What happens in a behavioral interview?

In a behavioral interview, the interviewer asks questions designed to assess how you’ve handled situations in the past to predict how you will behave in the future. Instead of asking hypothetical questions, the interviewer focuses on your real-life experiences. The main goal is to understand your skills, competencies, problem-solving abilities, and how you approach challenges in a work environment.

What Happens During a Behavioral Interview:

1. Introduction and Overview

• Starting the Interview: Like most interviews, a behavioral interview starts with introductions and general questions to set the tone. The interviewer may briefly explain how the interview will work, emphasizing that the questions will focus on your past experiences.

2. Behavioral Questions Begin

• Types of Questions: The interviewer asks open-ended questions that often begin with phrases like:
  • “Tell me about a time when…”
  • “Describe a situation where…”
  • “Give an example of when…”

These questions focus on specific situations from your previous jobs or experiences and typically target key skills or competencies that the company is looking for (such as teamwork, leadership, problem-solving, etc.).

3. You Provide Detailed Examples

• Sharing Stories: You will need to provide detailed examples of situations where you applied certain skills or handled specific challenges. The interviewer expects you to talk through your actions and decisions, highlighting your role in the outcome.

4. Use the STAR Method to Structure Responses

• Many candidates use the STAR method to answer behavioral questions:
  • Situation: Describe the context or background of the scenario.
  • Task: Explain your responsibility or what was expected of you.
  • Action: Outline the specific steps you took to address the situation.
  • Result: Describe the outcome, including any lessons learned or positive impact.

By following this structure, your answers are clear and show how you approached the challenge, which is key to behavioral interviews.

5. Focus on Key Competencies

The interviewer is looking to evaluate key skills and behaviors through your examples. Common competencies evaluated in a behavioral interview include:

• Teamwork: How well you work in a team or with others.
• Leadership: Your ability to lead and guide others.
• Problem-Solving: How you approach challenges and find solutions.
• Adaptability: How you handle change or unexpected situations.
• Communication: How well you convey information and collaborate with others.
• Time Management: Your ability to prioritize and meet deadlines under pressure.
• Conflict Resolution: How you handle disagreements or difficult interactions with colleagues.

6. Follow-Up Questions

• After you give your answer, the interviewer may ask follow-up questions to dig deeper into the situation or clarify certain details. They might ask about your reasoning behind certain decisions or how you might handle the situation differently now.

7. Non-Work Examples

• If you’re early in your career or lack specific work experience, the interviewer might ask for examples from non-work settings, such as college projects, internships, volunteer work, or other personal experiences.

8. Recap and Closing

• Summary: Toward the end of the interview, the interviewer might summarize your responses or ask for additional examples if certain competencies haven’t been covered.
• Questions for the Interviewer: You’ll typically have a chance to ask your own questions about the company, team, or job role. This is an opportunity to show your interest and learn more about the work culture or expectations.

Conclusion

In a behavioral interview, the interviewer is focused on understanding how you've performed in the past to predict how you’ll handle similar situations in the future. You'll be expected to provide specific examples of how you’ve tackled challenges or succeeded in a work-related scenario. Preparation and thoughtful responses using the STAR method will help you succeed in this type of interview.