The behavioural interview is tricky – Here’s how to prepare

Behavioural interviewing is a common technique that many interviewers will choose to conduct a job interview.

In brief, interviewers use these types of questions to determine your potential performance by learning more about how you behaved in previous, similar situations.

It can be a stand-alone interview (typically performed by someone in your potential future employer’s human resources department) or part of a technical interview. Regardless — it’s important to always be prepared for this style of interview, no matter what stage of the interview process you’re in.

Although you can never be sure what questions an interviewer may ask you on the day (unless they’ve given you questions or presentations to prepare), you will need to mentally prepare for the structure, quality and type of response an interviewer is looking for.

Some questions may seem quite simple on the surface, but the more open-ended the question, the more variations you may give your interviewer.

Once you’ve homed in on your interview skills, you will find that any question can be used as a launching pad for a particular topic, compelling story, or as a vehicle to push the conversation toward your strengths.

We’ve put together our top tips to ensure you understand how to best structure your responses, show that you’re the most qualified candidate and some of the most common behavioural interview questions for you to use as practice before your interview.

STAR Interview Technique

The STAR model can be used to answer behavioural interview questions in written applications or in interview settings. It provides a framework for talking about an experience, which illustrates the competency being assessed by a particular behavioural question.

STAR is an acronym for:

Situation

Task

Action

Result.

Essentially, a behavioural question will ask for one example of a time when you demonstrated a particular skill or competency.

The example will need to have happened in real life and be described in detail to explain the context and process of how you accomplished the skill or competency. This enables the employer to understand how you think and act, and how they can expect you to react in similar situations in their workplace.

Keep the responses recent and relevant — ideally in your most recent role, or within the last 1-2 years.

To ensure your responses are clear and succinct, follow the following anecdote structure to ensure your interviewer has a clear picture of your example:

Situation: Describe the situation/environment you were in. Include context, details and time.

Task: Describe the event/task that required resolution or accomplishment.

Action: Describe what happened including a particular focus on the actions YOU took. Focus on the ‘why’ as well as the ‘what.’

Result: What happened? What did you accomplish? What did you learn? Think about the relationship outcomes, as well as the task outcomes — try to include numbers to back up your statements.

What the interviewer is NOT looking for

The interviewer wants an actual example from your past. What they are NOT looking for is any of the following:

Vague responses — These include generalisations that do not provide the full picture. Avoid using phrases, such as:

Most of the time...
Usually…
Sometimes…

Opinions — The interviewer is not asking for your opinion. They want a factual, real-life example of what you did in a certain situation. Avoid phrases, such as:

I believe…
I think…
In my opinion…

Theoretical responses — These answers indicate what you would rather have done rather what you did do. Avoid phrases, such as:

If I had…
I would have…
I might…

Criticism of former colleagues, managers and companies is also poor form. It’s important to be straightforward in your account of what you did, not what anyone else did. We only have the ability to control our own actions and reactions; badmouthing other people in your answer will only detract from its validity.

What the interviewer is listening for

Planning and Organising

In questions regarding planning and organising, the examples that you present in your answers should demonstrate these particular abilities and should include the following actions:

Establishing clear and realistic objectives,
Scheduling activities, and time parameters to get the job done,
Setting priorities,
Knowing what resources are needed and making best use of them, and
Monitoring your progress and adjusting your activity where necessary.

Sample response:

“In my previous role, I was responsible for coordinating a high volume project with several moving parts and a tight deadline. At the beginning, I broke the project down into clear objectives so I knew exactly what needed to be achieved and by when.

I created a timeline with key milestones, assigned priorities based on urgency and impact, and identified the resources I would need, including support from team members, internal systems, and any required documentation. I also made sure I scheduled regular check-ins so I could track progress and identify any issues early.

Halfway through the project, one of the deadlines was brought forward, so I reviewed the plan, adjusted the order of tasks, and reallocated time to the most critical activities. I communicated these changes clearly to everyone involved to make sure we stayed aligned.

As a result, the project was completed on time and to the expected standard. This experience showed my ability to set realistic goals, organise tasks effectively, manage competing priorities, and adjust my approach when circumstances changed.”

Decision Making

When answering questions with regards to using your judgement and making decisions, they should include the following steps in the decision-making process:

Gathering the necessary information and facts,
Using this information to work out possible courses of action to take,
Considering alternative courses of action,
Considering the implications and consequences of different courses of action,
Carrying out the most appropriate course of action,
Involving the necessary stake-holders in the process, and
Monitoring your progress and adjusting your activity where necessary.

Sample Response:

"“In my previous role, I had to make a decision about how to handle an urgent issue that could have affected the delivery of a project. Before deciding on a course of action, I gathered all the relevant information, including the current status of the project, the risks involved, the deadline, and who would be impacted.

I then considered a few possible options. One option was to continue with the original plan, but that carried the risk of delays. Another option was to change the approach, which would require extra coordination but had a better chance of keeping the project on track. I weighed up the consequences of each option, including time, quality, resources, and the impact on the team and stakeholders.

I involved the relevant stakeholders early, explained the situation clearly, and asked for their input before making the final decision. Based on the information available, I chose the option that reduced risk while still meeting the required outcome.

Once the decision was made, I communicated the plan, assigned responsibilities, and monitored progress closely. When a minor issue came up during implementation, I adjusted the approach quickly to keep everything moving.

As a result, we were able to resolve the issue and deliver the project successfully. This showed my ability to gather facts, assess options, consider consequences, involve the right people, and make a well-informed decision under pressure.”

Problem Solving

Use past examples that demonstrate the following key elements to successful problem analysis and problem solving:

Finding and gathering all the relevant information from the right sources,
Organising and sorting the information to identify the reasons for the problem,
Involving the necessary stake-holders in the process, and
Coming up with potential solutions for the problem.

Sample Response:

"In my previous role, I noticed an issue where a process was taking longer than expected and causing delays for the wider team. Before jumping to a solution, I gathered information from the people involved, reviewed the current process, and looked at where delays were occurring.

I then organised the information to identify the main cause of the problem. It became clear that the issue was not one single task, but a lack of clarity around responsibilities and deadlines, which meant work was being duplicated or followed up too late.

I involved the key stakeholders in the process, including team members who were completing the work and those relying on the outcome. I asked for their feedback and discussed what was realistic from their perspective.

From there, I came up with a few potential solutions, including creating a clearer workflow, setting agreed timeframes, and introducing regular progress updates. After reviewing the options, we implemented the solution that was easiest to follow and would have the biggest impact.

As a result, the process became more organised, delays were reduced, and the team had a clearer understanding of what needed to happen at each stage. This experience showed my ability to gather the right information, identify the cause of a problem, involve the right people, and develop practical solutions.”

Adaptability

Behavioural interview questions regarding adaptability should contain these elements:

Adjusting your behaviour, communication style and your approach to match changing tasks, work demands or different people,
Adjusting priorities to meet new deadlines and information,
Adjusting activities and attitude to work effectively in a new environment,
Willing to try new approaches for changed situations, and
Attempting to understand and embrace change positively.

Sample Response:

"In my previous role, I experienced a situation where priorities changed quickly due to a new deadline and updated business requirements. The original plan was no longer going to work, so I had to adjust my approach and reprioritise my workload.

I first took the time to understand what had changed, why it was important, and what outcome was now required. I then reviewed my current tasks and identified what needed to be completed first, what could be pushed back, and where I needed support.

I also adjusted my communication style depending on who I was working with. For example, I provided clear updates to my manager, more detailed instructions to team members involved in the work, and reassurance to stakeholders who were impacted by the change.

Although the change was unexpected, I stayed positive and focused on finding the best way forward. I was open to trying a different process, even though it was not how we had originally planned to complete the work.

As a result, we were able to meet the new deadline and deliver the required outcome. This experience showed my ability to stay flexible, adjust priorities, communicate effectively with different people, and respond positively to change.”

Initiative

Your choice of behavioural answers to demonstrate your use of initiative should show you to be a person who is able to be proactive and seek out new opportunities, to capitalise on opportunities and come up with new ideas. The interviewer is looking for an individual who is able to:

Solve problems without being asked,
Come up with new ways to apply existing information and knowledge
To anticipate problems and challenges rather than just reacting to them,
To work independently, and
Who is willing to look for ways to improve oneself and one’s environment.

Sample Response:

“In my previous role, I noticed that a recurring task was taking longer than it needed to because the process was very manual and there was no clear template for the team to follow.

Rather than waiting for someone else to raise it, I reviewed the current process and looked at where time was being lost. I realised that most of the delays came from people searching for the same information, recreating the same documents, or asking the same questions each time.

I used the information we already had to create a simple template and checklist that outlined the key steps, required information, and deadlines. I also shared it with the team and asked for feedback so it could be improved before being used more widely.

This helped reduce confusion, saved time, and made the task easier for everyone to complete consistently. It also helped prevent small issues from becoming bigger problems later in the process.

This experience showed my ability to identify an opportunity for improvement, take action without being asked, work independently, and develop a practical solution that benefited the wider team.”

Teamwork

Answers to behavioural interview questions that explore your ability to work as part of a team would focus on examples that show how you exchange information freely and openly and offer information and ideas to other teammates. To showcase this, highlight how you were able to:

Listen and acknowledge the input of others,
Use empathy when dealing with team members,
Ask for and encourage feedback and help,
Support team actions and decisions, and
Put the team objectives ahead of your own goals.

Sample Response:

"“In my previous role, I worked as part of a team on a project that required input from several people with different responsibilities. To make sure we worked effectively together, I focused on keeping communication open and making sure everyone felt heard.

At the start, I listened to each team member’s ideas and acknowledged their input, especially where they had more experience or were closer to a particular part of the work. I also asked questions to better understand their perspective and encouraged feedback on my own tasks so we could improve the overall outcome.

During the project, one team member was under pressure with competing priorities, so I offered support where I could and adjusted my own workload to help keep the team on track. I made sure my focus stayed on the team’s overall objective rather than just completing my own tasks.

When decisions were made as a group, I supported the agreed approach and helped communicate the next steps clearly. As a result, we were able to work more collaboratively, avoid confusion, and complete the project successfully.

This experience showed my ability to listen to others, communicate openly, support team members, ask for feedback, and prioritise the success of the team over my individual goals.”

Work Standards

Examples of past behaviour that indicate high work standards should include these elements:

Setting high goals and standards for performance,
Imposing standards of excellence on oneself,
Not being satisfied with average performance, and
Assuming responsibility and accountability for one’s own successful performance and work outputs.

Sample Response

"“In my previous role, I was responsible for completing work that needed to be accurate, professional, and delivered within set timeframes. I always set high standards for myself because I understood that the quality of my work could impact the wider team, clients, or business outcomes.

For example, when working on an important task or project, I made sure I clearly understood the expectations, deadlines, and required standard before starting. I planned my work carefully, checked details throughout the process, and reviewed the final output before submitting it.

I was not satisfied with simply completing the task if I felt it could be improved. Where possible, I looked for ways to make the work clearer, more efficient, or more useful for the people relying on it. If I noticed an error or something that could have been done better, I took responsibility for correcting it and learning from it.

As a result, I was able to consistently produce work that met a high standard and built trust with my team and manager. This experience showed my commitment to quality, accountability, and taking pride in the work I deliver.”

Communication

When it comes to your communication skills, use examples that demonstrate your ability to:

Listen with empathy and respect,
Avoid interrupting and hearing the person out,
Receiving the right message by asking appropriate questions and clarifying details,
Expressing oneself effectively and clearly, and
Using the appropriate language and communication style to match the individual(s) you are communicating with.

Sample response:

"In my previous role, I regularly communicated with different people, including team members, managers, clients, and external stakeholders. I understood that effective communication was not just about speaking clearly, but also about listening properly and making sure I understood the other person’s perspective.

For example, I once had a conversation with a stakeholder who was frustrated about a delay in a project. Rather than interrupting or immediately trying to explain the situation, I listened carefully, acknowledged their concerns, and allowed them to explain what was most important from their point of view.

Once I understood their concerns, I asked clarifying questions to make sure I had the right information and could respond appropriately. I then explained the situation clearly, using straightforward language and avoiding unnecessary detail that may have caused more confusion.

I also adjusted my communication style to suit the person I was speaking with. For example, I provided more detailed updates to those directly involved in the work, while giving concise summaries to managers who needed the key information quickly.

As a result, we were able to resolve the misunderstanding, agree on the next steps, and maintain a positive working relationship. This experience showed my ability to listen with empathy, ask the right questions, communicate clearly, and adapt my style depending on the situation and audience.”

Creativity

Creativity isn’t just about creating art. It’s about generating new ideas, approaching tasks and processes differently, and coming up with non-traditional solutions to problems. It is a highly valued competency and employers are more and more aware of the need for creativity in their workforce in order to be competitive and successful.

Sample Response:

“In my previous role, I was involved in a task that had always been completed the same way, but the process was taking too long and was not producing the best results. I saw an opportunity to approach it differently and come up with a more practical solution.

Instead of simply following the existing process, I looked at what we were trying to achieve and considered whether there was a better way to get the same outcome. I reviewed what information we already had, asked for input from others, and explored a few different ideas before deciding on a new approach.

I suggested simplifying the process by using a clearer structure, improving the way information was presented, and introducing a more engaging format that would be easier for people to understand and use. This was different from how the task had been done previously, but it still aligned with the overall objective.

After testing the new approach, we found that it saved time, improved clarity, and made the final result more useful for the people relying on it.

This experience showed my ability to think creatively, challenge existing ways of working, generate new ideas, and find practical solutions that improve outcomes.”

Now that you understand how to structure your responses — give it a go with any of the following common behavioural interview questions.

25 Common Behavioural Interview Questions

Describe a time when you were faced with problems or stressed at work that tested your coping skills. What did you do?
Give an example of a time when you could not participate in a discussion or could not finish a task because you did not have enough information.
Give an example of a time when you had to be relatively quick in coming to a decision.
Tell me about a time when you had to use your spoken communication skills in order to get a point across that was important to you.
Can you tell me about a job experience in which you had to speak up and tell other people what you thought or felt?
Give me an example of when you felt you were able to build motivation in your co-workers or subordinates.
Tell me about a specific occasion when you conformed to a policy even though you did not agree with it.
Describe a situation in which you felt it necessary to be very attentive and vigilant to your environment.
Give me an example of a time when you used your fact-finding skills to gain the information needed to solve a problem; then tell me about how you analysed the information and came to a decision.
Give me an example of an important goal you had to set and your subsequent progress in reaching that goal.
Describe the most significant written document, report or presentation that you’ve completed.
Give me an example of a time when you had to go above and beyond the call of duty in order to get a job done.
Give me an example of a time when you were able to communicate successfully with another person, even when that individual may not have personally liked you.
Describe a situation in which you were able to read another person effectively and guide your actions by your understanding of his/her individual needs or values.
What did you do in your last job in order to be effective with your organisation and planning? Be specific.
Describe the most creative work-related project you have completed.
Describe a time when you felt it was necessary to modify or change your actions in order to respond to the needs of another person.
Give me an example of a time when you had to analyse another person carefully or a situation in order to be effective in guiding your action or decision.
What did you do in your last job to contribute toward a teamwork environment? Be specific.
Give me an example of a problem you faced on the job and tell me how you solved it.
Describe a situation in which you were able to positively influence the actions of others in a desired direction.
Tell me about a situation in the last year in which you had to deal with a very upset customer or co-worker.
Describe a situation in which others within your organisation depended on you.
Describe your most recent group effort.
Describe the worst customer or co-worker you have ever had and explain how you dealt with him or her.

Showtime!

Now that you’ve prepared yourself on how to best answer your interviewer’s questions and have tested out a couple of the most common behavioural interview questions — it’s time to put them to use!

Your Sirius Recruitment Consultant will interview you before sending you in for an interview in front of one of their clients and will be able to provide you with customised feedback and company insights before you go into your interview.

We also recommend reading our blog post about the 10 job interview tips that will help you get hired, according to our recruitment consultants, which includes how to prepare yourself for the interview and what to do during the interview.

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