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40+ Behavioral Interview Questions (Tips + Sample Answers)

Answering behavioral interview questions can be a make-or-break moment in your job interview. Learn why interviewers ask them, how to answer them using the STAR method, and discover most common behavioral interview questions (with sample answers).
Contents
40+ Behavioral Interview Questions (Tips + Sample Answers)

Behavioral job interview questions assess your skills based on how you behaved in certain professional scenarios in the past — in order to gauge how you’d handle similar challenges in the future.

If you’re like most candidates, you fear (or straight out hate) behavioral questions. But, in truth, they’re not that difficult.

Replying to behavioral interview questions becomes easy (and fun!) once you learn a simple formula for answering them. If you know it, you’re sure to impress interviewers with stories about your achievements and experiences.

In this article, you’ll learn:

  • The most common behavioral interview questions and how to answer them
  • A simple formula for tackling even the most unexpected behavioral interview questions
  • Sample answers to typical behavioral questions you can use as inspiration
  • Common mistakes most candidates make and how to avoid them
Big Interview: the best interview preparation tool

Don’t waste days compiling overused interview techniques. Get original answers to every single question you could expect.

Understanding Behavioral Interview Questions

You’ll easily spot behavioral interview questions because they follow the same pattern:

  • Tell me about a time when…
  • Can you recall a situation when…
  • Have you ever experienced a situation when…
  • Give an example of a situation when you…

They are focused on your past behavior in different situations, and that’s precisely why they’re called behavioral.

The idea is that your past behavior is a reliable indicator of your future performance — and these questions are a way for interviewers to get to know you, your strengths and weaknesses included.

This means that common behavioral interview questions are not only about your successes and achievements. They can often focus on your weaknesses or times you failed.

Some studies suggest that they also help recruiters and hiring managers reduce bias in the hiring process and promote equal opportunities for all candidates — because they ask the same set of behavioral questions to all candidates and use a standardized set of criteria to assess each person.

In this article, we’ll dive into details about the top behavioral interview questions. If you’re looking for a more theoretical overview of behavioral interviews and how to prepare for them, there’s a full guide in case you want to know more.

And if you want to learn how to prepare for different common interview questions, how to sell yourself, and how to negotiate the salary of your dreams, sign up for our free course.

Behavioral vs. situational interview questions

Behavioral questions are quite similar to another group of interview questions called “situational.”

These put you in specific (hypothetical) situations and evaluate how you’d handle them. They usually begin with “Imagine that…” or “How would you react if…”

The core difference is that while behavioral questions focus on specific things you went through in your work experience, situational interview questions focus on hypothetical scenarios and ask to assess your problem-solving skills and thinking mechanisms.

But here’s where it gets tricky: There’s a fine line between these two groups of questions.

Imagine you get asked about a time when you solved a conflict within a team. But you never really solved a conflict in a team before — for you, this question becomes situational instead of behavioral, because it’s hypothetical.

And vice-versa.

Sometimes a situational question will be behavioral for you because you experienced it.

Bottom line: In either case, provide as much detail as you can and use the STAR method (more on that soon!)

Pro tip: Behavioral interviews tend to be pretty fair and objective, according to research. However, this study found that interviewers will be biased by how well you answer the first question you get, and this impression will influence the rest of the interview. So make sure to be sharp at the beginning and keep reading to discover how to wow them.

How to Answer Behavioral Interview Questions: The STAR Method

Answering behavioral questions is easy: there’s a template and an expected framework you should use.

It’s called the STAR (Situation-Task-Action-Result) method.

The STAR interview method helps you lay down the main components of your answer to ANY behavioral interview question.

Let’s break down each component of our STAR. Imagine a candidate is being asked: 

Tell me about a time you took the lead on a difficult project.

Situation

At the beginning of each answer, provide more context on the situation at hand. Describe factors crucial and relevant to the story — this will usually be your role and the particular business situation you found yourself in.

Like this candidate does:

Last year during the Black Friday sale, the number of customers became overwhelming. This wreaked havoc on our store: the checkout lines were enormous, customers were nervous, shelves were messy, and my coworkers were anxious and overworked, trying to take care of everything.

Task

Describe that particular problem or situation and how you planned to solve it. This is the time to define your responsibilities and goals and the desired effect of those.

Look at this example:

I realized we couldn’t go on like this because it was only a matter of time before an incident broke out among the customers and our staff. I wanted to do something to restore order and ensure a pleasant customer experience.

Action

You continue by explaining, step by step, what measures exactly you took to resolve the issue or achieve something. Be specific here — instead of saying what you did, focus on how you did it.

Look here for reference:

I grouped our team into several smaller ones and started delegating specific tasks. The interns and new team members were in charge of restocking shelves and keeping things neat. The friendliest people were in charge of welcoming customers, addressing their inquiries, and helping them pick out items. The ones who performed best under pressure were transferred to the cash area to manage checkout lines and process payments. I also made tweaks to break times to make sure there was sufficient coverage during peak hours.

Results

Finally, you’ll bring up the results of your efforts. This will include a bit of detail about the solved problem, as well as quantitative or qualitative results. For example, you can say how much money you saved, how much you increased efficiency, decreased churn, and similar. The more specific you get, the better.

Don’t have the exact numbers to rely on? Mention qualitative achievements, like a bonus or a raise you got for a job well done, positive feedback from your manager or peers, awards, and the like.

Wrapping up our example:

Thanks to the reorganization, we efficiently pulled through the Black Friday rush. The checkout lines got shorter, the store was clean and neat, and customers were happy. The revenue increased by 21% in comparison to the same time the previous year, and we got positive feedback from both our managers and customers.

To sum up: Using the STAR interview method will help you present your experiences in a structured, concise, and impactful manner. It also makes it easy for the interviewer to understand the issue, why it was important, and your impact on it. This will help them assess your skills and abilities more accurately.

For more details, check out the video below.

How to practice your STAR answers

Practicing your STAR answers as much as you can will make you more confident and detailed in your answers. You’ll come across as an experienced, prepared, professional candidate.

Step 1: Write down key points you want to mention in each component of your STAR answer.

Think of a time when you solved a problem, achieved something, or even failed at something (as you’ll often get asked about that, too).

What exactly did you do? How was it connected to your duties? What were the consequences? What did you learn from the experience?

Write it down on a piece of paper, in your Drafts folder, or, if you’re a Big Interview user, use the Answer Builder.

Step 2: Once you know what key points you’d like to talk about, it’s time to practice.

You can do it in front of the mirror, with a friend, or by using our Mock Interview Tool.

If you are using Big Interview’s mock interviews, you can choose to practice by Competency. You’ll pick key groups of skills you might get asked about in an interview and practice answering behavioral questions about them (marked below are some of the key skills groups).

Behavioral interview questions: Big Interview practice

For example, if you want to practice your answers about leadership skills, you should click on Leadership. There, you will get different leadership-related interview questions. Some of them will be more general, but some will be behavioral questions about leadership, like questions 2, 4, or 7.

Mock Interview tool for leadership behavioral questions

And you can have as many takes as you like. If you’re not happy, re-record your video answer and submit only the versions your content with.

Then, you’ll get feedback on key elements of your answer, like pace of speech, vocabulary, and use of filler words.

AI interview feedback

Based on this, you’ll know exactly what to work on in order to improve and nail these questions in the actual interview.

The Most Common Behavioral Interview Questions and Sample Answers

Below is the list of the most common behavioral interview questions, sorted into 5 groups.

We’ll provide tips on how to answer questions from each group, as well as what to focus on. For most common individual questions, we’ll provide sample answers.

If you’re interested in how to answer one particular group of behavioral interview questions, just click on one of the jump-to links below. It will take you directly to that part of the article.

Behavioral questions about teamwork and conflict resolution

  • Describe a time when you had to handle a conflict between two team members.
  • Can you share an instance where you went over and above to help a team member?
  • Tell me about a time when your team achieved a significant goal.
  • Share an example of when you had to adapt to a team member’s working style.
  • How have you handled a situation where a team member was not pulling their weight?
  • Can you give an example of a time when your team disagreed with your decision, and how did you manage it?
  • How have you handled personality clashes in your team?
  • Talk about a time when you had to motivate a demotivated team member.

Behavioral questions about problem-solving and decision-making

  • Describe a situation where you had to make a tough decision with limited information.
  • Tell me about a time when you solved a complex problem at work.
  • Can you share an instance where your initial solution to a problem didn’t work, and what did you do?
  • Give an example of a decision you made that was a failure. What happened and why?
  • How did you approach a situation where you had multiple problems to solve at the same time?
  • Discuss a situation where you implemented a creative solution to a problem.
  • Can you describe a time when you had to choose between two viable solutions?
  • Share an instance where you relied on your analytical skills to solve a problem.

Behavioral questions about leadership and management

  • Can you describe a situation where you led a project or a team to success?
  • Tell me about a time when you needed to get a team to improve its performance.
  • Share an experience of leading a team through a major organizational change.
  • Discuss a situation when you had to lead under pressure or a tight deadline.
  • How have you handled a non-performing team member?
  • Can you give an example of a time when you had to address an irate client or customer?
  • Describe how you have delegated tasks effectively in a past position.
  • Tell me about a time when you mentored or coached someone.

Behavioral questions about communication

  • Tell me about a time when you had to simplify complex information for a team or a client.
  • How have you persuaded someone to see things your way at work?
  • Give an example of how you handle communicating negative news to a team or a client.
  • Share an example where you had to give a presentation or a speech.
  • Can you share an instance where your communication skills helped avoid or resolve a situation?
  • Can you describe a difficult conversation you’ve had at work and its outcomes?
  • Describe a time when you effectively used written communication.
  • How have you handled communicating with a diverse group of individuals?

Behavioral questions about initiative, ownership, and motivation

  • Can you provide an example of when a project or an idea you initiated benefited your team or organization?
  • Describe a time when you volunteered to expand your knowledge at work, without being asked to.
  • Tell me about a time when you worked under close supervision or without supervision.
  • Talk about a project or task you started on your own initiative.
  • Tell me a situation when you saw some problem and took the initiative to correct it rather than waiting for someone else to do it.
  • Can you detail a situation when you had to go above your normal duties to get a job done?
  • Share an instance where your self-motivation helped you achieve a professional goal.
  • Describe a time when you stayed motivated despite a challenging work situation or environment.

Now, let’s see some great sample answers to behavioral interview questions.

When reading those answers, pay close attention to how each one uses the STAR interview method. Try to identify the Situation, Task, Action, and Result in each one — you’ll be surprised how easy it is.

Behavioral questions about teamwork and conflict resolution

In just about any role, you’ll be a part of a collective: your team, and, on a wider scale, your company. Being collaborative and easy to work with is important for both productive collaboration and a healthy atmosphere.

Interviewers are going to ask behavioral questions about teamwork and conflict resolution in order to assess your:

  • Communication skills
  • Adaptability
  • Tolerance and assertiveness
  • Transparency and honesty
  • Conflict resolution skills
  • Emotional intelligence
  • Ability to be an integral part of a collective

How to answer these questions

Now that you know what skills to focus on, here’s how to answer behavioral questions about teamwork and conflict resolution.

Use real-life experience

Stick to specific, real-life examples that reflect your ability to collaborate, resolve conflicts, and enhance team performance.

If you don’t have an example from your work experience, you can use one from your personal life, as long as you don’t reveal confidential information. Or, if you’re still a student, a recent graduate, or a junior candidate, you can draw inspiration from your education and list examples from student projects, extracurricular activities, and similar experiences.

Demonstrate your role

In your story, clarify your individual contribution to the team’s success, and always link your actions to positive team outcomes. But to demonstrate you’re a team player, make sure to give credit where it’s due. Interviewers will immediately notice if you’re overselling your involvement.

Show empathy and soft skills

To be able to work well in a team and resolve conflicts successfully, you need to have empathy. So make sure you pick an example that clearly demonstrates you’re able to step into someone else’s shoes. Soft skills like communication and problem-solving will always be a plus.

Stay positive

Frame your answer positively by showcasing your learning and growth, regardless of the challenges faced. This will be especially important for questions that inquire about less pleasant situations, like times when you had to resolve a conflict or deliver negative feedback to someone in your team.

For a full, detailed guide, read Conflict Resolution Interview Questions: Example Answers & Tips and How to Answer Teamwork Interview Questions (Tips and Examples).

And check out the video:

Or, if you’re working in an international company, learn how to answer behavioral questions about intercultural fluency.

Behavioral teamwork questions with sample answers

Describe a time when you had to handle a conflict between two team members.

Sample answer (Customer service): In my previous company where I worked as a team lead of a small customer service team, I noticed a growing conflict between two people — let’s call them James and Sally. It was obvious something was wrong and the negativity started to spill over to other team members. So I scheduled a private meeting to hear their perspectives. Sally thought that James wasn’t pulling his weight and it prolonged their response time to customers. James, in turn, was frustrated by Sally’s communication style and was hurt by the lack of transparency between them. We talked it out, got to the root of James’ lack of motivation, and set up a development plan for him. Sally started working on her communication skills and assertiveness, and they both had my support during the process. In the weeks to come, their relationship started improving. James became more engaged at work, and Sally learned how to communicate transparently. Soon after, our customer satisfaction scores increased. This experience taught me how important it is to proactively address issues before they escalate.

Why we like it: The candidate placed emphasis on their proactivity and highlighted their strengths: problem-solving, communication skills, and dedication to a healthy work environment. They also displayed an action mindset by devising a development plan for the underperforming team member instead of focusing on negative feedback — a sign of a true leader.

Can you share an instance where you went over and above to help a team member?

Sample answer (Teacher): In the last school I worked at, my colleague was coping with a family emergency. It lasted for two months and juggling her teaching responsibilities with everything else she had going on was impossible. I wanted to offer her support because I knew that she struggled and it had an impact on her performance. We spoke openly and, because I legally couldn’t take on some of her classroom duties, I offered to take over leading the drama club, which would free up some of her time. I also offered her a hand and invited her to regular coffee breaks, because I knew she needed a friend. She was grateful for my assistance, as she had more time to focus on her personal matters without damaging her students’ education. After some time, the issue was resolved and she could return to her regular duties. I’m glad I stepped up to help her, as it helped us build our relationship and create a supportive environment.

Why we like it: The candidate focused on their intrinsic motivation and highlighted important skills like helping others and communicating transparently.

Tell me about a time when your team achieved a significant goal.

Sample answer (Hospital administrator): The hospital I work at, and my team specifically, was faced with a significant challenge 2 years ago: to reduce the waiting time for joint replacement surgeries. The goal was to shorten the average waiting time from 12 to 8 weeks without compromising the quality of care. So we decided to streamline our processes. We analyzed each step of the patient journey, starting from initial consultation to post-surgery care. It helped us identify roadblocks like operating room availability problems and regulatory compliance duration process. To fix this, the surgeons optimized their schedules, the nurses implemented a more synchronized pre- and post-operative care approach, and we created a program to educate patients on joint health, hoping it would help them avoid surgery altogether. We worked tirelessly for several months and eventually achieved our goal. We reduced the waiting time to 8 weeks and improved satisfaction scores. And sure, reaching the target was an enormous success, but I was also thrilled by our ability to come together and commit to this shared goal.

Why we like it: The candidate focuses on specific goals and results, answers the question directly, and highlights teamwork.

Share an example of when you had to adapt to a team member’s working style. 

Sample answer (Marketing): Last year, I was assigned to work on a big project with a new colleague. Our task was to develop a marketing campaign for a high-profile product launch, but right away I noticed the differences in our work styles and approach to project management. I was more flexible and focused on the big picture, and he preferred a detail-oriented, structured approach. I started an honest conversation with him to see how we could collaborate effectively, and we agreed that I would take charge of the overarching strategy and creative direction. He, on the other hand, would focus on the execution, budgeting, monitoring, and updating the higher-ups. We scheduled regular meetings to ensure we stayed aligned. It was a game-changer. His organizational skills helped me be more focused and my creative freedom helped him loosen up and contribute with some awesome ideas. Each did our part and we ended up with a campaign that brought in $80,000 in revenue in the first month alone.

Why we like it: The candidate was dedicated to finding common ground with the coworker without imposing his way of work. He was also focused on measurable achievements.

Other questions you might hear:

  • How have you handled a situation where a team member was not pulling their weight?
  • Can you give an example of a time when your team disagreed with your decision, and how did you manage it?
  • How have you handled personality clashes in your team?
  • Talk about a time when you had to motivate a demotivated team member.

Behavioral questions about problem-solving and decision-making

Problem-solving skills are some of the most important skills in the workplace. They ensure that you do your job well, but that you also successfully handle new situations and uncharted territory.

You’ll get questions about problem-solving and decision-making because interviewers want to assess your:

  • Creativity and innovation
  • Research skills
  • Analytical thinking
  • Learning from mistakes
  • Risk assessment
  • Capacity to make well-informed decisions

How to answer these questions

Demonstrate your process

Walk the interviewer through how you identified the problem, weighed the options, made the decision, and implemented the solution.

Show flexibility and creativity

If your solution required creative thinking, adaptability, or changing plans, don’t shy away from mentioning it.

Detail the outcomes

Provide specific details regarding the result of your efforts. This will prove you’re result-oriented and able to draw lessons from different experiences.

Emphasize dedication to learning

If the outcome was different from what you expected, or if it was a flat-out fail, emphasize what you learned from the situation and how you’ve applied this learned experience in subsequent actions.

For a full, detailed guide, visit this link: Answering Problem-Solving Interview Questions: Tips and Examples

Problem-solving behavioral questions with sample answers

Describe a situation where you had to make a tough decision with limited information.

Sample answer (Software Developer): A few months ago, while working on an important project with a tight deadline, we encountered a technical issue and we didn’t have much time. My task was to address the problem and fix it as soon as possible. I gathered all the available data, discussed it with the rest of the team, and even reached out to my mentor from the previous company. It became apparent that there was an issue with our third-party API, and we didn’t know if the API provider would resolve it. So it all boiled down to either waiting for the API provider to take action, which would jeopardize the deadline, or investing time and resources to develop an in-house workaround. I decided to do the latter and wanted to find a temporary workaround until the API provider gets back to us. It was the right decision. Sure, the external issue went on for a few more weeks, but we met the deadline with our alternative solution. The client was happy and thankful. It was stressful, but it paid off.

Why we like it: The candidate described their thought process and how they reached conclusions.

Tell me about a time when you solved a complex problem at work.

Sample answer (Accountant): Two years ago, Globex acquired several smaller companies in a short time. Right away, there was a problem: how to consolidate financial data and ensure the accuracy and integrity of financial statements for all companies involved. As an accountant, I had to solve this issue together with a few more coworkers. I consolidated financial statements and maintained compliance with accounting standards. Then I worked with the team to revamp consolidation processes and streamline the workflow. I also strongly advised that we implement a rigorous QA system to review all financial statements at all stages of consolidation. In the end, we managed to pull through and consolidate all the financial data.

Why we like it: The candidate describes their way of thinking and emphasizes the importance of combining hard skills and teamwork. They also give credit to teammates involved in the process.

Can you share an instance where your initial solution to a problem didn’t work, and what did you do?

Sample answer (Marketing): In my role as a Content Manager in a B2B SaaS company, my primary task was to improve website content and drive more traffic to the website. I analyzed the available data and the state of the website and decided to focus on optimizing existing content and doubling down on new content to boost organic traffic. After that quarter, it became apparent that the results were not what I expected. So I re-assessed the situation and saw we were not actionable enough, in addition to not nudging people towards converting. In response to that, I decided to focus more on the BOFU content and incorporate more relevant materials in our articles, like infographics, videos, and interactive quizzes. The team also did a technical audit of the website and made sure we were clear on that side. From there, we started to see a gradual increase in traffic and conversions. By the end of the next quarter, there was a 17% increase. This shift also boosted our authority in the industry in the long run, as we were invited to several podcasts to discuss content strategy. The experience taught me the importance of adaptability in a rapidly evolving area like digital marketing. I also learned to be more detailed with my research and to make decisions based solely on the available data, even if it goes against your assumptions.

Why we like it: The candidate displays resilience, adaptability, and data-oriented thinking.

Give an example of a decision you made that was a failure. What happened and why?

Sample answer (HR): In my role as the head of HR at Globex, we were experiencing a surge in hiring demands. This was 3 years ago, during a period of rapid growth for the company. To keep things under control, we decided to implement an Applicant Tracking System (ATS) to increase efficiency. My job was to lead the implementation and make sure the transition went smoothly. After the appropriate ATS software was chosen, I started working on the implementation process including data migrations, training sessions, and communication strategy. I held several training sessions for the entire HR team and once we started actual work, a lot of problems arose. The system was not user-friendly, which led to inefficiencies in the recruitment process. Data migration was more challenging than we expected, and several team members were resistant to change and found it difficult to navigate through the new software. All of this affected our morale and caused a lot of frustration. In retrospect, I should have thoroughly assessed the user experience of every ATS software that made it to the final round. If I could go back in time, I would definitely involve a few other people and ask for their feedback regarding each software’s user-friendliness. This unpleasant experience taught me to take a more holistic approach when making changes, too. If our communication plan was more detailed, I don’t think we would have faced such resistance to change. Eventually, we found and implemented a new ATS system that was a better fit for our needs, but I still remember the initial failure and the lessons it taught me.

Why we like it: The candidate speaks transparently about their failure. They focus on the positives, the lessons learned, and what they would do differently next time, which demonstrates the ability to learn from mistakes.

If you want to learn more about how to speak of your failures, head here: “Tell Me About a Time You Failed”: How to Answer + Examples.

Other questions you might hear:

  • How did you approach a situation where you had multiple problems to solve at the same time?
  • Discuss a situation where you implemented a creative solution to a problem.
  • Can you describe a time when you had to choose between two viable solutions?
  • Share an instance where you relied on your analytical skills to solve a problem.

Behavioral questions about leadership and management

If you’re applying for a management position, answering these questions properly will be crucial. But even if you’re not, interviewers might like to evaluate your leadership potential.

You’ll get behavioral questions about leadership and management because interviewers would like to assess your:

  • Time and task management skills
  • Delegation skills
  • Ability to organize the team
  • Ability to take the lead, especially in risky situations
  • Ability to inspire others
  • Strategic thinking
  • Openness to new ideas and strategies
  • Data management skills and analytical thinking

How to answer these questions

Recall real events

Talk about experiences where you’ve shown leadership or management skills, even if not in a formal managerial position. It can be something from your work experience or experience leading a student project, or managing extracurricular activities.

Showcase your strategy

Describe how you planned, delegated tasks, motivated the team, managed resources, and handled challenges. Highlight what motivated you and why you made certain decisions.

Promote soft skills

Highlight your management and leadership skills (decision-making, problem-solving, communication, analytical skills, proactiveness, innovation, risk and crisis management…) and describe what motivates you, as well as why you find this kind of work rewarding.

Connect to outcomes

Connecting actions from your story to specific outcomes justifies your decisions and gives validity to your leadership and management style.

For a detailed guide to management-focused behavioral questions, read Behavioral Interview Questions: Leadership [How to Answer + Examples].

Behavioral questions about leadership and sample answers

Can you describe a situation where you led a project or a team to success?

Sample answer (Store manager): Two years ago, our store was underperforming, quarter after quarter, in terms of sales and customer satisfaction. It took a toll on everyone in the team and the atmosphere was a bit grim. I realized we needed to do something ASAP to turn things around. So I went through our financial reports, reviewed the data, and conducted customer surveys in the store. We didn’t have a loyalty program, and our store’s layout prevented us from monetizing accessories that were bestsellers in other stores in the city. So we rearranged the entire store, set up customer loyalty programs, and improved our checkout process. I kept monitoring the performance and implemented customer surveys throughout the project. After a month, we started to see the needle move. The revenue increased by 12% and we had 35 customers join the VIP list. The numbers grew steadily from there. Our success was recognized by senior management and our store became a benchmark for best practices in the retail chain in our city.

Why we like it: The candidate took a holistic approach to solving the problem, displayed a customer-centric mindset, and was able to showcase their strategy, step-by-step, in order to prove their point. They also gave credit to the entire team, demonstrating teamwork and great interpersonal skills.

Tell me about a time when you needed to get a team to improve its performance.

Sample answer (Marketing): Last fall, I led a small Operations team in an email marketing agency. A few months before, we had several new people join our team who were still getting used to our way of work. I’ll admit that the team was slightly underperforming and I thought we were not ready for the upcoming Black Friday period, which is the key time for any email marketing agency focused on e-commerce. So two months before the season, I created a detailed strategy including exact offers, tiered email lists, sending frequencies, type of content we’ll need, and similar. Then I scheduled weekly hour-long calls to review the strategy and best practices around all email marketing components: deliverability, copy, design, personalization, and similar. I had strong professionals from the agency join and discuss different approaches and ideas with the team. The team soon got up to speed, got in the mood for rocking that holiday season, and the new people reported that they learned so much from our sessions. When the busy season hit, we were very well-coordinated, each person knew exactly how and what to work on and they owned their work like never before. We brought $3M in revenue to our clients that year, and the entire team got nice bonuses for their great performance. The positive energy was contagious, so I’ll definitely use this approach in the future, too.

Why we like it: The candidate displays equal focus on the strategy and the well-being of the team. Proactiveness and problem-solving are also their strength, and they are detailed in their description of the plans and procedures. The candidate also connected their efforts to specific results to prove efficiency.

Share an experience of leading a team through a major organizational change.

Sample answer (Marketing): In my last company, we had several layoffs. The team that I led was among the ones affected. The work of the 3 who left had to be split between 4 people who remained in the department. People quickly got tired, overworked, and frustrated. More mistakes were happening, and more conflicts arose. As their manager, I had to do something. I invited them to a team meeting to go over what can be done. I showed my appreciation for their work and asked for ideas on how to overcome this difficult period. We had an hour-long brainstorming session which generated some superb ideas. We came up with 2 solutions: to stop working on low-importance, low-urgency tasks, which saved us 10 hours per week, and to temporarily get rid of rigid but insignificant administrative procedures and have HR take over those. Within the first month, we saw the effects. The work was evenly distributed, everyone had time for their duties, and the quality of our output got better. Even though I was their team leader, I acted as a team member and welcomed all of their ideas, helping them understand their feedback is important to me. It really taught me the importance of transparent communication and empathy.

Why we like it: The candidate displays problem-solving skills, empathy, and a focus on interpersonal relationships within the team.

Discuss a situation when you had to lead under pressure or a tight deadline.

Sample answer (Graphic design): I led a team of graphic designers when we were handed an important project from our main client. The deadline was exceptionally tight, as they needed branding, digital ads, and print materials from their product launch. As soon as we got the brief, I scheduled an emergency meeting to assess the scope, divide the tasks, and set a clear timeline for each. I knew it was a high-pressure project, so I organized coworking sessions where we’d work together on video calls, so that everyone could communicate questions or issues right away. This also helped us maintain a positive attitude as we were in it together. Anyway, I prioritized the tasks based on their impact on the campaign and we made sure to finalize those first. After a few critical touchpoints, we were able to breathe and relax a bit, and we managed to complete the project two days before the deadline. Client feedback was great, and with a few minor tweaks, we were able to push everything live. The client then extended their contract with our agency for additional 6 months. But my reward was seeing the entire team working hard towards a mutual goal. Their dedication and efficiency in a challenging situation were admirable. I’m 100% sure the key was in transparent and effective communication from day 1.

Why we like it: The candidate included all the elements of a good answer: details regarding the problem and how they intended to solve it; what they did to motivate the team; measurable results as the outcome, and their thoughts on what was key for the success.

If you’d like to learn more about different management styles, read What Is Your Management Style? Sample Answers + How-to.

For more common questions, check out this video:

Other questions you might hear:

  • How have you handled a non-performing team member?
  • Can you give an example of a time when you had to address an irate client or customer?
  • Describe how you have delegated tasks effectively in a past position.
  • Tell me about a time when you mentored or coached someone.

And if you’re applying for your very first leadership position, check out 20+ First-Time Manager Interview Questions and Answers + Tips.

Behavioral questions about communication

No matter the role, the industry, or the company, effective communication is at the heart of good on-the-job performance. Great communication makes you easy to work with, but it also helps you ensure each project is carried out successfully, each idea is explained transparently, interpersonal relationships are managed appropriately, written documentation is spotless, and so much more.

By asking behavioral interview questions about communication, interviewers want to assess your:

  • Verbal and non-verbal communication
  • Body language
  • Active listening skills
  • Way of synthesizing and conveying information
  • Conciseness
  • Relevance to the role and culture fit (especially important in Customer Service and Sales jobs)

How to answer these questions

✅ Describe your communication strategy

Talk about how you adapt your communication style to each person, how you ensure the clarity of your message, and how you take care of non-verbal communication and body language. But also make sure to display these skills on the spot!

✅ Emphasize empathy

Show understanding that emotions are at the core of communication. Talk about how you connect with and speak to the emotions of those you communicate with, as well as how you handle your emotions while communicating, especially in unpleasant or high-pressure situations.

✅ Showcase results

If possible, illustrate how your communication contributed to positive results like improved relationships, successful project completion, or conflict resolution. Provide details to be more credible.

Sample behavioral questions about communication

Tell me about a time when you had to simplify complex information for a team or a client.

Sample answer (Sales): A few months ago, I was trying to meet with the Managing Director of an email marketing agency to introduce him to our ESP (Email Service Provider) software. I prepared a thorough presentation explaining all of our functionalities and concepts. But then his Executive Assistant told me he was going to speak to me that day, as the Managing Director had an urgency and couldn’t attend the call. The assistant wasn’t that familiar with email marketing tools, concepts, and processes, and I realized I would have to change my approach drastically. In order for him to understand key functionalities like campaign builder, flow builder, deliverability checker, and similar, I used a puzzle analogy. I explained that our software’s key components are like pieces of a puzzle. Then I went on to describe how campaigns are like different puzzle patterns we need to put together strategically, like marketers put together content and audience targeting to create an effective email campaign. I explained each functionality in a similar manner, and he said it was easier for him to grasp the technical aspects. He said he would notify the Managing Director about this and wanted to set a follow-up meeting with the Operations team and the Managing Director to further explore our options. Eventually, they signed up for our ESP services. This situation taught me the importance of adapting my communication style to the person I’m speaking with. Showing a bit of an effort goes a long way.

Why we like it: The candidate explained his communication strategy and described the simple analogy they used to communicate important information.

How have you persuaded someone to see things your way at work?

Sample answer (HR): One time, I found an ideal candidate for an important role in our company. But our hiring manager had reservations because of the candidate’s short employment duration at two of their jobs. I had to find a way to convince them he was the right fit. I gathered all the available data I could find, including specific evidence of the candidate’s achievements, like revenue growth and successful project completions. I also obtained a written recommendation from the previous employer. I proactively discussed the candidate’s short employment duration in two positions, and emphasized the fact that they worked for years on end in other positions. I emphasized the candidate’s commitment to the last role and the positive feedback they received in it. The hiring manager was finally able to understand the person behind a piece of paper and agreed to move forward with the process. That candidate eventually joined the company and excelled in their role. I realized how important it is to advocate for great candidates, and I learned how to look for and present relevant data in order to best assess candidate strengths and potential.

Why we like it: The candidate displays strong persuasion skills that are based on data. They also showed a strong will and integrity, as they were ready to advocate for what they believed to be the right thing to do.

Give an example of how you handle communicating negative news to a team or a client.

Sample answer (General): After COVID hit, my company was affected and had to let 20% of the people go. There were two people from my team that had to be let go and as their team leader, I was the first to let them know. I knew how much stress and pain this would cause, so I wanted to make sure I was doing everything I could to make the situation easier for them. I spoke openly and transparently to them, explaining the reasons why we had to let them go and how it didn’t have to do with their performance, but with the awful financial situation in the company. I told them they would get severance packages and that we hired an outplacement company to help them with their career transition. They got individual career coaching lessons which helped them land new jobs within two months, and I was more than happy to write recommendations to both of them. They appreciated the effort and we parted ways in a friendly manner. This was a stressful experience for me too, as it was the first time I had to do this kind of work. But I’m glad I went through it, as it taught me the importance of empathy and transparency in such difficult times.

Why we like it: The candidate displays empathy and puts people first, no matter how hard the circumstances are. Additionally, they’re focusing not only on transparent communication but also on specific steps they could take to help people land on their feet.

Share an example where you had to give a presentation or a speech.

Sample answer (Marketing): Early in my career, I had to give a presentation in front of our leadership team to update them about my team’s projects and performance that quarter, although I was bad at public speaking and anxious, on top of that. To overcome my fear, I knew I would have to go really hard on practicing. So I created a well-structured presentation and highlighted key points with a clear agenda. I had my team leader go through it and she suggested several improvements, which helped me perfect the presentation. I relied on visual elements to back up my claims and reinforce key messages, as well as to keep the audience engaged because I didn’t want them to focus only on my speaking. I practiced like crazy for 10 days, paying attention to my intonation, breathing, and body language. I became more confident because I knew exactly what to say, when to say it, and how. I was still a bit nervous, but my presentation was well-received. I got positive feedback on my ability to communicate complex ideas clearly, and it was a confidence boost I needed. I learned that preparation is the main ingredient for effective presentations. Over time, I improved my public speaking skills through practice and I started challenging myself to take on more speaking opportunities.

Why we like it: The candidate gave a detailed account of his preparation process and demonstrated an understanding of key elements of successful communication.

Other questions you might hear:

  • Can you share an instance where your communication skills helped avoid or resolve a situation?
  • Can you describe a difficult conversation you’ve had at work and its outcomes?
  • Describe a time when you effectively used written communication.
  • How have you handled communicating with a diverse group of individuals?

Behavioral questions about initiative, ownership, and motivation

Being intrinsically motivated, taking initiative, and being responsible for your work will make you thrive in just about any role. It will ensure you do your job well, stay motivated (and motivate others), and make consistent progress. Make sure to display that in your answers to behavioral questions about initiative, ownership, and motivation.

How to answer these questions

Elaborate on your actions

Detail how you identified an opportunity or problem, took initiative, and pursued a course of action to address it. Talk about what makes you take initiative and the different ways you take ownership of your work.

Showcase drive

Highlight how your self-motivation played a role in taking the initiative or assuming ownership, proving that you are a driven professional. Talk about what makes you motivated — intrinsically (personal satisfaction, sense of purpose, self-development) or extrinsically (external awards, certificates, bonuses, promotions).

Highlight results and learning opportunities

Show how your actions led to beneficial outcomes. Did it improve efficiency? Increase profits? Solve a long-standing issue? You can list quantitative (%, $) or qualitative (positive feedback, promotion) achievements. Additionally, if there were mistakes along the way, what did you learn? Highlight your dedication to continuous learning and improvement.

You might also be interested in how to answer behavioral interview questions about work ethic.

Behavioral questions about initiative + sample answers

Can you provide an example of when a project or an idea you initiated benefited your team or organization?

Sample answer (Executive Assistant): In my last role, I noticed an opportunity to increase our Operations team efficiency. As an Executive Assistant, I often worked with them and noticed they were struggling with data entry tasks, spending excessive time on it, which caused both delays and errors. I researched potential solutions and spoke to the team to hear their opinions. I suggested that we implement an automation tool for data entry because it would reduce manual work and the number of mistakes. I presented the idea to both the Operations team and the management, and I outlined all the potential benefits. They were willing to test it for a month or two, so I collaborated with our IT team to find the most suitable tool for us and to make sure the integration was seamless. Then I organized training sessions for the team. Eventually, we implemented the tool and after a month, improvement was visible, as we managed to reduce mistakes by 20% and had a quicker turnaround time for our projects. I realized how valuable proactiveness is because just one idea on my side contributed to the team’s better performance.

Why we like it: The candidate demonstrated a proactive attitude and focus on finding solutions instead of merely reporting the problem.

Describe a time when you volunteered to expand your knowledge at work, without being asked to.

Sample answer (Customer service): After 2 years in Customer service, I realized I wanted to move up and transition to the Sales team. The best way for me to do that was to try upselling some of our features to help our customers and contribute to increased revenue. I was thinking that if I manage to do that, I could ask my manager to expand my duties and get a raise. So I started researching best practices around sales and upselling. I went through some courses and spoke to one of my coworkers from Sales who agreed to mentor me for some time. I already had established trust with our customers, so that was a good starting point. In the beginning, it was hard, but I was determined. After an upsell or two, it became slightly easier and I started tracking my attempts and what worked. It helped me get better and better. After 3 months, I was able to join the Sales team and I got a raise. I learned that the best way to get a raise or a promotion is to take the initiative and leap into the unknown for a while. It’s much better than passively waiting for someone to notice my great work.

Why we like it: The candidate demonstrates their ability to make things happen. Their drive is proof that proactivity is one of the skills employers value the most.

Tell me about a time when you worked under close supervision or without supervision.

⚠️ Why it’s tricky: Some companies will value the ability to work efficiently under close supervision. Others will appreciate working without supervision. Your answer will depend on this, so make sure to carefully study the job ad in order to find clues as to what type of company you’re dealing with.
Sample answer (Copywriter): Two years ago, I joined an email marketing agency as a fresh graduate filling in the role of a copywriter. It was a super busy holiday season, so the onboarding process wasn’t as detailed as planned because senior copywriters didn’t have much time to dedicate to training me. So I decided to devour as many copywriting courses as I could to be able to start working as soon as possible. In addition to this, I was carefully studying emails that were already sent and that performed well. I tracked what type of copy worked and I started shadowing more experienced copywriters on client calls. As an English major, I quickly got the gist of everything, and I started producing copy quicker than expected. It was not perfect, but after the busy period ended, the more experienced colleagues had more time to help me. Their feedback was invaluable. Within 6 months, I felt as if I was in that agency forever. My work got better and better and the foundations I built there served me throughout my career.

Why we like it: The candidate is creative when it comes to coming up with solutions. They took the initiative and threw themselves into the unknown with enthusiasm.

Talk about a project or task you started on your own initiative.

Sample answer (Doctor): As a young GP, I work with a lot of high schoolers and generally young people. Speaking to them on a daily, I noticed huge gaps in their knowledge about sexual health which could have serious consequences. So last year I decided to be proactive and suggested to our practice manager that we organize a course consisting of several sex education lessons that would cover human development, puberty, anatomy, birth control, infections, sexual identity, and similar. I got the green light. I reached out to local high schools, school boards, and parents to ask for their input. Then me and three of my colleagues created a curriculum and dealt with logistical details, like finding a youth center where the course would take place. After a month of preparations, we conducted this workshop and asked all participants for feedback in order to improve. Because the course was well-received by schools, students, and parents alike, we decided to run it each year. This experience helped me realize the importance of collaboration and adaptability when dealing with sensitive topics like this one.

Why we like it: The candidate displays the importance of recognizing the gaps, in this case, the unmet community needs, and taking the initiative to fill them in with valuable input and support young people to ensure their well-being.

Other questions you might hear:

  • Tell me a situation when you saw some problem and took the initiative to correct it rather than waiting for someone else to do it.
  • Can you detail a situation when you had to go above your normal duties to get a job done?
  • Share an instance where your self-motivation helped you achieve a professional goal.
  • Describe a time when you stayed motivated despite a challenging work situation or environment.

Mistakes to Avoid When Answering Behavioral Interview Questions

Giving vague or imprecise answers

If you don’t provide enough information and detail, your answers will be weak. In addition, you might come across as unprepared or even inexperienced.

Instead of using buzzwords and meaningless, broad terms, explain exactly what you did and how it impacted your team or company.

Coming unprepared

Before the interview, review the job description and identify the key skills needed for the position. These will point you toward behavioral questions you’ll likely get.

For example, if you’re applying for a position in customer success, the job ad will probably talk about building and maintaining relationships, a customer-first approach, and similar. Take a look at the example below:

Job ad example

From the job ad, you know you can expect questions about communication, empathy, or analytical skills.

Pro tip: Because you’ll be using the STAR framework for your answers, you can think of a list of your qualities and achievements and then repurpose and modify them to fit different questions.

For example: Remember that one time when you decreased your team’s mistakes by 19% by introducing a new quality assurance checklist? You can use it to answer behavioral questions about:

  • Teamwork — Because the disorganized processes caused uneven workload and conflict among some teammates.
  • Problem-solving — Because too many mistakes caused low morale and affected team performance and reputation.
  • Leadership — Because you took the initiative to organize and introduce something new.
  • Communication — Because you had to prove to the team that the new process will yield results and you had to convince them to test it out.

See how easy that was?

To come up with a list of achievements and skills you can repurpose in a million different ways, think about:

  1. Your strengths
  2. Your weaknesses and areas for improvement
  3. Your proudest achievements
  4. What you learned from every company you worked for
  5. Your goals for the future

This will make you ready for literally any behavioral question interviewers might throw at you.

Not using the STAR method

Failing to use the STAR method for framing your answers will result in disorganized answers with no structure and no relevant details regarding your key skills and accomplishments.

You know, the random rambling we all kick ourselves for after the interview.

So make sure you always use the STAR method for answering the most common behavioral interview questions. It will help you relay your experiences effectively and ensure you don’t miss critical details — this will make your responses more engaging and informative, and you’ll be confident in your delivery.

Not talking about results

Whatever claim you make in your answer, you need to back it up with evidence.

This is why you simply need to bring up results — remember, that’s the final, critical element of your STAR answer.

For each achievement you talk about in your answers, make sure you mention:

  • Quantitative results (your actions saved $ for the company; increased revenue by %, decreased errors by %, decreased churn by %, bought in X new customers…)
  • Qualitative results (your actions brought you positive feedback from customers/managers, you got a bonus, you got a promotion, you were featured in the company newsletter…)

In addition, if you’re talking about your time and task management skills, or weaknesses you needed to improve, or processes that make you efficient, you can talk about:

  • The frequency of your work (booked X demos with clients per week, resolved X customer tickets per day, wrote X long-form pieces of content per month…)
  • The scale of your work (how big the budgets you handle are, how many people you manage…)

As soon as you bring up a specific number, you’ll sound more credible. So don’t forget to quantify your achievements and focus on results.

Going off-topic

Don’t try to outsmart the recruiter and redirect the conversation — it will never work and they might think you’re avoiding answering the question. Or, even worse, that you’re trying to hide something.

For every question you get, answer it directly. All the examples you provide should be relevant to the competency the behavioral question is trying to assess. Yes, you can make slight adjustments based on the question, your skills, and the job ad — but ultimately, you should always answer the question at hand.

Pro tip: If there’s a skill or an accomplishment you’re eager to talk about, wait for the perfect opportunity to bring it up. If you don’t get asked about it directly, wait for the question about a related skill and connect it to your answer.

Or, think of a smart question to ask at the end of the interview and find a way to incorporate your skill into the conversation. For example:

“Routine makes me thrive. I do my best work when I get repeatable tasks — at my last company, I was able to increase my output by 18% by using a clearly outlined process and the checklist that goes with it. That being said, what would a typical day look like for this role?”

This way, you’ll display your skills, hint at the kind of work environment that suits you, and ask a nice question that will give you plenty of insight into what you can expect from the role. Bonus points for impressing the interviewer. 😉

Being negative

Not all behavioral interview questions are about your strengths, accomplishments, and other pleasantries.

You’ll often hear the ones that will make you uncomfortable, like:

As uncomfortable as they might make you feel, it’s still important to answer them honestly and stay positive.

Put a positive spin on questions inquiring about your failures and weaknesses — make sure to address what you’re doing to prevent them from happening in the future, as well as what lessons your failures taught you. It will show your optimism and the ability to learn from your mistakes.

The same goes for questions about conflict and disagreements. Don’t play the blame game and make others involved look like the bad guys (even if you believe they were). Acknowledge what happened, show empathy and understanding, and display your commitment to a healthy workplace with transparent communication. It will show you’re not letting your ego get in the way.

Summary of the Main Points

  • Behavioral interview questions are questions that look to assess your key skills by looking at your past behavior.
  • They usually start with “Tell me about a time when…” and “Can you recall a situation when…”
  • The most common behavioral questions are about teamwork and conflict resolution, problem-solving and decision-making, leadership and management, communication, initiative, and motivation.
  • Use the STAR (Situation-Task-Action-Result) method for answering these questions.
  • Be as detailed as possible and practice in advance to improve your answer and delivery quality.
  • Highlight your quantitative and qualitative achievements.
  • Avoid giving vague answers, coming to the interview unprepared, and not talking about results.

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FAQs

What are scenario-based questions, and are they any different from behavioral questions?

Scenario-based interview questions are different from behavioral interview questions because they focus on hypothetical situations (“What would you do if…”) while behavioral questions focus on things that actually happened (“Tell me about a time when…”). For this reason, it might be easier to answer behavioral interview questions because you will base them on your actual experience, making the answer more detailed and credible.

Which behavioral questions are the most difficult to answer?

That depends on your experience, communication skills, and level of preparedness. If you get a question about a situation you’ve never been in, it might be tricky to answer. If you don’t prepare for behavioral questions in advance, it will get even harder. Additionally, candidates usually find behavioral questions about conflict, failures, and weaknesses to be difficult. But we provided useful tips for successfully answering these questions nonetheless — just scroll up.

How can I answer a behavioral question if it refers to a situation that never happened to me?

You can openly say that you’ve never been in that situation, but you’ll give a prediction on how you’d react. Then you can talk about what you would do and how you would react. Additionally, you can mention related experiences from the past that demonstrate the skills the initial question is trying to test. You can also emphasize transferable skills: for example, if you get a leadership question but you’ve never been in a leadership position, you can talk about a time when you displayed problem-solving, decision-making, and communication skills — all of which are crucial for a leadership position.

Can I use examples from my professional career to answer behavioral questions?

Yes, you should base all your answers on your professional career. Alternatively, if you don’t have years of experience, you can use examples from your academic past or personal life, if they illustrate relevant skills that behavioral questions are trying to assess.

What if I don’t understand a behavioral question I’m being asked?

Ask for clarification — it’s much better than giving a weak, vague answer that will prove you didn’t understand the question in the first place. You can also rephrase the question to make sure you understand it, take your time to think about it, and stay calm and confident.

Do I have to use the STAR method for answering all behavioral questions? Are there alternatives?

The STAR method is the most suitable method for answering all behavioral questions, as it covers key aspects you need to talk about. Some STAR alternatives you can use are called the SOAR (Situation-Obstacle-Action-Result) approach, SAO (Situation-Action-Outcome) method, or PAR (Problem-Action-Result) framework. But if you think about it, they are very, very similar to the STAR (Situation-Task-Action-Result) method — all those techniques are based on providing context, explaining what you did, and showcasing the final result.

Maja Stojanovic
A writer specialized in interview preparation and resume building. Spent 5+ years tirelessly seeking a meaningful, rewarding job. Which is exactly what I’ll help you find.
Edited By:
Briana Dilworth
Briana Dilworth
Fact Checked By:
Pamela Skillings
Pamela Skillings

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