Behavioural Interview Questions – How to Ace the Job Interview

Behavioural Interview Questions have become a common feature in the recruitment process of many companies. Unlike traditional interviews that focus on a candidate’s qualifications and experience, Behavioural Interview Questions are designed to elicit specific examples of past behaviour that can provide insight into how the candidate will perform in the future.

In this article, we’ll explore the best ways to prepare for and answer Behavioural Interview Questions so that you can ace your next job interview.

What are Behavioural Interview Questions?

Definition and Examples

Behavioural Interview Questions are a type of interview question that focuses on a candidate’s past behaviour in order to predict their future performance.

Examples of behavioural interview questions include “Tell me about a time when you had to solve a problem under pressure,” or “Give me an example of how you handle conflicts with your colleagues.”

Types of Behavioural Interview Questions

There are several different types of behavioural interview questions, including situational questions, experience-based questions, and competency-based questions.

Situational questions ask candidates how they would handle hypothetical scenarios, while experience-based questions ask for specific examples from a candidate’s past. Competency-based questions assess a candidate’s skills, knowledge, and behaviours.

Why do Employers use Behavioural Interview Questions?

Benefits for Employers

Employers use behavioural interview questions to assess a candidate’s potential for success in a specific role. These questions allow employers to see how a candidate has behaved in the past and can help to predict how they might behave in the future.

Behavioural interview questions also allow employers to evaluate a candidate’s problem-solving abilities, communication skills, and overall fit with the company culture.

What Employers are Looking for in Your Answers

Employers are looking for specific details and examples in your answers to behavioural questions. They want to see how you have handled situations in the past, and how you might apply those skills to the job at hand.

Employers are also looking for evidence of key competencies, such as teamwork, leadership, and problem-solving skills.

How to Prepare for Behavioural Interview Questions

Research the Company and Job Description

To prepare for behavioural questions, it’s important to research the company and the job description thoroughly. This can help you to identify key competencies and behaviours that are important for the role.

Prepare Examples of Relevant Experience

Prepare specific examples from your past experiences that demonstrate key competencies and behaviours. Use the STAR method to structure your answers, which stands for Situation, Task, Action, and Result.

This method helps you to provide a clear and structured answer.

Common Behavioural Interview Questions and How to Answer Them

Tell me About a Time When…

This is a common behavioural interview question that asks for a specific example from your past. To answer this question effectively, use the STAR method to structure your answer, and provide specific details and results.

Give me an Example of…

Similar to the “Tell me about a time when” question, this question asks for a specific example from your past. Use the STAR method to structure your answer and be sure to provide specific details about the situation, task, action, and result.

How did You Handle a Difficult Situation?

This question is designed to assess your problem-solving skills and your ability to handle difficult situations. To answer this question effectively, provide a specific example of a difficult situation you faced in the past, and describe how you handled it.

Be sure to provide specific details about the actions you took and the results you achieved.

Examples of Successful Behavioural Interview Responses

STAR Method for Answering Behavioural Interview Questions

Using the STAR method to structure your answers can help you to provide a clear and concise response to behavioural interview questions. This method helps you to provide a specific example of a situation, describe the task or challenge you faced, explain the actions you took, and describe the results you achieved.

Use Specific Details and Results

When answering behavioural interview questions, it’s important to use specific details and results to illustrate your points. This helps to make your answers more concrete and demonstrates your ability to apply your skills and experience to specific situations. Using specific details and results also helps to make your answers more memorable and impactful.

Summary

Behavioural interview questions are a powerful tool for employers to assess a candidate’s potential for success. By understanding what behavioural interview questions are, why employers use them, and how to prepare for and answer them, job seekers can increase their chances of acing the job interview and landing the job of their dreams.

Remember to use the STAR method, provide specific details and results, and be honest about your experiences and limitations. With these tips in mind, you’ll be well on your way to acing your next job interview.

FAQs about Behavioural Interview Questions

Q: Are Behavioural Interview Questions Fair?

A: Behavioural interview questions are considered fair because they assess a candidate’s actual experience, rather than relying solely on qualifications or perceived potential. By asking for specific examples of past behaviour, employers can gain a better understanding of a candidate’s skills and abilities.

Q: What if I Don’t Have Experience in a Certain Area?

A: If you don’t have experience in a certain area, focus on transferable skills and be honest about your limitations. You can also use hypothetical examples or examples from your personal life that demonstrate the skills or competencies in question.

Q: What is the STAR method for answering Behavioural Interview Questions?

A: The STAR method is a structured approach to answering Behavioural Interview Questions. It stands for Situation, Task, Action, and Result, and involves providing a specific example of a past situation, the task or challenge you faced, the action you took, and the result or outcome.

Q: Can I prepare for Behavioural Interview Questions in advance?

A: Yes, it’s important to prepare for Behavioural Interview Questions in advance by researching the company and job description and preparing examples of relevant experience.

Quick Tips

• Behavioural Interview Questions focus on past behaviour to predict future performance.
• Examples of Behavioural Interview Questions include “Tell me about a time when…” and “Give me an example of…”
• Employers use Behavioural Interview Questions to assess a candidate’s potential for success.
• To prepare for Behavioural Interview Questions, research the company and job description, and prepare examples of relevant experience.
• Use the STAR method to answer Behavioural Interview Questions, and be sure to include specific details and results.
• Behavioural Interview Questions are considered fair because they assess a candidate’s actual experience.
• If you don’t have experience in a certain area, focus on transferable skills and be honest about your limitations.

The Benefits of Working with a Recruitment Agency to Prepare for an Interview

Working with a specialist recruitment agency can provide many benefits for a candidate preparing for a job interview.

Recruitment agencies have a deep understanding of the job market and the specific requirements of different employers, giving them valuable insights into what employers are looking for in a candidate.

They can also provide candidates with access to job opportunities that may not be advertised publicly, giving candidates a competitive edge.

One of the primary benefits of working with a specialist recruitment agency is that they can help a candidate prepare for an interview.

This can include providing advice on how to answer common interview questions, coaching on interview techniques, and sharing insights into the company culture and hiring process.

Recruitment agencies can also provide candidates with feedback on their resumes and cover letters, helping them to stand out from other applicants.

Another benefit of working with a specialist recruitment agency is that they can provide candidates with a higher level of support throughout the recruitment process.

This can include assistance with salary negotiations, helping candidates to understand their employment contract, and providing ongoing support once the candidate has started their new job.

Recruitment agencies can also provide a valuable networking opportunity, introducing candidates to potential employers and other professionals in their industry.

Why Choose PEEQ HR Recruitment Agency?

The average fill rate amongst HR Recruitment Agencies is 46%, but at PEEQ our average fill rate sits above 90%, So you are twice as likely to get hired if you choose PEEQ.

This is due to two reasons:

Firstly, we only partner with employers on an exclusive basis, so we ‘own the responsibility’

Secondly, we don’t employ recruiters. Instead, we work with trusted and proven freelance HR recruiters, to find the best candidates for the jobs available.

We prepare candidates for the interview process, providing valuable insights in the company’s culture, vision and attributes they see as making the ideal candidate. 

More reasons to work with PEEQ

Psychometric insight reports

Obtain a unique insight into your candidates’ Cultural Fit, Strengths, Decision Making and Resilience through our accredited assessments.

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Set your hire up for success with a tailored coaching programme that helps them achieve their full potential personally and professionally.

Up to 6 month guarantee

Confidently select your preferred candidate with our ‘surety of hire’ 6 month rebate period. The ultimate comfort for a big decision.

BeTalent Accredited Approach

We are proud to offer the BeTalent Accredited approach that enables us to deliver scientific candidate assessment, in accordance with the British Psychological Society standards.

This solution is for you if you want:

• An objective way to determine who is the best fit for your role
• A comprehensive understanding into your new hire before they start
• Peace of mind that you’ve made the right hiring decision