Answering Behavioral Job Interview Questions

By: Jon Harvill, CPC

For the unprepared, the most difficult questions you will encounter in a job interview are the commonly asked behavioral or situational interview questions.  Behavioral interviewing advocates assert, "The most accurate predictor of future performance is past performance in a similar situation." The interviewer uses a probing style to ask questions seeking very specific examples. They often start out with, "Tell me about a time ... ", "Describe a situation ... ", or "Give me an example ...”

Why should I prepare for behavioral interview?

Candidates who prepare for behavioral interviews are better prepared - even for traditional interviews.

Using behavioral based answers works well with inexperienced and experienced interviewers alike.

Companies that invest the time and energy in developing behavioral interviews often attract top candidates. Top candidates make the company a more desirable place to work.

How do I prepare for a behavioral interview?

Companies that employ behavioral interviewing have predetermined the skill sets they require for a particular position. For instance, a set of skills could include attributes such as decision-making, problem solving, lean/six sigma use, ERP use, leadership, communication, team building and the ability to influence others. The company determines the specific skill set by doing a detailed analysis of the position they are seeking to fill.

As a job seeker, you and your recruiter must also go through this same process by analyzing the job posting and/or job description, and from your own knowledge of the organization, determine the most likely job specifications. To conduct a job analysis the job seeker should ask themselves questions such as:

1. What are the necessary skills to do this job?

2. What makes a successful candidate?

3. What would make an unsuccessful candidate?

4. What could you do to make the boss’s job easier?

5. What is the most difficult part of this job?

6. What behaviors/attributes would be considered a fit with the company’s culture and values?

Next, develop a list of your own personal accomplishments by brainstorming the subject until you have two to three pages of your own notable attributes and accomplishments, particularly those that match the job requirements.

Use of the STAR process.

One of the keys to success in interviewing is practice, so we encourage you to take the time to work out answers to the expected questions using the three step STAR process (Situation/Task, Action, Results) with examples from your brainstormed list of accomplishments. For example:

Situation/Task - When asked, ”Give me an example of a time when you had to use leadership in managing people”, you might recount a time when you were assigned a new and dysfunctional inventory control department.

Action - Your story, “I held off-site training and teambuilding exercises and straightforward one-on-one communications with each employee, to gain everyone’s buy-in to our group’s objectives.

Results - With better use of the tools we had, teamwork and the individuals initiatives, we were able to reduce inventory by 18% within two months and 52% within the first year, increasing our turn rate from 7 turns a year to 14.5 turns, reducing the company’s investment in inventory by $3.2MM.  With less volume of inventory, we were able to get rid of two outside warehouses and reduced warehouse staff by six people, reducing operating cost by an additional $750,000 a year.”  Analyze significant results until you can project them quantitatively – in dollars if possible.

You do not need to memorize answers; the key to interviewing success is simply being prepared for the questions by having the facts freshly in mind and a mental outline to follow in responding to each question.

Depending upon the position being considered, let’s finish with a list of some typical behavioral interview questions:

• Describe a situation in which you were able to use your persuasion and presentation skills to successfully convince someone to see things your way.

• Give me a specific example of a time when you used good judgment and logic in solving a problem.

• Tell me about a time when you had to go above and beyond the call of duty in order to get a job done.

• Describe a time when you were faced with a stressful situation that demonstrated your coping skills.

• Describe a difficult decision you've made in the last year.

• Give me an example of a time when something you tried to accomplish failed.

• Give me an example of a time when you set a goal and were able to meet or exceed it.

• Describe a time when you anticipated potential problems and developed preventive measures.

• Give me an example of a time when you used your fact-finding skills to solve a problem.

• Provide a specific example of a time when you had to conform to a policy with which you did not agree.

• Please discuss an important written document you were required to complete.

• Describe a time when you had too many things to do and you were required to prioritize your tasks.

• Give me an example of a time when you had to make a split second decision.

• What is your typical way of dealing with conflict? Give me an example.

• Tell me about a time you were able to successfully deal with another person even when that individual may not have personally liked you (or vice versa).

• Give me an example of when you showed initiative and took the lead.

• Tell me about a recent situation in which you had to deal with a very upset customer or co-worker.

• Give me an example of a time when you motivated others.

• Tell me about a time when you delegated a project effectively.

• Tell me about a time when you missed an obvious solution to a problem.

• Tell me about a time when you were forced to make an unpopular decision.

• Please tell me about a time you had to fire a friend.

• Describe a time when you set your sights too high (or too low).

You will not correctly guess every question you will need to answer, but you will be prepared for many of them.  This advanced preparation will enable you to confidently answer most other interview questions like a pro.  Even if you are not asked questions in a behavioral interview format, provide answers that give a STAR response and specific examples of your accomplishments will be remembered.

Career Center Director, can be contacted at
770 952-0009, JHarvill@DunhillAtlanta.com or visit Dunhill’s website at www.DunhillAtlanta.com