling elements. Craft narratives that engage, using descriptive language to paint a vivid picture of your journey through challenges and triumphs.

Q10: Why are behavioral interviews important in the job search process?

A10: Behavioral interviews provide a holistic view of your capabilities by assessing your past actions and experiences. They offer employers tangible evidence of your skills, making them a crucial component of the job search process.

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Behavioral Interviews Guide

•      I. Introduction
•      II. Common questions
• Question types
•      I. Leadership
•      II. Collaboration
•      III. Problem solving
•      IV. Culture fit
•      I. Story selection
•      II. STAR method
•      III. Advanced tips
• Final advice
•      I. Positive attitude
•      II. Playing offense
•      II. Day of prep

Problem solving behavioral interview questions

, Director at Gingko Bioworks, ex-BCG Published: February 23, 2022 Case questions | Behavioral questions | Sample questions Problem solving is a key set of skills tested in behavioral interviews. And most companies will test this in both behavioral *and* case interviews. Cases interviews evaluate specific problem solving attributes: logic, focus, rigor, process . Behavioral problem solving questions evaluate another: intuition, proactiveness, scrappyness, impact-oriented . Both cohorts of qualities I listed above are valued in candidates and this is why there are two ways to test: Case questions -> testing the more intellectual attributes Behavioral questions -> testing the the creative problem solving attributes Intellectual & creative problem solving: Why both? Problem scenarios that require intellect and technical skill are a critical aspect of the types of jobs you are likely applying for. That’s why case studies are incorporated into the hiring process. It’s a sure-fire way to test technical ability and skill in addition to how well someone may talk about a skill - i.e., “Can this candidate walk the talk in the way that we need them to?” However, case-study-style problems do not represent the full reality of what it takes to excel in a role and add unique value to the company (which is what top companies want from their hires). There are problem-solving opportunities that occur in between assignments that can really move the needle for a team, a product line, and a business! This duality in problem solving exists across Consulting, Product Management, Product Marketing, and Strategy & BizOps…among other fields and roles too. Let’s dive in. Problem solving through a case question (Top) Not every role type will have case studies as part of the interview process, but most of the roles that we cater to in the RocketBlocks modules will. Example case interview question #1: How would you improve the experience at Instagram for Content Creators? As an open-ended case question, this one does not have a singular correct answer. What the interviewer looks for here is how well you would structure an approach to solving this problem well. Let’s look at how a good response to this can exemplify each of the following attributes of an intellectual problem-solver: By bringing these qualities to life through your case response, the more likely the interviewers will believe that you have what it takes to do the role exceptionally well. Problem solving in behavioral interviews (Top) Case interviews do not illuminate the problem-solving scenarios that show up more organically, in between discrete assignments and “business as usual”. Creative problem-solving is how you proactively bring an energy to the table that catalyzes positive change around you. As you’ve probably figured out by now, these behavioral modules (i.e., Leadership, Collaboration, and Problem-solving) are not mutually exclusive. For example, being a great creative problem solver is oftentimes an attribute of a great leader. The “in-between” problem-solving is really what separates candidates from the pack. These moments can exist in so many different ways - both inside of a job in your professional life and outside of a job in your personal life. Both are fair game in answering behavioral interview questions, unless the interviewer is specifying on-the-job moments. Even in that instance, if your strongest example of exceptional instinct and impact was how you managed a family situation, you could run with that in an interview and be crafty in how you tie that back to how you approach things in your work. Most likely, you have some great examples in the arsenal, even if you aren’t fully aware of it yet. Check out some examples of behavioral questions below and the response notes in the table to get the juices flowing. Examples of problem solving behavioral questions: (Top) Example question #1: tell me about a time you convinced leadership to take action on a specific problem that you identified in the organization., example question #2: tell me about a time you had to lead a project you knew very little about., example question #3: tell me about a time when you found a particularly innovative solution to a problem that your team or company was facing., example question #4: give an example of a project you worked on where the scope changed significantly. how did you handle it. Let’s look at how responses to these types of questions bring out the attributes of a creative problem-solver: All of the attributes I highlighted within both intellectual and creative problem solving are a general guide. Thinking in this direction should help you bring out the best in your problem solving skills, and you may discover that you have unique attributes that have led to success in the past that aren’t mentioned here: make them shine! While intellectual problem solving is likely more tightly defined by the role and responsibilities, there are many ways you can exemplify creative problem solving, which is what makes these behavioral questions fun! P.S. Preparing for behavioral interviews? Get sample interview questions & example answers from PMs and consultants at Bain, Microsoft, BCG & more. Plus, guidance on how to structure your answers! Launch your career. For schools Expert program Testimonials Free resources Behavioral guide Consulting guide Product management guide Product marketing guide Strategy & BizOps guide Consulting case book Interview prep Product management Product marketing Strategy & Biz Ops Resume advice Part I: Master resume Part II: Customization Focus: PM resumes Focus: Consulting resumes Focus: BizOps resumes Resume Writing Resume Examples Cover Letter Remote Work Famous Resumes Try Kickresume 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. Table of Contents 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. Interview didn't go as planned? Maybe it's time to upgrade your resume. Improve your resume with AI in a few clicks. 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. Related Posts Reason for leaving a job: how to answer the dreaded interview question, not sending a thank you email after a job interview oh my god, why not (+email template), share this article, join our newsletter. Every month, we’ll send you resume advice, job search tips, career hacks and more in pithy, bite-sized chunks. Sounds good? 277 IMAGES 50 Example Behavioral Interview Questions (and How to Write Your Own) Problem Solving Chapter 9 using problem solving to resolve behavior problems 10+ Behaviour Questionnaire Templates in PDF 19 Printable Behavior Worksheets For Teens 35+ Common Behavioral Interview Questions and Answers COMMENTS Behavioral Interview Questions About Problem Solving 9. Tell us about a time when you identified a potential problem and resolved the situation before it became a serious issue. Sample answer to show you can identify problems and solve them. 10. Give a specific example of a time when you used good judgment and logic in solving a problem. Sample to show how you use logic to solve work problems. Problem-Solving Interview Questions: How-to + Examples Behavioral questions about problem-solving. Behavioral questions ask for specific situations from your past in which you displayed a certain behavior. Based on it, recruiters hope to predict how you'll perform in the future. Tell me about a time when your team faced a problem and you helped to find a solution. Top 20 Problem Solving Interview Questions (Example Answers Included) MIKE'S TIP: When you're answering this question, quantify the details. This gives your answer critical context and scale, showcasing the degree of challenge and strength of the accomplishment. That way, your answer is powerful, compelling, and, above all, thorough. 2. Describe a time where you made a mistake. 8 Common Problem-Solving Interview Questions and Answers 2. Tell me about a time when you faced an unexpected challenge at work. Tip: For this question, you'll want to choose a specific example from your work history to demonstrate your ability to be flexible while solving problems. To stay focused, you can use the STAR method to answer this question. 25 Important Behavioral Interview Questions (and Example Answers) Assess problem-solving and decision-making skills: Behavioral questions help gauge a candidate's ability to think critically, make sound decisions, and solve problems. These skills are crucial in many job roles, and responses to these types of questions can provide insight into a candidate's thought process and approach to various challenges. 50+ Common Behavioral Interview Questions and Answers (Updated 2024) Strong problem-solving skills are crucial for roles that involve strategizing, troubleshooting, process improvements, and driving innovation. Common Behavioral Interview Questions on Problem-Solving. 1. Describe a complex problem you faced in a previous role. 40+ Behavioral Interview Questions (Tips + Sample Answers) Behavioral questions about problem-solving and decision-making. Describe a situation where you had to make a tough decision with limited information. Tell me about a time when you solved a complex problem at work. Can you share an instance where your initial solution to a problem didn't work, and what did you do? ... 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. 10 Proven Problem-solving Interview Questions [+Answers] Problem-solving interview questions show how candidates: Approach complex issues. Analyze data to understand the root of the problem. Perform under stressful and unexpected situations. React when their beliefs are challenged. Identify candidates who are results-oriented with interview questions that assess problem-solving skills. Look for ... Problem-Solving Interview Questions & Answers A job interview is a great moment for interviewers to evaluate how candidates approach challenging work situations.They do this by asking problem-solving questions. These types of questions are commonly asked during interviews since problem-solving skills are essential in most jobs. In any workplace, there are challenges, and when hiring new personnel, hiring managers look for candidates who ... 51 Behavioral Interview Questions & Answers To Master 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. ... Give an example of when you took full responsibility for solving a problem only to find out that you ... 10 Behavioral Interview Questions (With Sample Answers) Behavioral interviews help employers determine your skills and qualities, such as problem-solving, customer service, critical thinking and communication. You can structure your answers to these questions using the STAR technique , which includes the following components: How to Ask Problem Solving Interview Questions The three main categories of interview questions that will help you assess problem-solving skills include: 1. Behavioral Interview Questions. Great problem solving interview questions focus on behavior, revealing how candidates have handled stress or adversity in the past and highlighting their temperament. Understanding the candidate's 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 ... Prove Your Problem-Solving Skills: Behavioral Interview Questions Tip: Focus on how you managed stress and prioritized tasks effectively in a time-sensitive situation. 2. Decision Making. Give an example of a tough decision you had to make. Tip: Discuss the process you followed and your critical thinking skills rather than just the result. 3. Adaptability. The 13 Most Common Behavioral Interview Questions + How to Answer Them Problem-solving skills are a set of particular skills to use in difficult, unexpected, or complicated matters that arise in the workplace. 4. Tell me about a time you made a mistake at work and how you moved forward from it. The key here is to focus on how you moved forward from the mistake, not the mistake itself. 25 examples of behavioral interview questions and how to ... Behavioral questions about decision making and problem-solving Q1: Describe a situation in which you used good judgment and logic to solve a problem. Q2: Give me an example of a time when you had ... How To Answer Behavioral Interview Questions (With Examples) Behavioral interview questions ask for examples of how you dealt with situations at work in the past so that hiring managers can get a better idea of how you might respond to similar situations in the future. Behavioral interview questions often cover topics such as problem-solving, teamwork, and decision-making, among others. How to Answer 11 Common Behavioral Interview Questions Communication: Your ability to convey information clearly and concisely to others. Teamwork: How effectively you collaborate with team members on projects and tasks. Problem-solving: Your approach to identifying and addressing challenges in your work. Adaptability: How you handle change and adapt to new situations. Problem solving behavioral interview questions Problem solving is a key set of skills tested in behavioral interviews. And most companies will test this in both behavioral *and* case interviews. Cases interviews evaluate specific problem solving attributes: logic, focus, rigor, process. Behavioral problem solving questions evaluate another: intuition, proactiveness, scrappiness, impact ... Top 20 Behavioral Interview Questions and Answers Problem-solving prowess: Many behavioral questions aim to assess your problem-solving abilities. Highlight situations where you identified an issue, devised a solution, and executed it successfully. Leadership and teamwork: Leadership and teamwork are frequently evaluated. Showcase instances where you led a team, collaborated seamlessly, or ... Problem solving behavioral interview questions Problem solving is a key set of skills tested in behavioral interviews. And most companies will test this in both behavioral *and* case interviews. Cases interviews evaluate specific problem solving attributes: logic, focus, rigor, process. Behavioral problem solving questions evaluate another: intuition, proactiveness, scrappyness, impact ... Behavioral Interview Questions: These Are 40 Most Common Ones 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. assignment essay homework phd report resume review speech thesis