top behavioral interview questions to ask.

There are lots of things you need to know about job candidates that you can’t glean from their resumes. This guide to behavioral interview questions will help you dig deeper into applicants’ work styles and personality traits.

Candidates can reveal a lot about their personalities during a job interview. A smart interviewer notes the applicant’s body language, tone of voice, posture and use of eye contact. Along with the essential questions, hiring managers should use part of the interview to gain deeper insights into the candidate’s behavior and personality.

This section of the interview, called the behavioral interview, is as important as the technical/subject-matter part. The behavioral interview reveals the candidate’s emotional quotient and can offer valuable insights into whether the candidate would be a good cultural fit for the company.

You may choose to approach the behavioral interview using a general or specific set of questions. A general approach would be to ask the candidate to describe their personal style in (say) managing conflict, problem-solving and being a team player. A specific approach is when the interviewer narrates a situation and asks the candidate how they would tackle it. A good behavioral interview has a mix of general and specific questions.

As a hiring manager, pencil in these five broad areas to learn about a candidate’s personality.

1.  conflict management style

When considering top behavioral interview questions, it's essential to include those that probe into a candidate's ability to handle conflict and criticism. Asking a potential employee about a time they received constructive criticism and how they responded not only reveals their capacity for personal growth but also their openness to feedback. This question can uncover nuances in the candidate's emotional intelligence, resilience, and willingness to adapt—traits that are invaluable in any team setting.

Moreover, exploring their approach to resolving conflicts, whether with colleagues or clients, provides insight into their problem-solving skills and diplomacy. These inquiries help paint a comprehensive picture of how an individual might perform in collaborative environments and under pressure, which are critical factors for success in many roles.

examples of conflict management style behavioral interview questions

• If you disagreed with a colleague’s approach to solving a problem, what would you do?
• How would you respond if your manager provided you with negative feedback regarding your approach to a problem?
• How do you manage disagreements among your team members?
• Have you ever encountered a team member consistently raising objections during projects? If so, how did you handle the situation?

2.  working towards goals

When it comes to assessing a candidate's ability to work towards goals, asking questions about their past experiences and achievements is crucial. By inquiring about specific instances where they had to overcome challenges or meet targets, hiring managers can gain valuable insights into a candidate's determination, resilience, and problem-solving skills. Additionally, understanding how candidates set goals for themselves and their methods for tracking progress can provide valuable information about their motivation and organizational abilities. These questions help assess whether a candidate has the drive and focus necessary to contribute effectively to the company's objectives.

examples of career goals behavioral interview questions

• What skills or training might make you better at this job?
• Share an example of a career goal you had. What steps did you take to achieve it?
• Say you are asked to fill in for a colleague who is on leave. An important client deadline is approaching within the week. You are doubtful of meeting that deadline while managing your daily tasks. What would you do?
• Could you share with me the achievement in your professional career that you're most proud of?

3.  team player or solo flier

Behavioral interview questions are also designed to assess a candidate's teamwork skills versus their tendency to work independently offer invaluable insights to employers. These questions provide concrete examples of how candidates collaborated and communicated within a team dynamic in the past.

For instance, inquiries about resolving conflicts or achieving collective goals shed light on their ability to navigate interpersonal challenges and contribute to group success. Understanding a candidate's collaborative tendencies helps ascertain their compatibility with the team culture and their potential for fostering a cohesive work environment. Ultimately, leveraging behavioral interview questions aids in selecting candidates who can effectively collaborate and thrive within a team setting, ensuring enhanced productivity and harmony within the organization.

examples of teamwork behavioral interview questions

• Tell us about a time when you had to work closely with someone you did not get along with. How did you manage?
• Tell me about a time you made a mistake and wish you’d handled a situation with a colleague differently.
• Share an instance when a colleague approached you with a challenge needing your assistance. How did you respond?

4.  stress management style

Behavioral interview questions about stress management style aim to assess how candidates handle pressure and adversity in the workplace. These questions delve into past experiences to gauge a candidate's ability to cope with stress effectively. By asking about specific situations and actions taken, interviewers gain insights into a candidate's problem-solving skills, resilience, and ability to remain calm under pressure. Understanding a candidate's stress management style helps employers ensure they hire individuals who can thrive in high-pressure environments, contribute positively to team dynamics, and maintain productivity even during challenging situations.

examples of stress management behavioral interview questions

You work on and submit a report under pressure. Within hours, the senior manager calls you to discuss a major error in the report. How do you handle this situation?

• How can you prevent a situation from becoming unmanageable?
• Describe a situation when your stress caused you to make mistakes at work.
• How would you manage yourself to do great work under strict deadlines if you were assigned numerous jobs simultaneously?

5.  motivational fit and values

This bucket of questions shows not only the candidate’s level of motivation but also hints at when a manager would need to step in to offer a motivational boost. By probing into past experiences where the candidate encountered challenges or setbacks, we gain insights into their resilience, determination, and ability to navigate obstacles. Additionally, understanding the values that drive their actions allows us to assess alignment with the company culture and vision. This insight is invaluable in predicting how well they will integrate into the team and contribute to its success.

examples of motivational fit behavioral interview questions

• Is there an aspect of your job that you dislike? What do you not like about it, and how would you tackle that feeling if you accepted this position?
• Share an instance when you felt dissatisfied with your work. How did you address it? What improvements could have enhanced the situation?

Behavioral interview questions arm hiring managers with insights into the candidate’s personality and what they really want. A successful interview incorporates these, and many other techniques, so that hiring managers get the most out of the process. Check out our other interview tips to further hone your Q&A skills.