How to answer behavioural interview questions
Many candidates are often spooked by behavioural interviews, ruining their chances of landing a role they’re more than qualified to perform. In reality though, there’s nothing to be spooked about since you have already performed the metric that the interviewer is trying to assess. Behavioural interviews are based on the concept that past behaviour predicts future behaviour. So by providing an example of where you have acted in a certain way, in a specific situation, you provide evidence to the interviewer that you know how to perform and have experience to draw from. In a stressful interview environment, regardless of how much you have prepared, it is normal to forget a few details in your answers. So just remembering these 3 things will help you structure any behavioural interview question.
Choose a specific example
Most of us perform various tasks every day so being asked to remember a specific example can be difficult, that is why forethought about the best example to use is important. Refrain from using terms such as “the team”, “we did” – and instead use “I did”, “my role was to” etc. This could be difficult was some who may feel like they’re gloating or showing arrogance. But remember the interviewer is looking to hire you not your team – they want evidence ofyourcapability.
Provide a framework for your answer. What was the scale/scope of the project? What was the risk? Who was impacted? Highlight the challenges before going into your actions and solution.
Add detail to your answer
Consider the complexity of your answer in relation to the level of the role you’re applying for and your experience. Explain your approach and what you did in detail, interviewers want evidence of knowledge and experience.
Here’s a sample to review.
When did you last influence a stakeholder group to a different point of view – what was your approach?