Interview Preparation for the Behavioural Interview

The Behavioural Interview

A lesser used type of interview is the behavioural interview. As the name suggests, the behavioural interview is a type of interview that focuses heavily on behavioural based interviewing questions. The purpose of this interviewing method is to gain a firm understanding of a candidate’s past work experiences and accomplishments. Behavioural interview questions are usually more specific and probing than the questions asked in other standard interview types. The nature of the behavioural interview is both cynical and practical in its outlook and focuses heavily on work-related examples. Pragmatic in its approach, it looks for evidence of your skills through examples of your past experiences. That’s why when participating in a behavioural interview you should focus on emphasizing your past experiences and work-related accomplishments. The overriding purpose of a behavioural interview is for the employer to get a sense of the experience you have when it comes to dealing with specific types of work-related situations, that’s why the mindset they adopt here is that your past experience is the best indicator for future job performance. Again, when you’re in a behavioural interview the interviewer is not listening for what you would do, or for what you might do, but rather what you did do. For this reason, this type of interview is not favorable for candidates lacking in actual past work experience, or for candidates looking to transition into another field by playing on their transferrable job skills. If you lack the requisite experience to provide relatable examples, your only option is to try and emphasize what you have learned from the experiences you do have and to link how you have used these in similar situations to the duties entailed in the role you’re applying for

In a behavioural interview the interviewer will be looking to evaluate you on several different behaviours as such trustworthiness, customer focus, adaptability, communicative abilities, and decision-making and judgement to name but a few; and in addition to possibly asking some situational and scenario based questions, will usually ask 2 or 3 different behavioural questions for each behaviour they want to evaluate so they can get a realistic understanding of your proficiency in those areas

Below you will find questions and answers to some of the most commonly asked questions in the behavioural interview. Alternatively, why don’t you look at the link at the bottom of the page for the steps we recommend you take to prepare for your next interview

COMMONLY ASKED QUESTIONS FOR THE BEHAVIOURAL INTERVIEW

1. Can you start by telling me a bit about yourself?

What is this question
This question serves as an icebreaker question, and it’s a clever one because it not only serves as a good starting point for the interview, but it also serves to get you, the interviewee, comfortable as well. So, it gets you talking while at the same time giving the interviewer a good insight into your character, background, education, and employment history. Being that this question is open-ended, it provides you with the opportunity to set the tone and structure for your answer. What also makes this question clever is that the way in which you do so will give the interviewer important indicators about your personality and experience – so from the moment you start talking, they will be assessing these things to see how good a fit you are for the company. Covering such a potentially broad spectrum of topics is also good from the perspective of the interviewer, as it gives them the opportunity to note points of interest or highlight things they may want to come back to later

How to answer this
Remember that the whole basis of a behavioural interview is to assess your eligibility based on prior experience. Always keep this at the forefront of your mind when answering questions in this type of interview. With this being the case, the best way to answer this is by placing a heavier emphasis on personal or work experiences that can be related to the role in question

Start off by giving a brief overview of yourself, where you’re from, and any notable places you’ve lived. Next, mention or 2 or 3 of your main interests, perhaps providing a little insight into why you like them, and what skills or lessons you’ve gained from them. (Prioritize your time on this part of the answer by linking any interests and past accomplishments to the role you are applying for).
The rest of your answer regards your education and work background. Start with your least current job first, touching on past job roles, stopping to emphasize any roles where past duties tie in with the experience sought in the role you are applying for, moving forward until you reach your present occupational status. Be sure to only mention the job roles that are on your C.V, trying to include dates if you can – it also makes for a much stronger closing if you can finish the answer off with a relevant goal or aim you have for the future

Example
‘I was born in Detroit where I lived until I was 22. My interests all the way up until the end of high school revolved heavily around Nascar and the Detroit Lions. When I finished high school I wanted to expand my horizons, so I moved to Toledo to get out and see more of the country, but not so far away that I wouldn’t be close to my family. There I attended Owens community college and got an associate degree in automotive technology in 2015. With my passion for automobiles and my vocational background I found it easy to get a job doing what I love. I started out working for TTT Autocare in may the same year, where I worked happily for 4 years, after which time the company sadly closed. I reluctantly had to look for a new job, and after considering several offers went to work for 666 Autorepair in 2019. I spent 3 great years there, and during this time I did everything from diagnostics, alternators, belts and hoses, brakes, engine repair, starters, a/c, radiators, mufflers and exhausts, tune-ups, and anything else you can probably think of. I currently hold, and always have held, a clean driving license, now I’m back in the city that I love and looking for a new challenge, and today I’m ready to show you just what a hard working and reliable employee you’ll get if you hire me’.

2. What made you decide to apply for this role?

What is this question
The interviewer is looking for your underlying rationale in applying for the role. While they are listening for evidence that you have a genuine interest to work for the company, they are particularly interested to hear evidence or a rationale linking you to your suitability for that role

How to answer this
An answer based on honesty is always the simplest and easiest way to answer questions with an introspective orientation like this one. Incorporating positive facts about yourself (especially work-related facts), and further elaborating on these by linking them to key aspects of the role works particularly well in the behavioural interview. In this way, you are looking to impress upon the interviewer that you are more than capable of performing the duties required for the role. Expand on these qualifying attributes by going on to express a genuine interest in that job. You can do this by talking about your desire to be in the role itself, or about your desire to work for the company, incorporating the facts you’ve learned while researching the company to enhance your answer. This will convey an underlying motivation to want to work for them, while at the same giving them the impression that you are a natural fit for the role

Example
‘I applied for this role because I have a real passion for working with people to achieve great results. Your company has a vast knowledge of this industry and over 50 year’s experience of meeting its customer’s needs, but what really stood out for me is that you are a company that pride yourselves on building close client relationships as well as focusing on customer brand loyalty, and that’s something I believe in because in my professional opinion it not only creates a better experience for the customer, but a stronger customer base for the company itself’.

3. Can you tell me of a time you achieved a goal where there was a tight deadline? What skills did you use to achieve this? (Competency-based interview question)

What is this question
The interviewer wants to establish that you are able to work to tight deadlines. They are also interested to know how you cope in this type of situation and are trying to get a feel for the skills and qualities you use in such circumstances

How to answer this
This is a competency-based interview question. Interviewers ask such questions because they want to know about a real-life experience where you were challenged or where you excelled at doing something. Answering competency-based interview questions is very important because the interviewer will take what you have said as evidence that you have the requisite experience performing those competencies, and what you should keep in mind is that those competencies are almost always essential for the job you are applying for. When answering a competency-based question you should be utilizing the S.T.A.R technique. This is where you construct your answer in a purposefully structured way. The structure is always the same – Situation, Task, Action, Result

In the first part of your answer, start by explaining the SITUATION you found yourself in at the time; this sets the scene and provides a context for the rest of your answer. This should be done within the first 3 – 4 sentences.
The next part of your answer goes on to explain your TASK. This defines the challenge or difficulty you were faced with and putting this across well sets you up nicely for the next part of your answer. Ideally, you want to explain the task within 2-3 sentences.
Next, is the ACTION you took in that situation. This part of the answer defines the actions you took and categorizes the experience or skillset you used to resolve the difficulty or challenge you described in your task. The action is the most important part of your answer, so try and incorporate specific details here as it will add depth and lend credibility to what you say. You should take anywhere from 1-2 paragraphs to describe the action you used to resolve the problem you encountered.
Once you’ve described the action, finish up by talking about the RESULT those actions produced. It is very important that the result ends in a positive or constructive way. Try to do this by focusing on what was gained, or what was learned, as a result of your actions. A well delivered closing will provide an authentic and purposeful feel to the entirety of your answer, and as such, it means it’s equally important to have a strong result as it does to have a solid action in any competency-based answer you give. Try and keep your result between 4 – 6 sentences long

Remember – practice makes perfect.
A comprehensive and well-structured answer like this requires proper preparation.
S.T.A.R interview examples are best delivered when they are properly rehearsed before an interview. As an interview candidate, you will have no way of knowing specifically what questions will be asked of you. Because of this, people who use S.T.A.R interview examples tend to choose 7 or 8 competency or behavioural based examples to rehearse before the interview that cover as wide a variety of different scenarios as possible. In this way, by rehearsing a range of different situations, they give themselves the best possible chance of matching one they’ve rehearsed to any question the interviewer asks where the S.T.A.R method is required.
Lastly, when reciting any competency or behavioural based example, be sure to personalize your answer to the fullest extent by referring to yourself in the first term ‘I’.

4. Can you tell me about a time when you had a goal that you didn’t manage to achieve, how did you deal with the situation? (Behavioural-based interview question)

What is this question
The interviewer is throwing you a curve ball with this question, they are describing a negative situation and expecting an answer to a time where you have not achieved the desired outcome.
While this is a challenging question, remember that the interviewer is not concerned with your failure, but with your response after the fact. They are assessing your underlying mentality and how you deal with challenging and adverse situations. Specifically, they are evaluating your behaviours in the areas of accountability and dependability, and are looking for evidence of the ownership you take when things go wrong and also of how you are able to deal with those situations. In particular, they are listening for indications that you were able to respond in a positive and constructive manner, and will be listening to see how formative an experience this was for you

How to answer this
Just like in a competency-based question, with a behavioural-based interview question you should be looking to employ the S.T.A.R technique in your response. While that means you’ll structure your answer in the same way, the focus with a behavioural-based question should be on your individual qualities and traits. This means the answer itself should focus on the emotional and behavioural qualities you employed to resolve the situation, rather than on a utilization of skills and technical knowledge.
Remember that in answers where the S.T.A.R response is utilized, the examples you give are almost always essential to the role that you are applying for. Answering behavioural-based interview questions is very important because the interviewer will take what you have said as evidence that you are able to deal with customers and situations in the way that you have described. Where utilizing the S.T.A.R technique the structure is always the same – Situation, Task, Action, Result

In the first part of your answer, start by explaining the SITUATION you found yourself in at the time; this sets the scene and provides a context for the rest of your answer. This should be done within the first 3 – 4 sentences.
The next part of your answer goes on to explain your TASK. This defines the challenge or difficulty you were faced with and putting this across well sets you up nicely for the next part of your answer. Ideally, you want to explain the task within 2-3 sentences.
Next, is the ACTION you took in that situation. This part of the answer defines the actions you took and categorizes the experience or individual qualities you used to resolve the challenge you described in your task. The action is the most important part of your answer, so try and incorporate specific details here as it will add depth and lend credibility to what you say. You should take anywhere from 1-2 paragraphs to describe the action you used to resolve the problem you encountered.
Once you’ve described the action, finish up by talking about the RESULT those actions produced. It is very important that the result ends in a positive or constructive way. Try to do this by focusing on what was gained, or what was learned, as a result of your actions. A well delivered closing will provide an authentic and purposeful feel to the entirety of your answer, and as such, it means it’s equally important to have a strong result as it does to have a solid action in any behavioural-based answer you give. Try and keep your result between 4 – 6 sentences long

Remember – practice makes perfect.
A comprehensive and well-structured answer like this requires proper preparation.
S.T.A.R interview examples are best delivered when they are properly rehearsed before an interview. As an interview candidate, you will have no way of knowing specifically what questions will be asked of you. Because of this, people who use S.T.A.R interview examples tend to choose 7 or 8 competency or behavioural based examples to rehearse before the interview that cover as wide a variety of different scenarios as possible. In this way, by rehearsing a range of different situations, they give themselves the best possible chance of matching one they’ve rehearsed to any question the interviewer asks where the S.T.A.R method is required.
Lastly, when reciting any competency or behavioural based example, be sure to personalize your answer to the fullest extent by referring to yourself in the first term ‘I’.

ALTERNATIVE ANSWER

5. Can you give me an example of how you set goals and achieve them? (Behavioural-based interview question)

What is this question
The interviewer is looking for evidence of how well you set effective targets for yourself and achieve them. They are evaluating you on your problem solving, organizational, and leadership qualities. In particular, they are interested to know how you have worked in this way before

How to answer this
Just like in a competency-based question, with a behavioural-based interview question you should be looking to employ the S.T.A.R technique in your response. While that means you’ll structure your answer in the same way, the focus with a behavioural-based question should be on your individual qualities and traits. This means the answer itself should focus on the emotional and behavioural qualities you employed to resolve the situation, rather than on a utilization of skills and technical knowledge.
Remember that in answers where the S.T.A.R response is utilized, the examples you give are almost always essential to the role that you are applying for. Answering behavioural-based interview questions is very important because the interviewer will take what you have said as evidence that you are able to deal with customers and situations in the way that you have described. Where utilizing the S.T.A.R technique the structure is always the same – Situation, Task, Action, Result

In the first part of your answer, start by explaining the SITUATION you found yourself in at the time; this sets the scene and provides a context for the rest of your answer. This should be done within the first 3 – 4 sentences.
The next part of your answer goes on to explain your TASK. This defines the challenge or difficulty you were faced with and putting this across well sets you up nicely for the next part of your answer. Ideally, you want to explain the task within 2-3 sentences.
Next, is the ACTION you took in that situation. This part of the answer defines the actions you took and categorizes the experience or individual qualities you used to resolve the challenge you described in your task. The action is the most important part of your answer, so try and incorporate specific details here as it will add depth and lend credibility to what you say. You should take anywhere from 1-2 paragraphs to describe the action you used to resolve the problem you encountered.
Once you’ve described the action, finish up by talking about the RESULT those actions produced. It is very important that the result ends in a positive or constructive way. Try to do this by focusing on what was gained, or what was learned, as a result of your actions. A well delivered closing will provide an authentic and purposeful feel to the entirety of your answer, and as such, it means it’s equally important to have a strong result as it does to have a solid action in any behavioural-based answer you give. Try and keep your result between 4 – 6 sentences long

Remember – practice makes perfect.
A comprehensive and well-structured answer like this requires proper preparation.
S.T.A.R interview examples are best delivered when they are properly rehearsed before an interview. As an interview candidate, you will have no way of knowing specifically what questions will be asked of you. Because of this, people who use S.T.A.R interview examples tend to choose 7 or 8 competency or behavioural based examples to rehearse before the interview that cover as wide a variety of different scenarios as possible. In this way, by rehearsing a range of different situations, they give themselves the best possible chance of matching one they’ve rehearsed to any question the interviewer asks where the S.T.A.R method is required.
Lastly, when reciting any competency or behavioural based example, be sure to personalize your answer to the fullest extent by referring to yourself in the first term ‘I’.

ALTERNATIVE ANSWER

6. Can you give me an example of a time when you had a disagreement with a colleague, how did you resolve this? (Behavioural-based interview question)

What is this question
The interviewer wants to know how well you deal with conflict, and how you are able to manage disagreements with co-workers if they occur. They are evaluating you on your teamworking and communicative qualities. Specifically, they are interested in the behavioural and emotional qualities you use to effectively manage and deal with disagreements. They will also be listening to what you describe to see if you’ve managed to successfully resolve this disagreement with a positive or formative outcome

How to answer this
Just like in a competency-based question, with a behavioural-based interview question you should be looking to employ the S.T.A.R technique in your response. While that means you’ll structure your answer in the same way, the focus with a behavioural-based question should be on your individual qualities and traits. This means the answer itself should focus on the emotional and behavioural qualities you employed to resolve the situation, rather than on a utilization of skills and technical knowledge.
Remember that in answers where the S.T.A.R response is utilized, the examples you give are almost always essential to the role that you are applying for. Answering behavioural-based interview questions is very important because the interviewer will take what you have said as evidence that you are able to deal with customers and situations in the way that you have described. Where utilizing the S.T.A.R technique the structure is always the same – Situation, Task, Action, Result

In the first part of your answer, start by explaining the SITUATION you found yourself in at the time; this sets the scene and provides a context for the rest of your answer. This should be done within the first 3 – 4 sentences.
The next part of your answer goes on to explain your TASK. This defines the challenge or difficulty you were faced with and putting this across well sets you up nicely for the next part of your answer. Ideally, you want to explain the task within 2-3 sentences.
Next, is the ACTION you took in that situation. This part of the answer defines the actions you took and categorizes the experience or individual qualities you used to resolve the challenge you described in your task. The action is the most important part of your answer, so try and incorporate specific details here as it will add depth and lend credibility to what you say. You should take anywhere from 1-2 paragraphs to describe the action you used to resolve the problem you encountered.
Once you’ve described the action, finish up by talking about the RESULT those actions produced. It is very important that the result ends in a positive or constructive way. Try to do this by focusing on what was gained, or what was learned, as a result of your actions. A well delivered closing will provide an authentic and purposeful feel to the entirety of your answer, and as such, it means it’s equally important to have a strong result as it does to have a solid action in any behavioural-based answer you give. Try and keep your result between 4 – 6 sentences long

Remember – practice makes perfect.
A comprehensive and well-structured answer like this requires proper preparation.
S.T.A.R interview examples are best delivered when they are properly rehearsed before an interview. As an interview candidate, you will have no way of knowing specifically what questions will be asked of you. Because of this, people who use S.T.A.R interview examples tend to choose 7 or 8 competency or behavioural based examples to rehearse before the interview that cover as wide a variety of different scenarios as possible. In this way, by rehearsing a range of different situations, they give themselves the best possible chance of matching one they’ve rehearsed to any question the interviewer asks where the S.T.A.R method is required.
Lastly, when reciting any competency or behavioural based example, be sure to personalize your answer to the fullest extent by referring to yourself in the first term ‘I’.

7. Can you give me an example of a time where there was a difficult situation between you and your supervisor, how did you handle this? (Behavioural-based interview question)

What is this question
The interviewer is further investigating how you cope with situations that are challenging or involve possible conflict. This is a very difficult question, as it involves a challenging situation between you and a supervisor, and while you must provide the interviewer a response, it is a question that should be answered with finesse. In this instance, they want to know how you responded to a situation where some source of conflict or challenging circumstance has occurred. This question is still evaluating you on your teamworking and communicative qualities. As they have posed the question in a circumstance that involves your supervisor, they are listening to see how well you communicated with them, and more than this, they are interested in your description of how this incident was resolved with a formative outcome

How to answer this
Just like in a competency-based question, with a behavioural-based interview question you should be looking to employ the S.T.A.R technique in your response. While that means you’ll structure your answer in the same way, the focus with a behavioural-based question should be on your individual qualities and traits. This means the answer itself should focus on the emotional and behavioural qualities you employed to resolve the situation, rather than on a utilization of skills and technical knowledge.
Remember that in answers where the S.T.A.R response is utilized, the examples you give are almost always essential to the role that you are applying for. Answering behavioural-based interview questions is very important because the interviewer will take what you have said as evidence that you are able to deal with customers and situations in the way that you have described. Where utilizing the S.T.A.R technique the structure is always the same – Situation, Task, Action, Result

In the first part of your answer, start by explaining the SITUATION you found yourself in at the time; this sets the scene and provides a context for the rest of your answer. This should be done within the first 3 – 4 sentences.
The next part of your answer goes on to explain your TASK. This defines the challenge or difficulty you were faced with and putting this across well sets you up nicely for the next part of your answer. Ideally, you want to explain the task within 2-3 sentences.
Next, is the ACTION you took in that situation. This part of the answer defines the actions you took and categorizes the experience or individual qualities you used to resolve the challenge you described in your task. The action is the most important part of your answer, so try and incorporate specific details here as it will add depth and lend credibility to what you say. You should take anywhere from 1-2 paragraphs to describe the action you used to resolve the problem you encountered.
Once you’ve described the action, finish up by talking about the RESULT those actions produced. It is very important that the result ends in a positive or constructive way. Try to do this by focusing on what was gained, or what was learned, as a result of your actions. A well delivered closing will provide an authentic and purposeful feel to the entirety of your answer, and as such, it means it’s equally important to have a strong result as it does to have a solid action in any behavioural-based answer you give. Try and keep your result between 4 – 6 sentences long

Remember – practice makes perfect.
A comprehensive and well-structured answer like this requires proper preparation.
S.T.A.R interview examples are best delivered when they are properly rehearsed before an interview. As an interview candidate, you will have no way of knowing specifically what questions will be asked of you. Because of this, people who use S.T.A.R interview examples tend to choose 7 or 8 competency or behavioural based examples to rehearse before the interview that cover as wide a variety of different scenarios as possible. In this way, by rehearsing a range of different situations, they give themselves the best possible chance of matching one they’ve rehearsed to any question the interviewer asks where the S.T.A.R method is required.
Lastly, when reciting any competency or behavioural based example, be sure to personalize your answer to the fullest extent by referring to yourself in the first term ‘I’.

8. Can you give me an example of a time when a client or vendor was not happy with the service you provided, how did you deal with this? (Behavioural-based interview question)

What is this question
The interviewer is trying to discern how well you deal with adverse situations where customers or clients are concerned. They are looking to gain insight into your personality and into the qualities you employ when dealing with challenging circumstances involving customers or clients. In particular, they are evaluating you on competencies that involve responsibility and commercial awareness. Specifically, they want evidence that you are able to deal with dissatisfied customers

How to answer this
Just like in a competency-based question, with a behavioural-based interview question you should be looking to employ the S.T.A.R technique in your response. While that means you’ll structure your answer in the same way, the focus with a behavioural-based question should be on your individual qualities and traits. This means the answer itself should focus on the emotional and behavioural qualities you employed to resolve the situation, rather than on a utilization of skills and technical knowledge.
Remember that in answers where the S.T.A.R response is utilized, the examples you give are almost always essential to the role that you are applying for. Answering behavioural-based interview questions is very important because the interviewer will take what you have said as evidence that you are able to deal with customers and situations in the way that you have described. Where utilizing the S.T.A.R technique the structure is always the same – Situation, Task, Action, Result

In the first part of your answer, start by explaining the SITUATION you found yourself in at the time; this sets the scene and provides a context for the rest of your answer. This should be done within the first 3 – 4 sentences.
The next part of your answer goes on to explain your TASK. This defines the challenge or difficulty you were faced with and putting this across well sets you up nicely for the next part of your answer. Ideally, you want to explain the task within 2-3 sentences.
Next, is the ACTION you took in that situation. This part of the answer defines the actions you took and categorizes the experience or individual qualities you used to resolve the challenge you described in your task. The action is the most important part of your answer, so try and incorporate specific details here as it will add depth and lend credibility to what you say. You should take anywhere from 1-2 paragraphs to describe the action you used to resolve the problem you encountered.
Once you’ve described the action, finish up by talking about the RESULT those actions produced. It is very important that the result ends in a positive or constructive way. Try to do this by focusing on what was gained, or what was learned, as a result of your actions. A well delivered closing will provide an authentic and purposeful feel to the entirety of your answer, and as such, it means it’s equally important to have a strong result as it does to have a solid action in any behavioural-based answer you give. Try and keep your result between 4 – 6 sentences long

Remember – practice makes perfect.
A comprehensive and well-structured answer like this requires proper preparation.
S.T.A.R interview examples are best delivered when they are properly rehearsed before an interview. As an interview candidate, you will have no way of knowing specifically what questions will be asked of you. Because of this, people who use S.T.A.R interview examples tend to choose 7 or 8 competency or behavioural based examples to rehearse before the interview that cover as wide a variety of different scenarios as possible. In this way, by rehearsing a range of different situations, they give themselves the best possible chance of matching one they’ve rehearsed to any question the interviewer asks where the S.T.A.R method is required.
Lastly, when reciting any competency or behavioural based example, be sure to personalize your answer to the fullest extent by referring to yourself in the first term ‘I’. For example.

9. Can you tell me about a time when you exceeded a client or vendors expectations, how did you do this and what motivated you to take the actions you did? (Behavioural-based interview question)

What is this question
The interviewer is looking for evidence that you are capable of delivering a first-rate customer service experience. On top of this, they want to gain further insight to understand if the attitude and personal qualities that you applied in that situation are consistent with what is required for the needs of the role. Specifically, they will be evaluating you on competencies involving results and customer focus

How to answer this
Just like in a competency-based question, with a behavioural-based interview question you should be looking to employ the S.T.A.R technique in your response. While that means you’ll structure your answer in the same way, the focus with a behavioural-based question should be on your individual qualities and traits. This means the answer itself should focus on the emotional and behavioural qualities you employed to resolve the situation, rather than on a utilization of skills and technical knowledge.
Remember that in answers where the S.T.A.R response is utilized, the examples you give are almost always essential to the role that you are applying for. Answering behavioural-based interview questions is very important because the interviewer will take what you have said as evidence that you are able to deal with customers and situations in the way that you have described. Where utilizing the S.T.A.R technique the structure is always the same – Situation, Task, Action, Result

In the first part of your answer, start by explaining the SITUATION you found yourself in at the time; this sets the scene and provides a context for the rest of your answer. This should be done within the first 3 – 4 sentences.
The next part of your answer goes on to explain your TASK. This defines the challenge or difficulty you were faced with and putting this across well sets you up nicely for the next part of your answer. Ideally, you want to explain the task within 2-3 sentences.
Next, is the ACTION you took in that situation. This part of the answer defines the actions you took and categorizes the experience or individual qualities you used to resolve the challenge you described in your task. The action is the most important part of your answer, so try and incorporate specific details here as it will add depth and lend credibility to what you say. You should take anywhere from 1-2 paragraphs to describe the action you used to resolve the problem you encountered.
Once you’ve described the action, finish up by talking about the RESULT those actions produced. It is very important that the result ends in a positive or constructive way. Try to do this by focusing on what was gained, or what was learned, as a result of your actions. A well delivered closing will provide an authentic and purposeful feel to the entirety of your answer, and as such, it means it’s equally important to have a strong result as it does to have a solid action in any behavioural-based answer you give. Try and keep your result between 4 – 6 sentences long

Remember – practice makes perfect.
A comprehensive and well-structured answer like this requires proper preparation.
S.T.A.R interview examples are best delivered when they are properly rehearsed before an interview. As an interview candidate, you will have no way of knowing specifically what questions will be asked of you. Because of this, people who use S.T.A.R interview examples tend to choose 7 or 8 competency or behavioural based examples to rehearse before the interview that cover as wide a variety of different scenarios as possible. In this way, by rehearsing a range of different situations, they give themselves the best possible chance of matching one they’ve rehearsed to any question the interviewer asks where the S.T.A.R method is required.
Lastly, when reciting any competency or behavioural based example, be sure to personalize your answer to the fullest extent by referring to yourself in the first term ‘I’.

10. Do you have any questions for us?

What is this question
This question should always come at the very end of your interview.
The interviewer is extending you the courtesy of asking if you have any questions for them. They are doing this to give you the opportunity to get answers to any queries you might have, or to clarify anything you’re unsure of

How to answer this
You never want to respond by telling the interviewer you have no questions at all. This question is all about having something to say when you are asked. Having something to ask the interviewer shows them that you have been engaged in the topics you’ve covered during the interview, and it also signals to the interviewer that you are interested in the job itself. Not having anything to ask signals the exact opposite. The interviewer is giving you this opportunity to clarify any points, clear up any concerns, and most importantly to ask about things that interest you about the role and the company. That’s why you should always prepare and rehearse 2 or 3 questions to ask them at the end of your interview.
There are a few effective tactics you can employ when composing your questions. To start with, you can base some of your questions around what you learn about the company during STEP 1 of your interview preparation – Research the company. Also, you can choose questions from Interview Professionals Top List of Questions for the Interviewer. Ideally, any questions that you ask should tie in with yourself and reflect well on your motivations and aspirations for the role. Be sure to stay away from asking about salary or benefits, and make sure the questions you ask are open-ended to give your interviewer the chance to respond with long, well thought-out answers

(If you think of another question before the interview starts, or if you pick up on something that is said during the interview that you want to clear up (outwith salary and benefits related questions), don’t be afraid to deviate from the list of rehearsed questions that you’ve prepared. Remember that the interviewer is giving you this opportunity to clarify any points and clear up any concerns that you may have about the role. So while it is fine to take this opportunity to impress upon the interviewer that you are not only interested in the role, but that you are looking to make a name for yourself within the company, don’t neglect to ask questions regarding genuine concerns or issues that you have as well)

Example
‘Yes, thanks for asking, there are a few questions I have for you. Firstly…’

Now that you’ve seen some of the most common questions asked in the behavioural interview and the most effective ways to answer them, next, why not have a look at the steps we recommend you take to prepare for your next interview in the link at the bottom of the page

INTERVIEW PROFESSIONAL’S – RECOMMENDED PREPARATION STEPS FOR YOUR NEXT INTERVIEW