Behavioral Interview:
Definition, Examples, Benefits & Comparison

A behavioral interview is an interview format designed to objectively measure a candidate's past behaviors as a predictor of future performance in a role. During behavioral interviews, candidates are asked to give specific examples of when they demonstrated particular behaviors or skills, rather than being assessed solely on their résumé, experience, or general strengths and weaknesses.

The behavioral interview approach is rooted in the premise that past performance is the best predictor of future performance. Questions in a behavioral or competency-based interview (terms often used interchangeably) are designed to reveal the extent to which the candidate exhibits the knowledge, skills, abilities, or characteristics of the desired behavior or competency.

Competencies are a collective of specific knowledge, skills, abilities, and characteristics learned and developed over time or through specific experiences. Competencies are not just about what a candidate knows, but how candidates apply what they know to meet job expectations.

Related terms: competency-based interview, STAR method, situational questions, behavioral questions

Behavioral interview questions ask candidates to provide specific examples from their past experiences. Common behavioral interview questions include:

• Tell me about a time when you worked as part of a team to successfully execute a project
• Do you have any experience with solving complex problems?
• What is a project that you are most proud of?
• Tell me about a time you failed
• Give me an example of a time when you used your fact-finding skills to gain information needed to solve a problem
• Describe a situation in the past year in which you had to deal with a very upset customer, co-worker, or classmate
• Tell me about a time when you had to go above and beyond the call of duty to get a job done
• Give me an example of when you felt you were able to motivate your co-workers or subordinates

You may notice that some of these questions are close-ended, meaning that in a normal everyday conversation you may respond with a simple yes or no. In a behavioral interview, it is important to practice a "yes, and…" mentality. In other words, provide context for your interviewer with an example that can help you demonstrate the depth of your skills and knowledge.

STAR is a useful acronym and an effective formula for structuring your behavioral interview response. The STAR method encourages interviewees to reflect on and explain 4 key elements:

• Situation or Task (20%): Explain the situation so that your interviewer understands the context of your example
• Task (10%): Talk about the task that you took responsibility for completing or the goal of your efforts
• Action (60%): Describe the actions that you personally took to complete the task or reach the end goal, highlighting skills or character traits addressed in the question
• Result (10%): Explain the positive outcomes or results generated by your actions or efforts, emphasizing quantifiable results and what you learned from the experience

The percentages represent the time to dedicate to each section of your story. These numbers are meant to guide you, but the most important thing to keep in mind is that most of your response should focus on your Actions.

The STAR approach provides a standardized way for interviewers to test and compare candidates, while helping candidates provide complete answers rather than generalized responses.

When preparing examples to share in a behavioral interview, start by identifying both technical and transferable skills needed within a particular role. Review the job description and role responsibilities, paying close attention to the usage and frequency of certain action verbs.

Prepare 3 to 5 stories by creating a bulleted outline or jotting down notes using the STAR method. Think about a few good stories so you have plenty of real-life examples to choose from that demonstrate different skills. Consider how the examples you prepare may connect to more than one question, and prepare to adapt your responses on the fly.

It can be tempting to script or memorize certain stories, but doing so may limit your ability to adapt as needed in an interview, and can seem unnatural or disingenuous to an interviewer. Instead, focus your preparation on understanding the structure and having clear examples ready.

Depending on the size and age of a company, you can also use Glassdoor Interview Reviews to learn about others' experiences and find potential interview questions. Practice your responses through mock interviews with mentors or career advisors to receive feedback and gain confidence before the real interview.

Behavioral interviewing offers 5 key advantages for both employers and candidates:

• Better prediction of future performance: This approach helps employers better predict how candidates might respond to on-the-job challenges based on past behaviors
• Bias mitigation: It helps mitigate bias during the interview process by focusing on behaviors rather than opinions and personal impressions
• Prevents canned answers: This interview style helps prevent rehearsed responses, as there's less opportunity for candidates to prepare generic answers in advance, leading to more natural and authentic conversations
• Reveals true working style: From the candidates' perspective, behavioral interviewing offers the space to share more detailed responses that reflect their true working style and abilities
• Better understanding of role fit: It gives candidates a better understanding of the organization, the job description, and how they may fit into the role and overall company culture

A behavioral interview style can help weed out candidates who seem like a strong fit on paper but lack what the company needs in practice. Ultimately, this leads to a more revealing conversation that helps both parties make an informed decision about mutual fit.

When preparing your responses for a behavioral interview, keep in mind 4 essential tips:

1. Focus on actual behaviors and emotions: It can be tempting to say what you think will help you get the job, but bending the truth in a job interview can be risky. What you say, if not truthful, can come across as disingenuous to an interviewer and may not match up with your application materials (résumé, CV, cover letter) or what a referral has shared about you
2. Describe your role in past situations: When sharing your experiences with a potential employer, show ownership of accomplishments by using "I" statements. This can be especially tricky when giving examples of teamwork or collaboration, but using "we" statements can make it difficult for an employer to have a clear understanding of what your skills are. Focus your response on how you contributed to the outcomes of the team efforts
3. Provide specific examples of your actions: Avoid giving answers that are too generalized. When responding to behavioral interview questions, share specific and clear examples that can give your interviewer insight to your potential as a candidate
4. Reveal your skills related to the job: Your interviewer will prepare questions that relate directly to the responsibilities of the role. If you are asked to share your strengths, refer to the job description to hone in on what skills are important to the role. The ability to communicate effectively, work well with others, and think creatively are common descriptors used in internship postings

After a behavioral interview, take some time to reflect on your performance. Consider what went well and what could go better next time. Jot down some notes to celebrate your wins and to help yourself prepare for future interviews.

You'll want to email your interviewer(s) within 24 hours to thank them for their time and reiterate your interest and excitement for the role. If you spoke with multiple interviewers, consider emailing each one individually. It doesn't hurt to include some reasons why you think you'd be a great fit, and mention anything worth noting or revisiting from the interview.

A behavioral interview is often compared to 4 related interview formats:

Behavioral Interview vs. Structured Interview

A behavioral interview focuses on specific past behaviors as predictors of future performance, while a structured interview follows a standardized format that focuses on a candidate's résumé, experience, and general strengths and weaknesses. Behavioral interviews ask candidates to provide detailed examples from their work history, whereas structured interviews may rely more on hypothetical scenarios or general qualifications.

Behavioral Interview vs. Unstructured Interview

A behavioral interview uses standardized questions about past behaviors to ensure fair candidate comparison, while an unstructured interview is a free-flowing conversation with no predetermined questions. Behavioral interviews provide a consistent framework for evaluation and help mitigate bias, whereas unstructured interviews allow for open discussions but make objective candidate comparisons more difficult.

Behavioral Interview vs. Case Interview

A behavioral interview asks candidates to describe how they handled situations in the past, while a case interview asks candidates to solve business problems or analyze scenarios in real-time during the interview. Behavioral interviews assess past performance as a predictor of future behavior, whereas case interviews evaluate analytical thinking, problem-solving ability, and decision-making skills under pressure.

Behavioral Interview vs. Group Interview

A behavioral interview is typically conducted one-on-one and focuses on an individual candidate's past experiences, while a group interview evaluates multiple candidates simultaneously as they interact and collaborate on team challenges. Behavioral interviews assess individual competencies through personal examples, whereas group interviews observe interpersonal dynamics and teamwork skills in action.