Behavioral Interview – How to Answer Questions Using the Star Technique!

Introduction: Behavioral Interview

A Behavioral Interview is a popular type of job interview that focuses on assessing a candidate’s past behavior and experiences to predict their future performance in a specific role. Unlike traditional interviews that primarily rely on hypothetical questions, Behavioral Interviews delve into real-life situations, allowing the interviewer to gain insights into how the candidate handled various challenges and tasks in the past.

The underlying principle of a Behavioral Interview is that past behavior is a good indicator of future behavior. Employers believe that candidates who have demonstrated specific skills and competencies in the past are more likely to apply those same abilities to excel in the new role.

During a Behavioral Interview, candidates are typically asked to provide specific examples of how they handled certain situations, often following the STAR method (Situation, Task, Action, Result). This structured approach allows the interviewer to understand the context of the candidate’s experience, the task they were facing, the action they took to resolve the situation, and the positive outcome or results they achieved.

The main objective of a Behavioral Interview is to assess a candidate’s soft skills, problem-solving abilities, communication style, adaptability, and how they fit into the company culture. Employers aim to gain a deeper understanding of a candidate’s potential, beyond what can be inferred from their resume and technical skills.

Preparing for a behavioral interview involves reflecting on past experiences, identifying key situations that showcase relevant skills, and practicing concise yet compelling storytelling. By doing so, candidates can effectively communicate their abilities and leave a positive impression on the interviewer.

In summary, behavioral interviews are a valuable tool for employers to make informed hiring decisions, and for candidates, they present an opportunity to demonstrate their suitability for the role based on their past accomplishments and actions.

What are Behavioral Interview Questions?

Behavioral interview questions are specific types of questions designed to elicit information about a candidate’s past behavior, actions, and experiences in various situations. These questions aim to assess a candidate’s soft skills, problem-solving abilities, decision-making process, communication style, and how they handle challenges and interactions in a professional context. The underlying belief is that past behavior is a good indicator of future performance.

How to Answer Behavioral Interview Questions using the STAR Technique

Behavioral interview questions often follow the STAR method, which stands for Situation, Task, Action, and Result. Here’s a breakdown of each component:

1. Situation: The interviewer asks the candidate to describe a specific situation or scenario they encountered in the past. This sets the context for the candidate’s response.
2. Task: The candidate explains the task or challenge they faced in that situation. This clarifies what they were trying to achieve or the problem they needed to address.
3. Action: The candidate details the actions they took to address the situation or complete the task. This part of the response focuses on the candidate’s decision-making process and the steps they took to resolve the issue.
4. Result: The candidate shares the outcome or results of their actions. This demonstrates the impact of their behavior and decisions and shows whether they were successful in addressing the situation.

Examples of Behavioral Interview Questions:

1. Can you describe a time when you had to work under a tight deadline? How did you prioritize tasks and ensure timely completion of the project?
2. Tell me about a situation where you had a disagreement with a coworker or team member. How did you handle the conflict, and what was the outcome?
3. Describe a project where you had to adapt to unexpected changes. How did you handle the situation, and what did you learn from it?
4. Have you ever encountered a challenging problem at work that seemed unsolvable? How did you approach the problem, and what steps did you take to find a solution?
5. Can you share an example of a time when you had to take the lead on a project or initiative? How did you motivate and coordinate the team to achieve the desired results?
6. Tell me about a situation where you received constructive feedback from your supervisor. How did you react to the feedback, and what actions did you take to improve?
7. Describe a time when you had to deal with a dissatisfied customer. How did you handle the situation, and what steps did you take to ensure their satisfaction?

These questions provide interviewers with valuable insights into a candidate’s past experiences and how they might handle similar situations in the future, making behavioral interviews an essential tool for making informed hiring decisions.

Example Answers to Common Behavioral Interview Questions

Here are some top-scoring example answers to common behavioral interview questions that use the STAR technique:

Describe a time when you solved a difficult problem?

In a previous role, I worked on a time-sensitive project with four coworkers. Unfortunately, two people went off sick unexpectedly, leaving us with only three people to meet the same deadline. My task was to reassess the project workload and find a way forward. By allocating additional tasks, outsourcing to online contractors, and working extra hours, we managed to complete the project on time.

Tell me about a time when you delivered excellent customer service?

In a previous role, I was speaking to a customer on the telephone who wanted to buy a product that was out of stock. Instead of losing the customer, I asked them questions about their needs and found an alternative product that was more suited to their needs and cheaper. By explaining the benefits and offering free delivery, the customer was satisfied and left a five-star review for the company.

Tell me about a time when you had a conflict with a co-worker?

In my last job, I overheard a co-worker making inappropriate comments to a junior staff member. It was my task to challenge and educate him. I immediately spoke out, explaining why his comments were unacceptable. After some initial resistance, he eventually accepted his wrongdoing, apologized, and assured me he would change his ways.

Describe a time when you had to work under pressure?

In my previous job, I was tasked with setting up a meeting at a local hotel. The day before the meeting, the hotel informed us that they had a leak in the meeting room and could no longer accommodate us. With only 24 hours to find a new venue for 20 attendees, I quickly contacted other hotels and conference centers in the area. I successfully found a new venue, communicated the details to all attendees, and the meeting was a huge success.

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Conclusion

The behavioral interview is a powerful and effective method for assessing a candidate’s suitability for a specific role based on their past behavior and experiences. By focusing on real-life situations and using the STAR method, employers gain valuable insights into a candidate’s soft skills, problem-solving abilities, communication style, and adaptability.

Unlike traditional interviews that rely on hypothetical scenarios, behavioral interviews provide concrete evidence of a candidate’s capabilities and potential for success in the new position. The principle that past behavior predicts future behavior allows employers to make more informed hiring decisions, leading to improved retention rates and overall team performance.

Candidates benefit from behavioral interviews as well. These interviews offer an opportunity to showcase their strengths and accomplishments, presenting themselves as the best fit for the job. Preparing for behavioral interviews encourages self-reflection, enabling candidates to identify areas of growth and development.

The structured nature of behavioral interviews ensures a fair and consistent evaluation process across all candidates, promoting diversity and inclusivity in the hiring process. Moreover, by understanding how candidates have handled challenges in the past, employers can provide necessary support and resources to set new hires up for success.

In conclusion, behavioral interviews provide a deeper understanding of a candidate’s potential, paving the way for successful professional relationships between employers and employees. This interview approach serves as a crucial tool in building strong, capable teams that thrive in dynamic work environments.