In the role of the interviewer, the objective is clear: to discover the candidate’s true skills, beyond the confines of a resume. Behavioral interview questions are the chosen tools for this quest, aiming to illuminate the candidate’s past experiences and shed light on their actions and reactions. Its a commonly used technique in the tech industry and used by companies such as Google and Amazon.

Focus on past experiences

Behavioral interviewing is a recruitment strategy centered on evaluating candidates through their actions in past work scenarios. The primary objective of this interviewing approach is to encourage candidates to unveil their responses to specific situations, offering insights into how they might handle comparable circumstances if hired. Within a behavioral-based interview, hiring managers typically employ open-ended questions, prompting candidates to share comprehensive insights, enabling the assessment of their character and disposition.

This form of interviewing operates on the premise that a candidate might possess the necessary experience, technical skills, and academic qualifications. Unlike mere hypothetical scenarios, behavioral questions are more like snapshots frozen in time – moments that reveal the candidate’s genuine responses to diverse challenges. The interviewer seeks not the speculative “what-ifs,” but the genuine “what-was.” Each behavioral question beckons a specific narrative from the candidate’s past, inviting them to recount instances of tackling tech problems, exercising leadership, or displaying harmonious teamwork.

Behavioral example questions

Okay, lets take a look at a few examples.

Example Question 1: “Tell me about a time when you had to handle a challenging team member. How did you address the situation, and what was the outcome?”

The interviewer is probing the candidate’s interpersonal and conflict resolution skills. They want to understand how the candidate handles difficult situations and collaborates with team members. A strong response would include specific details about the challenging scenario, the candidate’s approach to addressing the issue, any strategies employed to find a resolution, and the positive outcome achieved. The candidate’s ability to communicate effectively, manage conflicts, and maintain team harmony will be evaluated.

Example Question 2: “Describe a project where you had to adapt to unexpected changes or tight deadlines. How did you manage the situation, and what did you learn from it?”

This question aims to assess the candidate’s adaptability, problem-solving abilities, and time management skills. The interviewer is interested in hearing about the candidate’s ability to stay composed under pressure, make quick decisions, and find creative solutions. An effective response should outline the specifics of the project, the unexpected challenges faced, the candidate’s actions to meet the tight deadlines or address changes, and the lessons they gained from the experience. The candidate’s agility, resourcefulness, and ability to learn from setbacks will be evaluated.

Example Questions 3: “Can you share a time when you had to lead a team through a complex project? How did you delegate tasks, ensure collaboration, and achieve the project’s goals?”

In this question, the interviewer is examining the candidate’s leadership skills, project management capabilities, and teamwork abilities. The candidate’s response should provide insights into their ability to lead, communicate effectively, and coordinate team efforts. A strong answer would highlight the candidate’s approach to delegation, communication, conflict resolution, and the steps taken to ensure the project’s successful completion. The interviewer will be assessing the candidate’s leadership style, organizational skills, and ability to drive a team towards a shared objective.

Answering to behavioral questions: the STAR method

The STAR method is an effective approach for answering behavioral interview questions because it provides a structured and comprehensive framework for conveying experiences and skills in a clear and impactful manner. The acronym STAR stands for Situation, Task, Action, and Result, and each element plays a crucial role in crafting a well-rounded response to behavioral questions.

1. Situation (S): By starting with the situation, the candidate sets the context for his response. He describes the specific circumstance or challenge he encountered, providing the interviewer with a clear understanding of the scenario you’re addressing.
2. Task (T): After outlining the situation, the candidate moves on to the task at hand. This step involves explaining the specific goal or objective he needed to achieve within that situation. It helps the interviewer understand the purpose and expectations associated with the actions.
3. Action (A): This is where he details the actions he took to address the situation and accomplish the task. He explains the steps he personally took, the decisions he made, and the strategies he employed to navigate the challenge. This element allows the interviewer to gauge problem-solving skills, decision-making process, and the specific contributions you made.
4. Result (R): Finally, he concludes the response by highlighting the outcomes of his actions. What were the tangible results of his efforts? Did he achieve the desired goal? This part of the STAR method allows to showcase accomplishments and demonstrate the impact of actions on the situation.

The STAR method is beneficial for several reasons:

Clarity: The structured format of STAR helps the candidate to provide clear and organized responses, making it easier for the interviewer to follow the story.

Evidence-Based: The STAR method encourages the candidate to provide concrete examples from his past experiences, demonstrating his skills and qualities through real-life situations.

Memorability: STAR responses are often easier for both you and the candidate to remember.

In summary, the STAR method is a powerful tool that helps to structure answers and allows you to provide specific, evidence-based responses. Experienced candidates will automatically respond using this technique. For candidates unknown to this technique, you should explain this method upfront and clearly explain your expectation.

Cons of behavioral questions

While these questions can provide valuable insights into a candidate’s abilities and fit for a role, they also come with certain drawbacks that interviewers should be aware of.

1. Subjectivity: Behavioral questions often rely on the candidate’s interpretation of their past experiences. This can lead to subjectivity in evaluating responses, as different interviewers may interpret the same answer differently. This subjectivity can make it challenging to ensure consistency and fairness in the evaluation process.
2. Limited Scope: Behavioral questions primarily focus on past behaviors and may not fully capture a candidate’s potential for growth and adaptation. They may not provide a complete picture of a candidate’s ability to handle new challenges or their potential to learn and excel in a different role.
3. Predictive Validity Concerns: Some critics argue that past behavior is not always a reliable predictor of future performance. While behavioral questions can offer insights into a candidate’s past actions, they may not accurately predict how a candidate will perform in a new and dynamic work environment.
4. Preparation Bias: Savvy candidates often prepare extensively for interviews and may rehearse answers to common behavioral questions. This preparation can lead to scripted responses that may not truly reflect a candidate’s genuine experiences and behaviors.
5. Missed Opportunities: Relying solely on behavioral questions might cause interviewers to miss out on assessing a candidate’s potential and creativity. Candidates who lack direct experience in a particular situation might still bring fresh insights and problem-solving abilities to the table.

Conclusion

In conclusion, while behavioral questions can offer valuable insights into a candidate’s past experiences and behaviors, they should be used judiciously and in conjunction with other assessment methods. Especially for junior positions this method is not well suited, as they candidates lack experience and might struggle to find appropriate answers. Incorporating a diverse range of interview techniques can help provide a more holistic and accurate evaluation of a candidate’s potential and suitability for a role.

Read about other vital interview techniques in our article 5 tech interview techniques every tech leader must know

Most importantly you should inform the candidate upfront about the interview style and also mention that you expect answers ideally in the STAR format. Amazon for example outlines the full interview expectations including STAR answers.

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