A behavioral interview is a conversation between a job candidate and an employer that focuses on past job-specific situations. Asking questions about previous behavior can help illuminate a candidate’s skills and predict how they might perform in your open role. This article provides free sample behavioral interview questions and answers by topic, guiding you on what to look for in an applicant’s answers.
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1. Teamwork
Teamwork questions are asked to gauge how well the applicant works with others and will fit into the existing team and company culture. Depending on the role, the importance of teamwork in a specific job can vary.
Poor answers show that the applicant does not try to work with others or resolve conflict diplomatically. Good answers show that the applicant has experience working in a group setting and would work well with your existing team members, as a leader or a collaborator. They also indicate that the candidate can work through conflict constructively and knows when to escalate issues to management or human resources.
Look out for answers that exhibit a candidate’s willingness to work with a multitude of unique personalities, demonstrated success in working with a group, and a keen understanding of their strengths and weaknesses in a group setting.
Situation: Tell me about a time when your team had to meet a tight deadline.
Task: What tasks were you responsible for to help meet the deadline?
Action: How did you collaborate with your team members to ensure the deadline was met?
Result: Was the deadline met? What role did your actions play in achieving this outcome?
Best Answer | Good Answer | Poor Answer |
|---|---|---|
Our team was tasked with launching a marketing campaign for a popular product within a one-month timeframe, which was two weeks shorter than usual. I was responsible for the digital marketing components, such as ad placements and content creation. I organized daily stand-up meetings for the team, so we were aware of each team’s progress and could adjust our workflows. We were able to complete the project on time by driving daily updates and maintaining clear communication across teams. | We needed to prepare a comprehensive client proposal in one week for what was supposed to be a two-week process. My role was to gather all necessary case studies and analytics. I worked overtime and coordinated with the analytics team to speed up the process. I ensured that everyone was aware of the urgency of the task. I also made sure that communication lines were open. We met the deadline and submitted the proposal on time | We had a week to update our internal software with new features, which typically takes two weeks to finish. I was in charge of testing the updated features. I tried to speed things up. We narrowly missed the deadline, but all was well. |
2. Client & Customer-facing Skills
Client or customer-facing skills questions help you understand how the applicant will communicate with individuals who are expecting a service from them. For a salesperson, it would be the company’s client. For an operations staff member, it would be the company’s employees.
You are looking for responses that show the applicant is aware of how their work affects others and the company as a whole. The best answers show that an applicant takes pride in their responses and communication, whereas poor answers indicate a disregard for how work is accomplished or how it’s communicated to clients and customers. Poor answers also reveal that an applicant only looks at how they are personally affected by what happens with a customer or client.
Situation: Share an experience where you successfully managed multiple client/customer requests.
Task: What kind of requests/demands were you handling?
Action: How did you prioritize and organize your tasks to address each request effectively?
Result: What was the outcome?
Best Answer | Good Answer | Poor Answer |
|---|---|---|
I was once tasked with managing requests from five different clients who needed their projects delivered simultaneously within a very tight deadline. To ensure I meet them, I prioritized the projects based on their complexity and deadline urgency. I used a project management tool to delegate tasks and track progress regularly to ensure there were no overlaps or bottlenecks. I also had to maintain clear communication with clients about status updates and potential challenges. I also need to coordinate with other team members. These helped me meet all deadlines with positive feedback from each client. | I often dealt with high volumes of customer requests during holiday seasons. To manage this, I had to use my multitasking skills and organize requests by urgency. I worked closely with my team and shared the workload with them to ensure efficiency. By systematically addressing the most urgent requests first and keeping a clear record of all communications, we managed to satisfy customer expectations reasonably well. | There were instances where I had to handle multiple customer requests at once. I got through as many as possible quickly, but I ended up making occasional mistakes. Thankfully, the clients were gracious enough to let the errors slip. As a whole, the experience was an eye-opener. |
3. Adaptability
The importance of adaptability questions depends on the variability of your company. If your company is constantly evolving, the applicant’s ability to adapt to change will be vital to their success. It will also show how they handle unpredictable situations and whether they will thrive in a changing environment.
When assessing a candidate’s adaptability, look for answers that show their ability and willingness to step up in a variety of different situations. The best answers will show that they can think on their feet and adjust their plans based on new information.
Poor answers, on the other hand, show they may be reluctant to learn new skills and techniques or voluntarily help others. However, poor answers may also reflect an inability to establish necessary boundaries with co-workers and seek help if their workload is unsustainable.
Situation: Tell me about a time you had to work with someone very different from you.
Task: What was the objective of your collaboration?
Action: What steps did you take to adapt your usual working style to better collaborate with this person?
Result: How did the collaboration go? What were the key takeaways from working with someone different?
Best Answer | Good Answer | Poor Answer |
|---|---|---|
In my previous role, I collaborated with a colleague from a different cultural background. He also had a different work style. Recognizing our differences, I initiated regular one-on-one meetings to understand his perspectives and work preferences better. This helped us appreciate each other’s strengths and allowed us to blend our methods effectively, resulting in a marketing campaign that exceeded our sales targets. This experience taught me the value of embracing diversity and adapting my collaboration strategies to enhance team synergy and performance. | At my last job, I was paired with a colleague who had a very different approach to problem-solving. He was analytical, while I am more intuitive. We needed to work together on a critical client proposal, so we decided to divide the tasks according to our strengths—I took on the client communication and he handled the data analysis. By respecting our different styles and leveraging them, we were able to complete the proposal on time and to the client’s satisfaction, which was a great learning experience in balancing working styles. | I once had to work with someone who was very different from me. It was frustrating because they lacked structure. I, on the other hand, am a meticulous planner. We tried to coordinate on a project, but it was difficult, and, honestly, I just tried to handle most of the work myself to avoid conflict. In the end, the project was completed, but it was a stressful experience, and I didn’t feel like I learned much from it. |
4. Time Management
Time management questions allow you to learn how an applicant prioritizes their work. You are looking to see if the applicant has a strategy that works for them and if that strategy can be replicated in this new position. You’re not looking to trip up candidates and give them unrealistic scenarios. Instead, look for strategies that show they know how to prioritize.
Keep an eye on applicants who are strategic about how they spend their time and can avoid distractions. Even better answers will show that they can identify distractions and prioritize tasks due to their understanding of the department or company’s goals. On the other hand, poor answers show that they struggle to meet deadlines and are dependent on their manager to keep them on task.
Situation: Can you share an example of a time when an unexpected task disrupted your schedule? How did you handle it?
Task: What did you need to accomplish despite the disruption?
Action: How did you reassess and rearrange your priorities to manage your time?
Result: What was the outcome? How did this experience affect your approach to time management?
Best Answer | Good Answer | Poor Answer |
|---|---|---|
Last year, while I was the team leader for the development of a new software feature, we encountered a bug that needed immediate attention. This happened during a week when I was preparing for a major presentation for the company’s key stakeholders. I prioritized the bug fix because it will significantly affect other operations. I delegated the less urgent tasks to trusted team members. I also dedicated a few blocks of time to finish my presentation. We were able to fix the bug after a couple of days. I was also able to finish the presentation on time. The experience taught me the importance of flexibility, delegation, and clear communication. | During a busy season, I was tasked with completing a detailed report when an urgent request from another major client came in. I had to manage both their needs effectively without compromising the quality of work for both. After assessing my workload, I decided to put in a couple of extra hours to address the urgent task while using my regular hours to complete the report. I informed both clients about the plan to set realistic expectations. Both were completed on time and they were satisfied. | I had to manage several tasks with tight deadlines during a big project. I just tried to focus on what was most important and get that done on time. After all the hard work and effort, we were able to finish the project on time. |
5. Communication
Questions about communication skills are designed to determine how an applicant expresses their ideas, listens actively, and engages with others constructively. Whether they are talking to clients, collaborating with others, or managing conflicts, good communication skills ensure that all parts of the operations are running smoothly.
The best answers show that an applicant is aware of their communication preferences and how their communication is perceived by others and is willing to adapt if necessary. Poor answers reflect an inability or unwillingness to communicate effectively with others.
Situation: Tell me about a time when you had to deliver difficult feedback to a colleague.
Task: What specific message did you need to convey?
Action: How did you prepare for and conduct the conversation?
Result: What was the outcome of this interaction, and what did you learn from it?
Best Answer | Good Answer | Poor Answer |
|---|---|---|
At my previous job, I had to deliver difficult feedback to a colleague who was underperforming. The situation was sensitive, so I arranged a private meeting to discuss the issues directly. I used specific examples to illustrate my concerns and listened actively to understand his perspective. Together, we developed a performance improvement plan that included clear, achievable goals and regular check-ins for guidance and support. As a result, his performance improved significantly, contributing to the project’s success, and our professional relationship strengthened through this open and constructive approach. | In my last job, I needed to address a teammate’s repeated delays in submitting work, which affected the entire team’s productivity. I expressed my concerns and asked if she faced any challenges that I could help with. We discussed strategies for better time management and agreed on more regular updates to monitor progress. Her timeliness improved over time, which helped us meet our team deadlines more consistently. The experience was challenging but ultimately helped improve our team dynamics. | I had to tell a colleague that their part of the work wasn’t meeting the project standards. I shared this during a team meeting so that he knew what the issues were and that he needed to work faster and be more careful. It was a bit awkward, and although he didn’t take it very well initially, it seemed necessary at the time. Looking back, I might have handled it differently, but it did push him to make some changes in his work. |
6. Motivation & Values
Motivation and values questions seek to give interviewers an understanding of what inspires the applicant to be the best version of themselves. This group of questions is especially important for jobs that have a robust career trajectory within the company.
Look for answers that show the applicant’s motivation and values mirror or complement the company’s mission, vision, and core values. Poor answers show apathy for success and failure questions, which could show a lack of motivation for professional growth. Not every applicant will show strong signs of motivation or growth. Don’t necessarily take this as a bad sign—some people truly love what they do, do it well, and have no desire to move up.
Situation: Describe a situation where you went above and beyond your job requirements.
Task: What were you initially supposed to do?
Action: What specifically did you do that went beyond the requirements?
Result: What was the outcome of your actions, and what did you learn from the experience?
Best Answer | Good Answer | Poor Answer |
|---|---|---|
At my previous job in customer service, there was a technical issue that caused a major disruption in service for our high-value clients. If not resolved immediately, it could create potential long-term damage to client relationships. To help with the problem, I volunteered to stay late every night for a week to help resolve the issue, coordinate communication between tech support and clients, and ensure all were updated in real time. Because of that, the issue was not only resolved more quickly but also strengthened our relationships with those clients, resulting in several thank-you emails praising our commitment. I received recognition from management for outstanding dedication. | In my role as a sales associate, there was a period when we were understaffed, and I noticed my manager was overwhelmed with inventory management. I asked her if I could organize the stock and handle additional client consultations to help ease the burden. This extra effort helped improve our sales performance for that quarter and earned me a commendation for exceptional teamwork and commitment from my supervisor. | When I was working as an administrative assistant, the company was preparing for an important audit and everyone was busy. I ended up doing a lot of extra filing and organizing around the office, beyond what was typically expected of my role. It was a lot of work, and I had to stay late a few times, but it needed to be done. It wasn’t officially recognized or anything, but I guess it helped things go smoother for the audit. |
How to Conduct an Effective Behavioral Interview
Once you get to the final list of your candidates, you get to the final interview stage where you dig a little deeper to see which candidate is a good cultural fit. This is where asking behavioral questions comes in to get an honest glimpse into each candidate’s character. Here are some tips on how to conduct it effectively:
1. Use Unstructured Follow-up Questions
Rather than sticking to predictable, structured questions, prepare questions that will allow the candidate to think critically. It will give you a glimpse of their thought process, problem-solving skills, and decision-making abilities.
For example, if the candidate gives you an example of how they handled multiple projects simultaneously, you might follow up with, “Can you walk me through how you prioritize your tasks when managing these multiple projects? How did you decide which tasks need immediate attention and which ones could be deferred?”
2. Ask for Evidence
This will help you uncover patterns of behavior or skills in different situations or contexts. By asking for multiple examples, you can gain a more comprehensive understanding of how consistently the candidate demonstrates a specific skill or behavior. To do this, you can ask the candidate the same question but in different contexts.
For example, instead of just asking, “Tell me about a recent success when working with a group. Why was the group successful?”, you can ask it in different contexts. For example:
- Do you believe there were specific factors that contributed to the group’s success?
- Why do you think the group was able to achieve success in this particular situation?
- How do you attribute the group’s success to certain strategies or dynamics that were at play?
3. Ask About the Lessons They Learned from the Experience
Asking candidates about their learnings encourages them to reflect on the challenges they have faced, the strategies they used, and the outcomes they’ve achieved. It provides an opportunity for candidates to showcase their ability to extract meaningful lessons from both their successes and failures.
Moreover, it also allows you to assess their adaptability and capacity for continuous improvements. Candidates who showed a willingness to learn are ideal in a dynamic work environment.
What a Good Answer Should Look Like
To determine the quality of a candidate’s answer, consider the following:
- Depth and clarity of the response
- Any strategy or thoughtfulness to the response
- Whether the candidate provided clearly relevant examples
- An indication that the candidate understands the importance of the question and response
As such, a great answer should be thoughtful, include detailed examples, and showcase that the candidate has the needed skill. A good answer also showcases the necessary skill but may lack substance or an in-depth example. Lastly, a poor answer doesn’t illustrate the necessary skill or shows a lack of understanding of/lack of interest in the question.
Behavioral Interview Frequently Asked Questions (FAQs)
The purpose of a behavioral interview is to assess a candidate’s suitability for a position based on their past behavior in specific work-related situations. This type of interview is based on the idea that past behavior is the best predictor of future performance in similar circumstances.
To get the most out of it, identify the key competencies and skills needed to be successful in the role. Your questions should lead candidates to share specific past experiences that are relevant to the skills you are looking for. Use open-ended questions that encourage detailed responses, such as “Describe a situation where you had to” or “Tell me about a time when.”
Situational interviews are hypothetical. The interviewer presents a hypothetical situation and the candidate answers what he would do in that situation. Meanwhile, a behavioral interview focuses on the candidate’s past experiences and how they handled those experiences.
Bottom Line
Behavioral interviews can be a very important tool in evaluating an applicant’s future success in a job. Being intentional with what questions you ask and knowing what to look for in the applicant’s answers will go a long way toward ensuring positive hiring outcomes. For more help on sample interview questions, please see our guide on the best interview questions for employers.
