What is a Behavioral Interview? A behavioral interview is a job interview technique focused on the principle that past behavior predicts future performance. Candidates are asked to provide specific, real-life examples of how they handled past work situations, rather than hypothetical “what would you do” scenarios. It assesses skills like conflict resolution, leadership, and problem-solving.
Behavioral questions are also a good tool for employers to uncover:
- The true impact you made in previous positions held
- The extent of skills/experiences listed on your resume
How can I prepare?
1) Know what matters most to them. Behavioral questions aren’t about the perfect story — they’re about whether you can:
- Work with people, communicate & take initiative
- Handle conflict/take feedback/solve problems
- Prioritize under pressure/make respectable decisions
2) Try using the STAR method as a guide. Only use this method if you can incorporate it organically. If it sounds robotic or rehearsed, it can come off as disingenuous.
(S)ituation – what was going on
(T)ask – what you were responsible for
(A)ction – what you did (the main part)
(R)esult – what happened (ideally measurable)
TESA Advice: Focus on the “A-C-T…I-O-N” The employer is evaluating the action you took, focus your attention and time explaining the action you took that created a positive outcome.. The situation and task should be a succinct statement, acting as a setup to explain the action and the result.
3) Build a “story bank” (this is the secret weapon)
Create several stories based on the most common and most likely questions for your interview.
- A time you solved a hard problem, A conflict with a coworker/client, A mistake you made + what you learned
- A time you led something (even informally), A time you dealt with pressure or a tight deadline
- A time you persuaded someone, A time you handled ambiguity, A time you improved something
- A time you had to learn something quickly, A time you handled rejection, How did you meet your sales (or other relevant) goals?
- Why do you want this role / company?
5) Confidence is key
A few easy upgrades:
- Use “I”, not “we”” Make sure you answer the question they are asking. If they ask about your specific contribution, don’t tell them what the team did. Tell them what you did to make an impact.
- Add numbers when you can: “Reduced turnaround time by 30%” “Completed 12 client visits per week vs a quota of 10 visits.” “Increased conversion by 12%”
- Show judgment: Employers love hearing how you think, not just what you did.
6) Practice out loud, yes, this helps exponentially
Reading your answers in your head DOES NOT mean interview-ready.
Conduct a couple of full mock interviews out loud, if working with a Recruiter, ask them to do a mock interview over video or in-person.
Remember to ask strong, goal-oriented questions closing questions. Here is a comprehensive article which provides 70 examples of smart questions, courtesy of The Muse