How to Answer Behavioral Interview Questions Like a Star

Behavioral interview questions are a common feature of the job interview process, designed to assess how you have handled situations in the past and predict how you might approach similar challenges in the future. These questions usually start with phrases like “Tell me about a time when…” or “Give me an example of…” and are an excellent way for employers to gauge your competencies, problem-solving skills, and overall fit for the role.

While they may sound tricky at first, with the right preparation, you can turn behavioral interview questions into a showcase of your best qualities. In this blog, we will discuss how to answer behavioral interview questions like a star, providing you with practical tips and strategies to confidently tackle these questions and impress your interviewer.

Understanding Behavioral Interview Questions

At their core, behavioral interview questions are designed to give employers insight into how you’ve behaved in past situations. Employers believe that past behavior is the best predictor of future performance, so they want to understand how you’ve handled challenges, worked with colleagues, dealt with conflict, and managed your responsibilities.

Some common examples of behavioral interview questions include:

• “Tell me about a time when you had to handle a difficult customer.”

• “Describe a situation where you had to work under pressure to meet a deadline.”

• “Give me an example of a time when you had to resolve a conflict within a team.”

  
  

These questions can seem intimidating, but if you approach them with the right mindset and preparation, they provide a fantastic opportunity to showcase your abilities and experience.

The STAR Method: Your Secret Weapon

One of the most effective techniques for answering behavioral interview questions is the STAR method. The STAR method helps you structure your responses clearly and concisely, ensuring that you cover all key points without rambling. Here’s how it works:

• S – Situation: Set the scene by describing the situation you were in. Provide enough context for the interviewer to understand the background.

• T – Task: Explain the task or challenge you were facing. What needed to be done, and what was your role in the situation?

• A – Action: Detail the specific actions you took to address the situation. Focus on what you did, not the team as a whole, to showcase your contributions.

• R – Result: Finally, explain the outcome of your actions. What were the results, and how did your efforts benefit the team, department, or company? Where possible, quantify the results (e.g., increased sales by 20%, reduced processing time by 30%).

  
  

Let’s break down a sample question using the STAR method.

Question: “Tell me about a time when you had to manage a difficult project with a tight deadline.”

• Situation: “In my previous role as a project manager, I was tasked with overseeing a product launch with a very tight deadline. The client had requested that we deliver the product in four weeks, but the original timeline was six weeks.”

• Task: “My job was to ensure that the team met this new deadline while maintaining the quality of the product and keeping the client satisfied.”

• Action: “I first re-evaluated the project plan and identified the areas where we could streamline processes without compromising quality. I delegated tasks more efficiently to team members based on their strengths and availability, and I also set up regular check-ins to ensure we stayed on track. I communicated regularly with the client to manage expectations and kept them updated on our progress.”

• Result: “As a result, we successfully launched the product on the new deadline, and the client was thrilled with the result. The project was completed 10% under budget, and the client gave us a positive testimonial, which helped us secure a follow-up contract for additional work.”

  
  

By using the STAR method, you’ve clearly answered the question, provided context, and demonstrated your ability to manage difficult situations effectively.

Tailor Your Responses to the Job Requirements

To make your answers even more compelling, tailor your responses to the job you're interviewing for. Review the job description and identify the key skills and attributes the employer is looking for. Then, select examples from your past experiences that align with those skills. For instance, if the role requires strong communication skills, choose an example that highlights your ability to communicate effectively with colleagues, clients, or stakeholders.

Let’s say you’re applying for a customer service position, and the employer is looking for someone with excellent problem-solving abilities. You might choose to answer a behavioral question like, “Tell me about a time when you dealt with an unhappy customer” with an example that showcases your ability to resolve conflicts and maintain positive relationships with customers.

Keep Your Answers Focused and Relevant

One of the biggest mistakes candidates make when answering behavioral interview questions is going off on tangents or providing too much unnecessary detail. While it’s important to provide context, you want to make sure your answer stays focused on the key points.

Follow the STAR method to keep your answer structured and relevant. Avoid getting bogged down in irrelevant details, such as explaining personal opinions or providing excessive background information. Stick to the facts, and ensure that your answer highlights the specific skills and attributes the employer is looking for.

Be Honest, But Highlight Your Strengths

It’s important to be truthful when answering behavioral interview questions. Employers appreciate honesty and transparency. However, you should always frame your answers in a way that highlights your strengths and shows how you’ve grown from challenging situations.

For example, if asked about a time you failed or made a mistake, don’t shy away from discussing it. Instead, focus on how you took responsibility for the situation, learned from it, and implemented changes to prevent it from happening again. This shows self-awareness, accountability, and a commitment to personal and professional growth.

Here’s an example of how you might answer a question about failure:

Question: “Tell me about a time when you failed to meet a goal.”

• Situation: “I was working on a marketing campaign for a product launch, and the goal was to increase website traffic by 30% within three months. Unfortunately, due to unforeseen delays in content creation, we fell short of this target.”

• Task: “As the campaign manager, it was my responsibility to ensure the timeline was adhered to and the targets were met.”

• Action: “I took ownership of the situation and immediately re-prioritised tasks. I collaborated with the content team to speed up the content creation process and adjusted our marketing strategies to focus on the most effective channels. I also communicated with the stakeholders to keep them updated and adjusted our goals accordingly.”

• Result: “Though we didn’t hit the original target, we increased website traffic by 18% over the next two months, and the lessons learned from this campaign helped us improve our planning and execution for future projects. Our marketing team later implemented new project management tools to prevent similar delays.”

  
  

By answering in this way, you show that you can take ownership of your mistakes, learn from them, and make improvements moving forward.

Practice Makes Perfect

One of the best ways to excel in answering behavioral interview questions is to practice. The more you practice, the more comfortable you will become with the STAR method and the better you’ll be at structuring your responses. You can practice on your own or with a friend or family member who can provide feedback. The key is to focus on answering questions clearly and concisely while showcasing your strengths.

You can also rehearse responses to common behavioral interview questions, but make sure not to memorise them word for word. The goal is to come across as natural and authentic, rather than scripted.

Final Thoughts

Behavioral interview questions may seem daunting, but with the right preparation, you can answer them confidently and impress your interviewers. By using the STAR method, tailoring your responses to the job, staying focused on the key points, and being honest while highlighting your strengths, you can turn these questions into an opportunity to showcase your skills, achievements, and problem-solving abilities.

Remember, interviewers are not just looking for a “perfect” answer—they want to see how you approach challenges and how your past experiences can contribute to your future success. So, answer each question thoughtfully, confidently, and with a focus on how you’ve made a positive impact in your previous roles.

If you need assistance with Job Interview Coaching as well as creating an impactful resume and cover letter, contact Adrienna, your Perth Resume Writing Specialist, at 0423 686 904 or email hello@adriennasresumes.com