Glossary
Behavioral interview question
A behavioral interview question asks an applicant to describe a specific thing they did in the past, because how someone acted in a similar situation before is a useful guide to how they’ll act next time.
Behavioral questions usually start with “Tell me about a time when…” or “Give me an example of…”. They ask for a real event, not an opinion or a “what if.” The answer shows what someone actually did when it mattered. That’s harder to fake than what they say they would do.
Weak and better versions
| Weak | Better |
|---|---|
| “Are you a team player?” | “Tell me about a time a teammate wasn’t pulling their weight. What did you do?” |
| “How do you handle pressure?” | “Describe the busiest week you’ve had at work. How did you decide what to do first?” |
| “Do you have attention to detail?” | “Tell me about a mistake you caught before it reached a customer. How did you spot it?” |
The weak versions invite people to describe themselves. The better ones ask for proof.
What to listen for
- A specific event. “There was a Tuesday last March when…” is better than “I always…”.
- What they did themselves. Listen for “I,” not only “we.” It’s fine to credit a team, but you need to know their part.
- A result. What happened, and ideally what they learned or changed.
- Honesty about what didn’t go well. Strong applicants often mention what they’d do differently.
Many applicants shape their answers with the STAR method: Situation, Task, Action, Result. Use it as a checklist while you listen, not as something you score.
Follow-ups that work
- “What did you do first?”
- “What was your part, specifically?”
- “How did it end?”
- “What would you do differently now?”
When to use a different kind of question
Behavioral questions assume the person has relevant past experience. For recent graduates, people changing careers or people looking for their first job, a situational question about a realistic scenario is often fairer. You can also widen the question: “This could be from work, school, volunteering or anywhere else.”
Mistakes
- Accepting a general answer without asking for a specific example.
- Asking about experiences that touch on things anti-discrimination law protects, such as age, religion or disability, or on private life. Keep every question about the job.
- Rewarding a well-told story over what actually happened.