The Best Behavioral Interview Questions to Ask

Are you a hiring manager looking for interview questions to ask candidates? Look no further. As an interviewer, you want to find the best candidate for the job. You want someone who is not only qualified but also fits well within the company culture. This is where behavioral interview questions come in. Behavioral questions ask candidates to share examples of how they handled specific situations in the past, which can give you insight into their skills, values, and work style. In this article, we’ll discuss the benefits of using behavioral interview questions, provide a list of common questions to ask, and share tips on how to prepare for the interview.

Benefits of Behavioral Interview Questions

Behavioral interview questions are designed to elicit information about a candidate’s past experiences and actions, which can help you assess their fit for the job. Here are some benefits of using behavioral interview questions:

• They provide concrete examples: Behavioral questions ask candidates to describe specific situations, which can give you a clear picture of how they have handled similar scenarios in the past. This can help you predict how they might perform in the future.
• They reveal a candidate’s work style: The way a candidate has handled challenges in the past can give you insight into their approach to work. This can help you determine if their work style aligns with the company culture and the demands of the job.
• They assess key skills: Behavioral questions can help you assess a candidate’s skills, such as problem-solving, teamwork, communication, and leadership.
• They minimize bias: Behavioral interview questions are based on past experiences, which reduces the potential for bias based on factors like age, gender, or ethnicity.

What are good questions to ask a potential employee?

Here are some common behavioral interview questions that you can use to assess a candidate’s fit for the job:

Problem-Solving Skills

• Tell me about a time when you faced a difficult problem at work. How did you approach it?
• Describe a situation where you had to come up with a creative solution to a problem.
• Can you walk me through the steps you took to resolve a complex issue?

Teamwork and Collaboration Skills

• Give me an example of a project you worked on with a team. How did you contribute to the team’s success?
• Describe a time when you had to resolve a conflict with a colleague. How did you handle it?
• Tell me about a situation where you had to work with someone who had a different work style than yours.

Communication Skills

• Describe a time when you had to communicate complex information to a non-technical person. How did you do it?
• Can you give an example of a time when you had to persuade someone to accept your idea or point of view?
• Tell me about a time when you had to deliver bad news to a colleague or customer. How did you handle it?

Leadership Skills

• Give me an example of a time when you had to lead a team to achieve a specific goal. What was your approach?
• Tell me about a time when you had to make a tough decision that was not popular with your team. How did you handle it?
• Describe a situation where you had to motivate a team to achieve a challenging objective.

How to Prepare for an Interview as an Interviewer

There are plenty of resources out there to help candidates prepare for their interviews, such as career coaches and interview simulators, to name a few. However, it’s important that interviewers work just as hard to prepare to conduct interviews of potential employees. As an interviewer, it’s essential to prepare thoroughly for an interview to ensure that you get the most out of the conversation. Here are some tips to help you prepare for an interview:

1. Review the job description and requirements thoroughly.

Before the interview, ensure that you have a clear understanding of the role’s responsibilities and the skills required to perform the job effectively. This will help you ask relevant questions that will evaluate the candidate’s suitability for the role.

2. Develop a list of questions.

Based on the job requirements, develop a list of questions that will help you assess the candidate’s experience and skills. Make sure to include some behavioral interview questions to evaluate the candidate’s problem-solving, communication, and conflict resolution skills.

3. Structure the interview.

Structure the interview to ensure that you cover all the necessary topics and ask the questions in a logical order. Start with open-ended questions to help the candidate feel more comfortable, and then move on to more specific questions that relate to the job requirements.

4. Take notes.

During the interview, take detailed notes that will help you evaluate the candidate’s responses and make an informed decision.

5. Use Yoodli during your interview

Yoodli is an AI-powered speech coach that will help you stay on track during your interview. You’ll get private nudges on questions to ask, reminders to make eye contact, smile, as well as analytics on your filler words, pacing, and more! That way, you can make sure you are giving the interviewee ample opportunities to speak. Signup for free at http://www.yoodli.ai

What are some interesting behavioral interview questions?

Questions that keep your interviewee interested will help your interview run smoothly. Interesting questions are particularly useful in culture fit interviews. If you want to stand out from the crowd and ask some more unique and engaging behavioral interview questions, here are a few suggestions to consider:

1. Tell me about a time when you had to learn a new skill quickly. What was the skill, and how did you go about learning it?

This question can be useful for roles that require candidates to learn new technologies, procedures, or other complex skills. Look for candidates who demonstrate a willingness to learn, an ability to adapt to new situations, and a proactive approach to skill-building.

2. Describe a time when you had to navigate a complex project with competing priorities. What was the project, and how did you manage your time and resources to ensure success?

This question can be useful for roles that require project management skills, such as product management or team leadership. Look for candidates who demonstrate strong organizational skills, the ability to prioritize tasks effectively, and a track record of successfully managing complex projects.

3. Tell me about a time when you had to work with someone you didn’t get along with. What was the situation, and how did you handle it?

This question can be useful for roles that require strong interpersonal skills, such as sales or customer service. Look for candidates who demonstrate an ability to handle conflict, the willingness to seek common ground, and a commitment to achieving shared goals.

4. Describe a time when you had to take a creative approach to solving a problem. What was the problem, and how did you come up with your solution?

This question can be useful for roles that require innovation and creativity, such as design or marketing. Look for candidates who demonstrate an ability to think outside the box, the willingness to take risks, and a track record of developing successful, original ideas.

5. Tell me about a time when you had to take responsibility for a mistake. What was the mistake, and how did you handle it?

This question can be useful for roles that require accountability and responsibility, such as management or leadership. Look for candidates who demonstrate the ability to admit their mistakes, the willingness to learn from them, and the ability to take corrective action.

Incorporating these interesting behavioral interview questions alongside traditional questions can provide a more comprehensive understanding of a candidate’s skills, values, and problem-solving abilities. Remember to structure the questions using the STAR method and focus on specific behaviors and competencies required for the role to make the most out of each interview.

Best Behavioral Questions to Ask: In Summary

Asking the best behavioral interview questions is essential to identify the most suitable candidate for a particular role. By structuring open-ended questions that focus on specific behaviors and competencies, and following the STAR method, employers can gain valuable insight into a candidate’s past experiences and their potential for future success. These questions can provide employers with a comprehensive understanding of a candidate’s skills, strengths, and weaknesses, helping them make informed hiring decisions that will benefit both the candidate and the organization. So, don’t underestimate the importance of asking the right behavioral interview questions in your next hiring process. It can make all the difference.