Behavioral Interviews 101: Common Questions, How to Prepare & More

Behavioral interviews can be one of the most challenging parts of the hiring process. Depending on how you answer, this type of interview could either secure you the job position or cause the employer to lose interest. Read on to learn what makes behavioral interviews different from other types of interviews, why employers use them, and what questions you can expect to hear. 

What Is a Behavioral Interview?

Behavioral interviews focus on a candidate’s past experiences to show how you have (or have not) demonstrated certain behaviors, skills, abilities, or knowledge. Unlike technical interviews that delve into your specific practical skills, behavioral interviews are intended to get a feel of what you're like as a problem solver and co-worker. 

Many standard job interviews act as behavioral interviews or at least use common behavioral questions. Knowing how to answer behavioral-based questions and why interviewers use them is vital for anyone currently in the job market.

Why Do Interviewers Use Behavioral-Based Interviewing?

Interviewers use behavioral-based questions to gauge what you're like as a worker overall. Technical interview questions and your resume communicate if you'd be right for the position "on paper," but behavioral questions help employers fill in the gaps. Specifically, most interviewers want to know how you work under pressure, what you think of your previous employers, how well you work with others, how you handle your own shortcomings, and how interested you really are in this position. 

Behavioral-based questions are seen as more efficient alternatives to "would" questions. For example, instead of asking how you would solve a problem at their company, employers want to know how you have solved problems previously. By focusing on your past experiences rather than your future goals, interviewers can more honestly learn what it would be like to work with you.

How to Prepare for a Behavioral Interview

Preparing for a behavioral interview is different from preparing for a technical interview because behavioral questions are significantly less fact-based. When an interviewer asks about a time you failed or faced difficulty, they don't actually want to hear about your greatest flaw. They would rather hear about a situation where you overcame your own faults.

The best way to prepare for a behavioral interview is to think of multiple situations throughout your professional career where you demonstrated your best self. These can be moments where you overcame a problem, resolved a conflict smoothly, or otherwise went above and beyond to ensure your organization succeeded. 

In most interviews, you won't know what you'll be asked until you actually meet with the interviewer. Being prepared and knowing what aspects of yourself you want to highlight in your answers will keep you focused under the interview's stress. However, it's equally important to listen to what your interviewer is truly asking. Feeding your interviewer prepared answers that don't actually meet their questions’ intent will reflect poorly on you as a candidate.

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Common Behavioral Interview Questions and Answers

Behavioral interview questions and answers are less focused on the job and more focused on you. Many behavioral-based questions have a deeper meaning than what is explicitly being asked, so it's important to be aware of your answers in these interviews and only focus on your most desirable qualities.

Common examples of questions in behavioral interviews include:​

• Can you share an experience where you overcame a difficult situation?
• Can you tell me about a time that you failed and how you handled it?
• Can you give an example of a time when you disagreed with leadership?
• Tell me about a time when you came up with a creative solution to a problem.
• Tell me about a time when you had to make a difficult choice. How did you arrive at a decision?

Due to the nature of behavioral interviews, there are no easy or universal answers you can use — and even if there are any, your interviewer has likely heard them all before. When answering behavioral-based questions, you should be honest about yourself but avoid boasting or creating a negative image. 

For example, when asked about weaknesses or failures, some people recommend answering with strengths. However, many interviewers would prefer you honestly share about a weakness you've had in the workplace, such as a common problem people in your industry may have. From here, share how you acknowledged the problem and what steps you've taken to improve yourself. 

Behavioral interviews are just one step in the expansive and constantly changing hiring process, but they're crucial for standing out as both a hard worker and an easy-to-work-with person. For more advice, resources, and help assembling the best interview plan, check out the interviewing section of iHire's job seeker resource center.