Behavioral interview questions are designed to assess a candidate’s past behavior and actions in situations similar to those they may encounter in their new job. These types of questions are often considered to be more effective in predicting future job performance than traditional interview questions because they require candidates to provide specific examples of their experiences rather than just giving vague or general answers.

Here are the top 10 behavioral interview questions and why you should ask them during an interview:

1. Can you tell me about a time when you had to deal with a difficult coworker or manager? 

Interviewers often ask this question during an interview to assess the candidate’s ability to handle workplace conflicts and difficult interpersonal relationships. The question is designed to evaluate the candidate’s communication and problem-solving skills, as well as their emotional intelligence and ability to work effectively with others.

By asking the candidate to describe a specific situation where they had to deal with a difficult coworker or manager, the interviewer can get a better understanding of how the candidate handled the situation, what actions they took to resolve the conflict, and what the outcome was. This can provide valuable insight into the candidate’s approach to conflict resolution, their level of assertiveness, and their ability to work collaboratively with others.

Additionally, the interviewer can evaluate the candidate’s level of self-awareness and emotional intelligence based on how they describe their experience. A candidate who takes responsibility for their role in the conflict and demonstrates empathy and understanding for the other person’s perspective is likely to be viewed more favorably than someone who blames others or lacks insight into their own behavior.

Overall, asking about difficult coworker or manager situations helps the interviewer gain a better understanding of the candidate’s interpersonal skills and how they handle challenging situations in the workplace.

2. Give me an example of a project or task you had to complete under a tight deadline. 

Interviewers often ask candidates to provide an example of a project or task they had to complete under a tight deadline to assess their ability to work efficiently and effectively under pressure. This question is designed to evaluate the candidate’s time management, problem-solving, and prioritization skills, as well as their ability to deliver results in a fast-paced environment.

By asking the candidate to describe a specific situation where they had to complete a project or task under a tight deadline, the interviewer can gain insight into the candidate’s ability to work well under pressure and deliver results. This can also provide an opportunity for the candidate to showcase their problem-solving skills and creativity, as they may have had to think outside the box to meet the deadline.

Additionally, the question allows the interviewer to evaluate the candidate’s level of motivation and commitment to their work. A candidate who demonstrates a strong work ethic and dedication to meeting deadlines is likely to be viewed more favorably than someone who struggles to manage their time effectively or lacks motivation.

Overall, asking about a project or task completed under a tight deadline helps the interviewer assess the candidate’s ability to work efficiently and effectively in a fast-paced environment, as well as their motivation and commitment to their work.

3. Give me an example of a time when you took the lead on a project.

Interviewers often ask candidates to provide an example of a time when they took the lead on a project to assess their leadership skills and ability to work independently. This question is designed to evaluate the candidate’s ability to take ownership and initiative, as well as their capacity to lead a team and achieve results.

By asking the candidate to describe a specific situation where they took the lead on a project, the interviewer can gain insight into their ability to plan, organize, and execute a project from start to finish. This can also provide an opportunity for the candidate to showcase their problem-solving skills, communication skills, and ability to delegate tasks and responsibilities effectively.

Additionally, the question allows the interviewer to evaluate the candidate’s level of motivation and commitment to their work. A candidate who demonstrates a strong work ethic and a willingness to take on challenges and responsibilities is likely to be viewed more favorably than someone who lacks initiative or motivation.

Overall, asking about a time when the candidate took the lead on a project helps the interviewer assess their leadership skills, ability to work independently, and motivation and commitment to their work.

4. Describe a situation in which you had to adapt to change.

This question helps the interviewer understand how the candidate handles change and uncertainty. The candidate’s response can reveal their flexibility, adaptability, and ability to learn quickly. A candidate who demonstrates the ability to adapt to changing circumstances and think creatively will likely be a good fit for a fast-paced and dynamic work environment.

Interviewers often ask candidates to describe a situation in which they had to adapt to change to assess their ability to be flexible and adaptable in the workplace. This question is designed to evaluate the candidate’s problem-solving skills, resilience, and ability to work effectively in a dynamic environment.

By asking the candidate to describe a specific situation where they had to adapt to change, the interviewer can gain insight into how they handle unexpected challenges and how they approach problem-solving. This can also provide an opportunity for the candidate to showcase their ability to be proactive and take initiative in finding solutions.

Additionally, the question allows the interviewer to evaluate the candidate’s level of openness to new ideas and willingness to learn and grow. A candidate who demonstrates a positive attitude towards change and a willingness to adapt is likely to be viewed more favorably than someone who resists change or struggles to adapt to new situations.

Overall, asking about a situation in which the candidate had to adapt to change helps the interviewer assess their ability to be flexible and adaptable, as well as their problem-solving skills and willingness to learn and grow.

5. Tell me about a time when you went above and beyond for a customer or client.

This question helps the interviewer understand the candidate’s customer service skills and their commitment to delivering a high-quality experience. The candidate’s response can reveal their empathy, problem-solving skills, and ability to build strong relationships with clients. A candidate who demonstrates a customer-focused approach and a willingness to go the extra mile will likely be a good fit for a role that requires strong interpersonal skills.

Interviewers often ask candidates to provide an example of a time when they went above and beyond for a customer or client to assess their customer service skills and their commitment to providing a positive experience for clients. This question is designed to evaluate the candidate’s communication skills, problem-solving skills, and ability to provide excellent customer service.

By asking the candidate to describe a specific situation where they went above and beyond for a customer or client, the interviewer can gain insight into how the candidate handles customer interactions and how they approach problem-solving. This can also provide an opportunity for the candidate to showcase their creativity and resourcefulness in finding solutions to meet the customer’s needs.

Additionally, the question allows the interviewer to evaluate the candidate’s level of empathy and commitment to providing excellent customer service. A candidate who demonstrates a willingness to go the extra mile to ensure customer satisfaction is likely to be viewed more favorably than someone who lacks empathy or fails to prioritize customer service.

Overall, asking about a time when the candidate went above and beyond for a customer or client helps the interviewer assess their customer service skills, problem-solving skills, and commitment to providing an exceptional customer experience.

6. Describe a situation where you had to think outside the box to solve a problem. 

This question assesses the candidate’s creativity and innovation. Interviewers often ask candidates to describe a situation where they had to think outside the box to solve a problem to assess their creativity, problem-solving skills, and ability to think critically. This question is designed to evaluate the candidate’s ability to approach problems in a unique and innovative way.

By asking the candidate to describe a specific situation where they had to think outside the box to solve a problem, the interviewer can gain insight into how they approach problem-solving and their ability to find creative solutions to complex problems. This can also provide an opportunity for the candidate to showcase their ability to think critically, analyze information, and make effective decisions.

Additionally, the question allows the interviewer to evaluate the candidate’s level of adaptability and willingness to take risks. A candidate who demonstrates a willingness to explore new ideas, take calculated risks, and think creatively is likely to be viewed more favorably than someone who lacks creativity or struggles to adapt to new situations.

Overall, asking about a situation where the candidate had to think outside the box to solve a problem helps the interviewer assess their creativity, problem-solving skills, and ability to think critically and adapt to new challenges.

7. Tell me about a time when you had to work with a team to accomplish a goal. How did you contribute to the team’s success? 

This question measures the candidate’s teamwork and collaboration skills. Interviewers often ask candidates to provide an example of a time when they had to work with a team to accomplish a goal to assess their teamwork skills and their ability to collaborate effectively with others. This question is designed to evaluate the candidate’s communication skills, problem-solving skills, and ability to work well in a team environment.

By asking the candidate to describe a specific situation where they had to work with a team to accomplish a goal, the interviewer can gain insight into how they handle team interactions and how they approach problem-solving. This can also provide an opportunity for the candidate to showcase their ability to communicate effectively, delegate tasks and responsibilities, and contribute to the team’s success.

Additionally, the question allows the interviewer to evaluate the candidate’s level of motivation and commitment to achieving a shared goal. A candidate who demonstrates a willingness to collaborate with others, take initiative, and contribute to the team’s success is likely to be viewed more favorably than someone who lacks teamwork skills or fails to prioritize the team’s goals.

Overall, asking about a time when the candidate had to work with a team to accomplish a goal helps the interviewer assess their teamwork skills, communication skills, and ability to work effectively in a team environment.

8. Can you share an example of a time when you had to adapt to a new situation or environment quickly? 

This question evaluates the candidate’s adaptability and flexibility. Interviewers often ask candidates to share an example of a time when they had to adapt to a new situation or environment quickly to assess their adaptability, problem-solving skills, and ability to work effectively in changing circumstances. This question is designed to evaluate the candidate’s ability to remain calm under pressure, think on their feet, and quickly adapt to new challenges.

By asking the candidate to describe a specific situation where they had to adapt to a new situation or environment quickly, the interviewer can gain insight into how they handle change and their ability to navigate unfamiliar situations. This can also provide an opportunity for the candidate to showcase their ability to think critically, analyze information, and make effective decisions in a fast-paced environment.

Additionally, the question allows the interviewer to evaluate the candidate’s level of flexibility and willingness to learn new things. A candidate who demonstrates a willingness to learn, take on new challenges, and adapt to new situations is likely to be viewed more favorably than someone who struggles to adjust to change or lacks flexibility.

Overall, asking about a time when the candidate had to adapt to a new situation or environment quickly helps the interviewer assess their adaptability, problem-solving skills, and ability to work effectively in changing circumstances.

9. Tell me about a time when you had to prioritize multiple tasks or projects. How did you decide which tasks to tackle first? 

This question assesses the candidate’s organizational and prioritization skills. Interviewers often ask candidates to describe a time when they had to prioritize multiple tasks or projects to assess their organizational skills, time management skills, and ability to work efficiently under pressure. This question is designed to evaluate the candidate’s ability to manage competing demands and prioritize their workload effectively.

By asking the candidate to describe a specific situation where they had to prioritize multiple tasks or projects, the interviewer can gain insight into how they handle competing demands and their ability to manage their time effectively. This can also provide an opportunity for the candidate to showcase their ability to make effective decisions, delegate tasks, and work efficiently to meet deadlines.

Additionally, the question allows the interviewer to evaluate the candidate’s level of flexibility and willingness to adapt to changing priorities. A candidate who demonstrates a willingness to adjust their priorities and remain focused on their goals is likely to be viewed more favorably than someone who lacks organizational skills or struggles to manage competing demands.

Overall, asking about a time when the candidate had to prioritize multiple tasks or projects helps the interviewer assess their organizational skills, time management skills, and ability to work efficiently under pressure.

10. Have you ever had to give constructive feedback to a coworker or manager? How did you approach the situation? 

This question evaluates the candidate’s communication and interpersonal skills. Interviewers often ask candidates if they have ever had to give constructive feedback to a coworker or manager to assess their communication skills, ability to handle difficult conversations, and willingness to provide constructive feedback. This question is designed to evaluate the candidate’s interpersonal skills and their ability to handle delicate situations professionally.

By asking the candidate to describe a specific situation where they had to give constructive feedback to a coworker or manager, the interviewer can gain insight into how they approach difficult conversations, their ability to give feedback in a professional manner, and their willingness to take ownership of their actions. This can also provide an opportunity for the candidate to showcase their ability to provide feedback in a constructive and positive way.

Additionally, the question allows the interviewer to evaluate the candidate’s level of emotional intelligence and their ability to handle difficult conversations with tact and diplomacy. A candidate who demonstrates the ability to communicate effectively, provide feedback constructively, and work collaboratively with colleagues is likely to be viewed more favorably than someone who struggles with communication or conflict resolution.

Overall, asking about the candidate’s experience with giving constructive feedback to a coworker or manager helps the interviewer assess their communication skills, ability to handle difficult conversations, and willingness to provide constructive feedback in a professional and positive manner.

Bonus 🙂: Give me an example of a time when you had to learn a new skill or technology quickly. How did you go about learning it? 

This question measures the candidate’s ability to learn and adapt to new technologies or processes. Interviewers often ask candidates to describe a time when they had to learn a new skill or technology quickly to assess their ability to adapt to new technologies and their willingness to learn new things. This question is designed to evaluate the candidate’s problem-solving skills, ability to learn quickly, and willingness to take on new challenges.

By asking the candidate to describe a specific situation where they had to learn a new skill or technology quickly, the interviewer can gain insight into how they approach learning new things, their ability to absorb new information, and their willingness to take on new challenges. This can also provide an opportunity for the candidate to showcase their ability to think critically, analyze information, and make effective decisions in a fast-paced environment.

Additionally, the question allows the interviewer to evaluate the candidate’s level of curiosity and enthusiasm for learning. A candidate who demonstrates a willingness to learn, take on new challenges, and adapt to new situations is likely to be viewed more favorably than someone who lacks flexibility or struggles to adjust to change.

Overall, asking about a time when the candidate had to learn a new skill or technology quickly helps the interviewer assess their ability to adapt to new technologies, problem-solving skills, and willingness to learn new things.

Interviewer.AI is a technology platform purposely built to support Recruiters and HR teams in finding top talent for their companies. Interviewer.AI is a state-of-the-art video recruiting software that uses AI (Artificial Intelligence) to screen in advance and shortlist the candidates that meet the criteria set. HR teams use the software to make the recruitment process more efficient and shorten the hiring cycle.  Learn more about how Interviewer.AI can help your business.

Increase your hiring team’s efficiency using a combination of resume scoring, skill assessment, and asynchronous video interviews. 

Gabrielle Martinsson is a Content Writer at Interviewer.AI. She’s a tech geek and loves optimizing business processes with the aid of tech tools. She also loves travelling and listening to music in her leisure.