I want to share some of the key points from my recent article on behavioral interview questions. In it, I describe how to answer such questions using the STAR method, what kinds of questions you’re likely to get asked, and how to prepare for them effectively.
In many job interviews, the interviewer will ask you about your past experiences. These are called “behavioral” interview questions. They are used in order to assess whether you have the skills and traits that they want in their employees.
Interviewers rely on behavioral questions because they can use these questions to find out more about a potential employee’s past behaviors, which is considered a good predictor of future job performance. Behavioral questions are also an objective way to measure a potential employee’s past behaviors — as opposed to asking them about their personality or their goals.
A 2024 LinkedIn Talent Solutions survey found that 92% of talent professionals consider soft skills equally or more important than technical abilities. This means that behavioral interviews are becoming the default format for hiring decisions.
There are various ways to answer behavioral questions, but the most recommended approach is to use the STAR method (or S.A.R.I.). Here’s how it works:
S = Situation
A = Action
R = Result
I = Interesting features
So when answering a question like “Tell me about a time you had to deal with a difficult client”, you should start by describing the situation, then explain what actions you took, then talk about the results of those actions, and finally mention any interesting features about the situation.
You don’t need to memorize this framework verbatim. The key thing is to practice answering questions out loud using this structure. If you do that, you’ll be able to come up with answers quickly and naturally during an interview.
Common behavioral question types
The most common types of behavioral interview questions fall into one of the following categories:
Conflict with a team member
Mistake at work
Didn’t meet a client’s expectation — what happened and how did you rectify it?
Conflict while working on a team
Communicate with someone who was difficult — interpersonal communication
Changed direction suddenly at work — flexibility and adaptability
These questions aim to assess a variety of competencies including teamwork, communication, problem solving, leadership, etc. There are 8 competency areas in particular that are often assessed through behavioral interview questions.
Leadership questions are particularly important. Organizations with strong leadership are 13x more likely to outperform competitors, according to research.
What makes an answer strong
When answering behavioral questions, it’s important to focus on specific stories rather than generic answers. For example, if you’re asked “Tell me about a time you had to deal with a difficult client”, you should tell a story about a specific client you dealt with, not just talk generally about how you handle difficult clients.
Here’s an example of a weak vs. strong answer to a behavioral interview question:
Weak Answer: “I’ve dealt with a lot of difficult clients before. I always try to stay calm and listen to their concerns.”
Strong Answer: “There was a time when a client was very upset with me after a meeting. I tried to stay calm and listened to their concerns. I realized that they were worried about the efficiency of our work, so I explained how we could improve our processes to make things faster and lighter on everyone’s workload.”
The difference between these two answers is that the first is focused on being generic, while the second is focused on addressing the actual issue. The second answer is much more effective at showing the interviewer what you’re capable of.
When answering a question, you should address the specific questions and concerns the interviewer has. Don’t give cookie-cutter answers; instead, give answers that show what you’re capable of doing.
Finally, when answering a behavioral interview question, make sure that the action component specifies exactly what steps you took. For example, if you were asked “Tell me about a time you made a mistake at work”, you should explain what you did to fix the mistake, not just talk about the mistake itself.
How to prepare
Preparing for behavioral interview questions requires finding the right stories and polishing them. You shouldn’t try to invent a story on the spot during the interview. Instead, arrive at meetings with updates on ongoing work already prepared — this shows that you’re proactive, not reactive.
Practice answering questions out loud, but don’t memorize word-for-word. This will help you come up with natural-sounding answers quickly and easily.