Behavioral-Based Interview Questions

What Are Behavioral-Based Interview Questions?

Behavioral-based interview questions are used to learn how a job candidate has handled specific professional situations in the past. As opposed to yes/no questions, behavioral-based questions help an employer gauge if the candidate has the skills required for the job.

What Are Some Example Behavioral Interview Questions?

Examples include:

Are Behavioral Interview Questions Effective?

Yes, behavioral interview questions can be effective when asked correctly. It’s important to ask open-ended questions as opposed to leading questions so that candidates are more likely to give genuine responses. Candidates’ answers can help employers evaluate skills such as leadership, decision-making abilities, emotional maturity, and stress management.

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What Considerations Go Into Behavioral Interview Questions?

When answering behavioral questions, candidates are encouraged to follow the STAR method:

When preparing interview questions, hiring managers should also consider the STAR method to build questions that align with a scorecard of their top priorities for the role.

How Should You Use Behavioral Interview Questions?

To make the most of behavioral interview questions:

Why Are Behavioral Interview Questions Important?

Behavioral interview questions don’t just show the results of candidates’ actions—they allow candidates to share how and why they made certain decisions. Their motivations and rationale can help interviewers get a sense of how well the candidate aligns with the company’s values and culture.

Moreover, it’s rare for candidates to tick every box on an employer’s wishlist. Learning more about them through thoughtful questions makes it easier to see beyond their resume and recognize quality talent. By broadening the definition of a good fit beyond black-and-white attributes, hiring managers can recognize potential in a more diverse group of people.

What Are the Benefits of Behavioral Interview Questions?

When carefully crafted, behavioral interview questions can help hiring managers:

Are There Any Potential Pitfalls of Behavioral Interview Questions?

In short, yes. The bright side is being aware of potential downsides can help interviewers thoughtfully prepare questions that will make the interview pleasant for both parties.

For example, many common behavioral questions focus on negative situations (e.g., how a candidate dealt with an angry customer or regrets from previous jobs). These types of questions provide useful insights, but only concentrating on negative instances can make them uncomfortable. Be sure to strike a balance by giving them the chance to share positive examples as well.

Also, it’s key for interviewers to remember that past behavior cannot always accurately predict the future. Passing on qualified candidates for not having perfect answers could lead to roles being unfilled indefinitely, impacting productivity. Different jobs may require different approaches, so be sure to evaluate each candidate holistically.

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