Behavioral interview questions ask candidates to describe how they actually handled real situations in past jobs, on the idea that past behavior is a useful guide to future performance. Instead of “How would you handle a conflict?”, you ask “Tell me about a time when you handled a conflict.” Below are 40 behavioral interview questions hiring managers can use, grouped by competency, plus how to score answers with the STAR method and which topics to avoid.
How behavioral interview questions work
A behavioral question asks for a specific example. Strong answers name a real situation, explain what the candidate personally did and describe the result. Weak answers stay general (“I always communicate clearly”) or describe what the team did without showing the person’s own role.
These questions work best inside a structured interview: every candidate for the role gets the same job-related questions, and answers are rated against the same criteria. The US Office of Personnel Management describes structured interviews as a consistent, job-related way to assess candidates, and recommends defining what a good answer looks like before interviews begin.
Behavioral vs situational interview questions
Situational interview questions are hypothetical: “What would you do if…?” Behavioral questions are about the past: “Tell me about a time when…”. Both can be useful. Behavioral questions suit candidates with work experience, while situational questions can help with early-career candidates who have fewer examples to draw on.
The STAR method for scoring answers
The STAR method gives interviewers a simple way to listen for complete answers. MIT’s career advising office describes the same four parts candidates are taught to use:
| STAR step | What to listen for | Follow-up if it’s missing |
|---|---|---|
| Situation | The context: where, when, what was going on | “Where were you working, and what was the setting?” |
| Task | The candidate’s responsibility or goal | “What were you specifically responsible for?” |
| Action | The steps they personally took | “What did you do yourself, as opposed to the team?” |
| Result | The outcome and what they learned | “What happened in the end? What would you do differently?” |
Rate each answer on a simple scale, such as 1 to 5, with short written anchors for what a 1, 3 and 5 look like for that competency. Write notes during the interview and score immediately afterwards, before discussing candidates with other interviewers.
40 behavioral interview questions by competency
Pick the five to eight competencies that matter most for the role, then choose one or two questions for each. You don’t need all 40 in one interview.
Teamwork and collaboration
- Tell me about a time when you worked with a colleague whose style was very different from yours. How did you make it work?
- Describe a project where your team disagreed on the approach. What did you do?
- Give an example of a time when you helped a struggling teammate.
- Tell me about a time when you had to rely on someone else to finish your work.
- Describe a time when you shared credit for a success.
Problem solving and judgment
- Tell me about a difficult problem you solved at work. How did you approach it?
- Describe a decision you made with incomplete information. What was the result?
- Give an example of a mistake you made and what you did next.
- Tell me about a time when you spotted a problem before it became serious.
- Describe a time when you had to choose between two good options.
Communication
- Tell me about a time when you had to explain something complex to a non-expert.
- Describe a situation where you had to deliver bad news.
- Give an example of a time when you persuaded someone to see things your way.
- Tell me about a time a misunderstanding caused a problem. How did you fix it?
- Describe a time when you received critical feedback. How did you respond?
Adaptability and change
- Tell me about a time when your priorities changed suddenly.
- Describe how you learned a new tool or skill quickly to get a job done.
- Give an example of a time a plan failed and you had to start over.
- Tell me about a time when you worked through a major change at work.
- Describe a time when you had to work outside your normal role.
Time management and results
- Tell me about a time when you had several deadlines at once. How did you prioritize?
- Describe a goal you set and how you reached it.
- Give an example of a time when you missed a deadline. What happened?
- Tell me about a time when you improved a process to save time or effort.
- Describe the accomplishment you’re proudest of and your part in it.
Customer and stakeholder focus
- Tell me about a time when you handled a difficult customer or stakeholder.
- Describe a time when you went beyond what was expected for a customer.
- Give an example of a time when you had to say no to a client request.
- Tell me about a time when you balanced the needs of several stakeholders.
- Describe a time when you turned an unhappy customer into a satisfied one.
Leadership and ownership
- Tell me about a time when you took the lead without being asked.
- Describe a time when you had to motivate a team through a hard period.
- Give an example of how you handled an underperforming team member.
- Tell me about a decision you made that was unpopular. How did you handle it?
- Describe a time when you delegated work. How did you decide what to hand off?
Integrity and conflict
- Tell me about a time when you saw something at work you thought was wrong. What did you do?
- Describe a conflict with a manager and how it was resolved.
- Give an example of a time when you admitted you were wrong.
- Tell me about a time when you had to keep information confidential under pressure.
- Describe a time when you had to follow a rule you disagreed with.
Behavioral interview questions and answers: what good looks like
Here’s an example of a strong answer to “Tell me about a time when your priorities changed suddenly”:
- Situation: “Our team was two weeks into a planned system upgrade when a major client asked for an urgent report.”
- Task: “I was responsible for the upgrade schedule and for making sure the client work got done.”
- Action: “I met with my manager to agree which deadline mattered more, moved two people to the report and rescheduled the upgrade tasks we could safely delay.”
- Result: “The report went out on time, and the upgrade finished a few days later than planned, with the client informed throughout. Afterwards we added buffer time to project plans.”
Notice what makes it strong: a real situation, a clear personal role, specific actions and an honest result. Red flags include vague answers, blaming others for every problem, examples that don’t match the question, or an inability to name any outcome.
Topics to avoid in behavioral interviews
Keep every question tied to the job. The EEOC advises that pre-employment questions should be limited to what is needed to judge whether someone is qualified, and warns against inquiries that could be used to discriminate. Avoid questions, including casual small talk, about:
- Age, date of birth or graduation year
- Marital status, children, pregnancy or family plans
- Religion, national origin, race or ethnicity
- Disability, health conditions or medical history
- Genetic information, including family medical history
If a candidate brings up one of these topics, steer back to the job. Training every interviewer on what not to ask is part of running a fair process. Some states and cities add further limits, such as rules on asking about salary history, so check your local requirements.
Tips for running behavioral interviews
- Tell candidates the format. Saying you’ll ask for specific examples helps people give their best answers.
- Allow thinking time. A short pause before answering is normal.
- Probe for detail. Ask “What did you do next?” or “What was the result?” until you hear a complete example.
- Use panel or split interviews. Assign each interviewer different competencies so you cover more ground without repeating questions.
- Combine with other evidence. Work samples and reference checks add to what you learn from answers.
Behavioral interviewing fits into a wider hiring plan. Our guides to recruitment strategies and employee retention strategies cover how to attract the right people and keep them.
Behavioral interview questions FAQ
What are the most common behavioral interview questions?
Common ones include “Tell me about a time when you handled a conflict,” “Describe a mistake you made and what you learned,” “Give an example of a goal you reached,” and “Tell me about a time when you had to adapt to a change.” They target teamwork, problem solving, adaptability and results.
What is the STAR method in an interview?
STAR stands for Situation, Task, Action and Result. Candidates use it to structure answers to behavioral questions, and interviewers use it to check whether an answer is complete and to ask follow-up questions.
How many behavioral questions should you ask in an interview?
For a typical 45 to 60 minute interview, five to eight behavioral questions with follow-ups is a workable number. Covering fewer competencies in depth tells you more than rushing through many.
Are behavioral interview questions better than situational ones?
Neither is always better. Behavioral questions draw on real past behavior, while situational questions test how someone would reason through a scenario. Many interviewers use a mix, especially for candidates with limited work history.
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