Behavioural Interview Questions to Identify Your Top Candidate
When it comes to hiring, one of the most effective tools for evaluating candidates is the behavioural interview. Unlike traditional interviews that focus on hypothetical scenarios or resume details, behavioural interviews dig deep into past experiences to predict how someone will perform in future situations. The premise is simple: past behaviour is a good indicator of future behaviour.
In this post, we'll explore how to craft behavioural interview questions that reveal critical insights about candidates—and, more importantly, how to encourage answers that provide meaningful, actionable data for your hiring decisions.
Why Behavioral Interviews Matter
Behavioural interviews give hiring managers a more reliable view of a candidate’s skills, work style, and decision-making process. By focusing on specific instances where the candidate had to apply their skills, they eliminate the guesswork, allowing you to see real-world examples of how they handle challenges, collaborate with others, and make critical decisions. This leads to more informed and successful hiring decisions.
Key Components of Behavioral Interview Questions
Behavioural questions are designed to elicit detailed responses based on past experiences. These questions usually begin with phrases like:
"Tell me about a time when..."
"Give me an example of..."
"Describe a situation where..."
These prompts are typically tied to competencies such as leadership, teamwork, problem-solving, communication, or adaptability. For example, if you're hiring for a leadership role, you might ask a question that reveals how the candidate motivates or manages a team under pressure.
The STAR Method
One of the most effective ways to ensure you receive structured, revealing answers is to encourage candidates to use the STAR method:
Situation: What was the context or background?
Task: What was their responsibility in the situation?
Action: What specific steps did they take to resolve the issue?
Result: What was the outcome of their actions?
By framing behavioral interview questions with the STAR method in mind, you’ll guide candidates to give responses that demonstrate their thought process and problem-solving skills. Encourage them to elaborate on each element, particularly their actions and the result, which are critical for assessing their potential impact on your team.
Steps to Craft Effective Behavioural Interview Questions
To create insightful behavioural questions, follow these key steps:
1. Identify the Core Competencies You’re Looking For
Before writing your questions, you need a clear understanding of the traits or skills that are most important for the role. Common competencies include:
Leadership
Teamwork
Problem-solving
Conflict resolution
Time management
Initiative
Adaptability
Communication
Each of these competencies will require different questions. For example, for leadership, you might ask:
"Tell me about a time when you had to lead a team through a challenging project. What obstacles did you encounter, and how did you overcome them?"
For adaptability, you could ask:
"Describe a situation where you had to adjust to a major change at work. How did you handle it, and what was the outcome?"
2. Focus on Open-Ended Questions
Effective behavioural questions are open-ended, encouraging candidates to provide detailed answers. Avoid yes/no questions or those that can be answered too briefly. The goal is to create an opportunity for the candidate to share a story that illustrates how they apply key skills in real situations.
For example, instead of asking:
"Have you ever had to deal with a difficult coworker?"
Try:
"Can you tell me about a time when you had to resolve a conflict with a coworker? How did you approach the situation?"
This format invites the candidate to explain the situation in detail and reflect on their approach, showing how they navigate interpersonal challenges.
3. Make Your Questions Role-Specific
Your questions should be tailored to the specific responsibilities and challenges of the position you’re hiring for. Take the time to review the job description and identify which competencies are most critical for success. Then, craft questions that reflect scenarios the candidate might face in that role.
For instance, if you’re hiring for a sales position, you might ask:
"Tell me about a time when you had to close a deal with a difficult client. What strategies did you use, and what was the outcome?"
For a customer service role, you could ask:
"Describe a situation where a customer was unhappy with your service. How did you handle it, and what was the result?"
By focusing on situations directly related to the role, you'll gain insights into how well the candidate can perform the job.
4. Follow Up for Clarity and Depth
Don’t stop at the initial answer. Often, the first response may not be as detailed as you’d like. Follow-up questions can prompt the candidate to provide additional insight. Ask for more specifics about their actions or the outcome, such as:
"Can you walk me through your thought process during that situation?"
"What would you do differently if faced with a similar challenge again?"
"What was the feedback from your team or manager?"
These follow-ups encourage candidates to reflect more deeply on their experiences, giving you a clearer picture of their abilities.
5. Listen for Behavioural Cues
When candidates answer, listen not just to the content, but for underlying behavioral cues. Pay attention to whether they:
Take accountability for their actions or place blame on others
Describe specific actions they took, or speak in vague generalities
Show an understanding of how their actions contributed to outcomes
Demonstrate growth or learning from the situation
Their responses will reveal not just what they’ve done, but how they think, approach challenges, and interact with others in the workplace.
Sample Behavioural Interview Questions
Here are a few sample questions across various competencies to inspire your interviews:
Leadership: "Can you describe a time when you had to lead a team that was struggling? How did you identify the issues, and what actions did you take to turn things around?"
Problem-solving: "Tell me about a time when you faced an unexpected challenge at work. How did you resolve it, and what was the final result?"
Teamwork: "Describe a situation where you had to collaborate with a difficult team member. How did you handle it, and what was the outcome?"
Time Management: "Give me an example of a time when you had to manage multiple projects simultaneously. How did you prioritize, and how did you ensure everything was completed on time?"
Conclusion
Crafting effective behavioural interview questions is essential for uncovering the real potential of your candidates. By focusing on past behaviours, you'll get a clearer sense of how they’ll respond to similar challenges in your organization. The key is to be deliberate in your question design, asking open-ended, competency-based questions, and following up to dig deeper into their experiences.
With thoughtful preparation and active listening, you’ll uncover revealing answers that lead to better hiring decisions.
