How to Answer Behavioral Job Interview Questions
During a job interview, it is common to be asked behavioral questions. These often start with "Tell me about a time when..."
Behavioral interview questions allow companies to assess your potential as an employee by examining how you have handled challenges and achieved success in past professional situations. Through these questions, companies can gain insight into how you might behave and perform in the future.
To effectively answer these types of questions, it is helpful to use the STAR method, which stands for Situation, Task, Action, and Result.
In my coaching sessions, I use the STARC method, which adds the step of Connection. This helps you to directly connect your experience to the job for which you are applying, resulting in the more effective STARC method.
This means that, in addition to outlining the situation, task, action, and result, you should also highlight how this experience and the skills you demonstrated are relevant and valuable to the position for which you are interviewing.
Don't leave it up to the interviewer to make this connection. Be explicit about how your past experiences make you an ideal candidate for the job.
SITUATION:
The Situation step of the STAR method involves describing the specific context or background of the experience you are discussing. This could include details about the setting, the people involved, and any relevant circumstances that led up to the event or situation.
TASK:
The Task step involves describing the specific responsibilities or issues that you were faced with during this experience. This could include any challenges or problems that you had to address, as well as any goals or objectives that you were working towards.
ACTION:
The Action step involves describing the steps or process that you took to address the task or issue. This could include any strategies or tactics that you used, as well as any decisions or actions that you took.
RESULT:
The Result step involves describing the outcomes or results of your action, as well as any lessons or reflections that you took away from the experience. This could include any positive or negative outcomes that resulted from your action, as well as any insights or lessons that you learned as a result.
CONNECTION:
The Connection step involves clearly explaining how the lessons and skills you learned from that experience will help you be better at this job. By doing this, you can show the interviewer how your past experiences are directly applicable to the role you are seeking.
EXAMPLES
Here are some examples of how to use the STARC method to answer behavioral interview questions:
Question: "Tell me about a time when you had to overcome a challenge at work."
S: I was working on a project with a tight deadline and we encountered several unexpected setbacks that threatened to push the deadline back.
T: As the team lead, my task was to find a way to overcome these setbacks and get the project back on track.
A: I gathered the team together and we brainstormed possible solutions. We ultimately decided to divide the work into smaller tasks and reassign some of them to other team members to free up time for those who were behind. We also reached out to our vendor for additional support and resources.
R: We were able to complete the project on time and within budget, and our client was very happy with the result.
C: One of the most valuable lessons I learned through this experience is that an important part of leading a team is understanding when collaboration can help expedite solutions. My team’s strong relationships with our vendors opened up options I wouldn’t have considered had I not included them in the brainstorming process.
Question: "Tell me about a time when you had to lead a team."
S: I was asked to lead a team of six people on a new product launch.
T: My task was to oversee the entire launch process, from planning to execution.
A: I created a project plan and assigned tasks to each team member based on their strengths and expertise. I also held regular team meetings to track progress and address any issues that arose.
R: The launch was a success, and we received positive feedback from our clients.
C: I learned the importance of effective communication and delegation in leading a team. With consistent checkins, we were able to prevent issues from becoming bigger problems, which allowed us to work much more efficiently and meet our deadlines.
Focus On Your Process
It is common for job candidates to place excessive emphasis on the company, project, or team they have previously been associated with during an interview, rather than highlighting their own process and accomplishments.
However, it is important to remember that the primary objective of the interview is to demonstrate to the hiring team why you are the ideal candidate for the position. To achieve this, it is essential to focus on your own achievements, explaining why you took specific actions, the results of your decisions, and how you played a significant role in the successful outcome of previous projects.
Furthermore, it is critical to connect these experiences to how the skills and lessons you have gained will be beneficial in the new position you are applying for.
When communicating your qualifications and accomplishments, it is crucial to utilize the ARC (action, result, and connection) components of the STARC structure, while maintaining concision in your explanation.
Remember, it is essential not to rely on the interviewer asking follow-up questions, but to ensure that you have provided enough information for them to fully understand your value as a candidate, even if they do not ask for more details.
The key is to be concise, relevant and personable. Remember that interviewers are also looking for candidates that are a good culture fit for the company.
This is your chance to showcase your experience and your personality, so prepare and practice, practice, practice.
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