Behavioral Interview: Definition, Examples and How to Prepare
- Behavioral interview
- A behavioral interview asks candidates to describe how they handled real situations in the past, on the premise that past behavior shows how they will act in the new job.
Updated
Written by Can Garip
The short answer
A behavioral interview is a job interview built on questions about what you actually did in past situations, such as "Tell me about a time you handled a conflict." The idea is that past behavior shows how you are likely to act in the new role. The best answers are specific, true stories told with the STAR method.
Key takeaways
- Behavioral questions ask about real past events, usually starting with "Tell me about a time when...".
- They are often part of structured interviews, where every candidate gets the same job-related questions.
- Answer with a specific story in STAR format, not a general description of how you usually work.
- Prepare six to eight stories that can be adapted to many questions.
A behavioral interview is an interview made up of questions about how you handled real situations in the past. Instead of “How would you deal with a difficult customer?”, you hear “Tell me about a time you dealt with a difficult customer.” The employer wants evidence of what you have actually done.
How do behavioral interviews work?
The U.S. Office of Personnel Management describes structured interviews as a way to measure job-related competencies by asking systematically about candidates’ behavior in past experiences, their proposed behavior in hypothetical situations, or both. The past-experience part is the behavioral interview. Interviewers pick the competencies the role needs, such as teamwork or leadership, and ask for a story that shows each one.
Common behavioral interview questions
| Competency | Example question |
|---|---|
| Teamwork | Tell me about a conflict with a team member |
| Leadership | Give an example of when you showed leadership |
| Problem-solving | Describe a complex problem you solved |
| Adaptability | Tell me about a time you had to adapt to change |
| Self-awareness | Tell me about a time you failed |
How to answer behavioral questions
Use the STAR method: Situation, Task, Action, Result. MIT’s career office recommends spending most of the answer on your own actions and speaking in “I” rather than “we”. Alternatives such as CAR or SOAR work too.
Three habits separate strong answers from weak ones:
- One specific event, not “I usually…”.
- Your part, not only the team’s.
- A result, ideally with a number, and what you learned.
How to prepare
Write down six to eight stories from your experience: a success, a failure, a conflict, a tight deadline, a time you led, a time you changed someone’s mind. Then practice telling each one aloud in under two minutes. The behavioral interview questions guide lists the most common prompts by category, and how to practice for an interview covers rehearsal methods.
Questions people also ask
What is the difference between a behavioral and a situational interview?
Behavioral questions ask what you did in the past. Situational questions ask what you would do in a hypothetical scenario.
What if I have no work experience for a question?
Use examples from school, volunteering, sports or part-time jobs. Interviewers care about the behavior, not the setting.
How many stories should I prepare?
Six to eight strong stories usually cover most questions, because one story about a tough project can show teamwork, pressure and problem-solving.
Sources
- Structured Interviews, U.S. Office of Personnel Management
- Situational vs. Behavioral Interview Questions, Colorado State University, Career Management Center
- The STAR method for behavioral interviews, MIT Career Advising & Professional Development
Written byCan Garip, Founder
Can Garip is the founder and developer of this app. He builds the AI mock interview product and writes its interview preparation guides.
Drafted with AI assistance, then edited and fact-checked by the author.