Behavioral Interview
A behavioral interview is an interview in which candidates are asked to describe how they actually behaved in specific past situations, on the principle that past behaviour is the best guide to future performance.
Definition
In a behavioral interview, the questions are not “what would you do?” but “tell me about a time when…”. The candidate describes a real situation, what they did and what happened. The interviewer asks follow-up questions to get details, such as who was involved, what the candidate personally decided and what they would do differently.
Typical questions explore teamwork, conflict, pressure, mistakes, initiative or adapting to change. Answers are usually structured with the STAR method (situation, task, action, result) and assessed against criteria written beforehand. Used in a structured format, with the same questions for all candidates and a scoring guide, it gives more comparable results than a free conversation.
The strength of this format is that it asks for evidence instead of intentions. Its limits are real: candidates with little experience may not have examples, and good storytellers can sound more convincing than they are. Listen for specifics and for personal responsibility, and do not read too much into style. Fair questions focus on work-related behaviour, never on private life.
Key points
- Questions start with “tell me about a time when…” and ask for real past situations.
- Follow-up questions go from the story to what the candidate personally did.
- Answers are easier to compare with the STAR method and a scoring guide.
- Use the same questions for every candidate to keep the evaluation fair.
- Offer alternatives, such as examples from studies or volunteering, to candidates with little experience.
Example
An interviewer hiring a team leader asks: “Tell me about a time when two people on your team disagreed on how to do a task. What did you do?” The candidate explains the situation, how they listened to both sides and what was decided. The interviewer follows up: “What was the outcome a month later?” and scores the answer on conflict handling.
Frequently asked questions
Why do behavioral interviews focus on the past?
Because how someone acted in real situations is more reliable than what they say they would do. Past examples give concrete evidence of skills such as organisation, teamwork or handling pressure.
What is the difference between a behavioral and a situational interview?
A behavioral interview asks about situations the candidate has actually lived. A situational interview presents a hypothetical situation and asks how they would handle it. Both can be used together.
How should a candidate answer behavioral questions?
With a real example, structured with the STAR method: the situation, their task, the actions they personally took and the result. It helps to prepare several examples from different areas before the interview.
Related terms
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