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common behavioural interview questions

10 Common Behavioural Interview Questions and Answers

Interviewing

6 Oct 2020 (Last updated 3 Sept 2025)

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What Are Behavioural Interview Questions?

Behavioural interview questions are questions commonly asked in job interviews, which are designed to tap into the candidate’s experience to understand how they approach and respond to various situations. Behavioural interview questions require candidates to share information about how they have behaved in a previous scenario, and typically start with ‘tell me about a time when…’. Find out 10 common behavioural interview questions and sample answers for employers.

Why Employers Should Ask Behavioural Questions

Compared to unstructured interview questions, behavioural interview questions have been shown to provide interviewers with richer information which is more predictive of their future job performance than an unstructured interview.

Using behavioural questions in an interview can help employers understand how and why candidates have previously behaved in various scenarios. Previous behaviour is a strong predictor of future performance, meaning that the answers given can help an employer understand how well a candidate is likely to perform in the role to be filled.

Behavioural questions therefore help employers understand if a candidate is likely to meet the capability and soft skill requirements of the role.

Behavioural questions can also help compare candidates to choose the best fit for the role. If the same question is asked of all candidates, it is easier to compare responses, compared to if different questions are asked of different candidates.

10 Common Behavioural Interview Questions and Sample Answers

Problem Solving

1. You had to come up with a new solution to a problem

This question allows you to tap into whether the candidate can show initiative day-to-day in their role, and how creatively they can identify ways to solve a problem.

Follow up questions:

  • How did you come up with the solution?
  • What other options did you have? Why didn’t you choose those?
  • What was the outcome?

2.You made a mistake

This question allows you to assess taking ownership for mistakes, and whether the candidate has resilience to be able to dust themselves off and move forward afterwards.

Follow up questions:

  • Whose fault was it?
  • How did you correct it?
  • What did you learn from the situation?

3. You were faced with an unexpected challenge

This question helps you understand how adaptable the candidate is and whether they can cope well with change or challenges that are thrown their way.

Follow up questions:

  • How did you overcome the challenge?
  • What did you learn from the situation?

Communication Skills

4. You had to give someone constructive feedback

This question will help you assess whether the candidate is comfortable having difficult conversations, but also whether they can do so tactfully.

Follow up questions:

  • How did you deliver the feedback?
  • How did they respond to the feedback?
  • Did they change their behaviour after receiving the feedback?

5. You disagreed with someone on a way to solve a problem

This will help you identify how the candidate manages conflict, and how cooperative they are in solving problems

Follow up questions:

  • What decision did you eventually make on how to solve the problem?
  • How did you make the decision?
  • What was the outcome?

6. You had to display a high level of attention to detail in completing a task

This question will help you assess whether someone has a good eye for detail, and what methods or strategies they use to ensure their work is of a high quality.

Follow up questions:

  • What method(s) did you use to focus your attention on the detail?
  • Did you miss anything?
  • What was the outcome?

Teamwork

7. You had to lead a team or take the lead on a project

This question can help you assess leadership skills, and see how comfortable the candidate is in a leadership position

Follow up questions:

  • How did you find taking the lead?
  • How did your team react to your leadership style?
  • What was the outcome?

8. You had to work as part of a team to complete a task

This question can allow you to explore how well the candidate works alongside others.

Follow up questions:

  • What was your role in the team?
  • How well did you work together? Why?
  • What was the outcome?

9. You had to delegate work to others

This is another great question if you are looking to assess leadership capabilities. Good delegation requires a mix of strong communication skills, motivational skills, and the ability to empower others.

Follow up questions:

  • How did you explain what needed to be done?
  • Did you encounter any issues?
  • What was the outcome?

Time Management

10. You had to work towards a tight deadline

This allows you to assess ability to work towards a goal, under pressure.

Follow up questions

  • How did you manage your time to meet the deadline?
  • What was the outcome?

11. You had two or more competing priorities

This allows you to assess whether someone can juggle multiple responsibilities or priorities at once, it can also be a way of assessing how comfortable they are with pushing back in situations where they need to prioritise one thing over another.

Follow up questions:

  • How did you manage your time?
  • Did you have to push back on either priority?
  • What was the outcome?

The S.T.A.R. Method – A Behavioural Interview Technique

The S.T.A.R. Method is a framework that can be used to provide structure to behavioural questions and answers. It can be used by interviewers and candidates alike to ensure the candidate provides rich responses to behavioural questions.

The S.T.A.R. method comprises four steps in explaining a previous experience:

  • Situation: An explanation of the context, for example what was the problem to be solved.
  • Task: Outline of the task that needed to be completed in responding to the situation.
  • Action: What action was taken to respond to the situation and achieve the task at hand. Candidates should ensure that they cover off what they personally did in the situation.
  • Result: What the outcome was of the action taken. If possible, to include quantifiable outcomes – e.g. were you able to save money or reduce incidents as a result?

An example of the S.T.A.R. method in action:

Interviewer: Tell me about a time that you had to give someone constructive feedback.

  • Situation: What was the situation?
  • Task: What was feedback you needed to give?
  • Action: How did you give the feedback?
  • Result: What was the outcome?

Candidate:

  • Situation: A member of my team completed a piece of work that was full of spelling and grammatical mistakes – it was clear that they hadn’t proofread it and had not taken care before sending it to me.
  • Task: I wanted to provide them with the feedback so that they would take more care the next time and proofread their own work before sending it to me.
  • Action: I found an appropriate time and place and stated that I wanted to share some feedback on the recent piece of work. I shared the issues that I had found, and explained the impact it had on my time. I stated I knew they were capable of higher quality work, and suggested they spend more time proofreading next time before sending to me.
  • Result: My team member agreed that they rushed the work and that they are capable of more. We agreed that they would take more care next time. Since then there has been a significant increase in the quality of their work, and saving me time in reviewing.

This blog has been compiled on the basis of general information current at the time of publication and reflects an opinion only and is not intended to provide anything other than an opinion at any time. Your specific circumstances as well as any changes in circumstances after publication may affect the relevance, completeness or accuracy of this information. To the maximum extent permitted by law, we disclaim all liability for any errors or omissions contained in this information or any failure to update or correct this information. It is your responsibility to assess and verify the accuracy, completeness, currency and reliability of the information on this website, and to seek professional advice where necessary. Nothing contained on this website is to be interpreted as a recommendation to use any product, process or formulation or any information on this website. For clarity, Peninsula does not recommend any material, products or services of any third parties.

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Mastering Job Interview Questions for Employers

Hiring the right talent is crucial for any Australian business. A strong team can propel your business forward, while a bad hire can cost you time, money, and affect team morale. Acing the interview process is central to finding the perfect candidate. And crafting the right interview questions is an essential skill. This comprehensive guide to mastering interview questions for employers will equip you with the tools to streamline your hiring process. We'll cover crafting targeted questions, evaluating responses and avoiding common pitfalls so you can identify top talent and conduct successful interviews. The importance of thoughtful interview questions A job interview is a pivotal moment when the hiring manager assesses a candidate's suitability for their organisation. Well-constructed employer interview questions uncover candidates' qualifications and shed light on their problem-solving, communication, and cultural alignment skills. It’s important to get it right for several reasons.  Uncover skills and experience: Well-designed questions help hiring managers assess the experience and qualifications of a prospective employee against the specific requirements of the role. Evaluate cultural fit: Beyond technical skills, a good hire must fit your company's culture. The right questions can reveal a candidate's personality, work style and values to see if they align with your team. Identify red flags: Certain questions can expose potential red flags, such as a lack of relevant experience, unrealistic salary expectations or a history of short job stints. Gauge enthusiasm and communication: The job interview is a two-way street. Strong questions allow hiring managers to assess a candidate's level of interest in the role and the company, as well as their communication skills. Common interview question types and examples  A well-rounded interview question bank should encompass a variety of categories to assess a candidate's suitability for the role comprehensively. Here are some key categories, examples of job interview questions and what to look for in answers for each.  1. Traditional questions  These standard job interview questions provide a foundational understanding of a candidate's background, skills, experience, and career aspirations. While essential, they may not always unveil the full spectrum of a candidate's potential. Traditional interview question examples:  Question 1: "Tell me about a time you had to use [relevant skill] to achieve a positive outcome." This is a classic behavioural interview question. A candidate's answer reveals the practical application of a skill in their current job. Answer: What to look for Specific example: Did they provide a clear and detailed example of a situation where they used the skill? Action taken: How did they approach the situation and utilise the skill? Problem-solving: Did they demonstrate a logical thought process when using the skill to overcome a challenge? Positive outcome: Did their use of the skill lead to a successful resolution? Question 2: "Can you walk me through your experience with [relevant software/tool]?" This assesses a candidate's technical proficiency with a specific software or tool crucial for the role. Answer: What to look for Depth of knowledge: Can they describe the software's functionalities and features in detail? Practical experience: Have they used the software in a work environment before? Can they showcase their experience level? Comfort level: Are they comfortable discussing the software and demonstrating their understanding? Question 3: "Describe a situation where you had to overcome a technical challenge." This assesses a candidate's skills overcoming a challenge with a specific software or tool they will be using in the role. Answer: What to look for Challenge identification: Did they clearly describe the technical challenge they faced? Troubleshooting steps: Can they articulate their steps to troubleshoot and resolve the issue? Resourcefulness: Did they demonstrate resourcefulness in finding solutions or seeking help when needed? Learning outcome: Did they learn anything from the experience and apply that knowledge in the future? 2. Situational questions These hypothetical scenarios evaluate a candidate's problem-solving acumen, decision-making and ability to navigate challenges. Situational questions often begin with prompts such as "How would you handle..." or "What steps would you take if...". Situational interview question examples Question 1: "How would you approach a situation where [describe a hypothetical scenario related to the role]?" This question unveils a candidate's thought process, problem-solving skills and understanding of the role's real-world challenges. Answer: What to look for Structured approach: Does the candidate outline a clear and logical plan for tackling the situation? Critical thinking: Do they consider various factors and potential solutions before taking a course of action? Role-specific knowledge: Does their approach demonstrate an awareness of the specific demands and considerations relevant to the role they're applying for? Adaptability: Can they adjust their plan based on unforeseen circumstances or new information? Question 2: "Tell me about a time you had to make a difficult decision under pressure. What was your process, and what was the outcome?" This question delves into a candidate's ability to handle pressure, make sound choices under time constraints, and learn from experiences. Answer: What to look for Pressure situation: Can the candidate clearly describe a scenario where they felt compelled to make a quick decision? Decision-making process: Do they articulate the steps to gather information, weigh options and reach a conclusion? Problem-solving skills: Did they demonstrate critical thinking and logic when making decisions? Learning and adaptability: Did they reflect on the outcome and glean valuable lessons from the experience? Question 3: "Can you describe a complex problem you solved and the steps you took to resolve it?" This question assesses a candidate's analytical skills, problem-solving approach, and capacity to navigate intricate situations. Answer: What to look for Complexity of the problem: Did they identify a challenge they faced in a previous role? Analytical approach: Can they detail a structured way of breaking down the problem and identifying its root cause? Solution-oriented mindset: Do they outline the specific steps to troubleshoot and resolve the issue? Communication and initiative: Were they able to effectively communicate the problem and take the initiative to find a solution? 3. Communication and teamwork questions  Effective communication and teamwork are crucial for success in the workplace. Questions in this category aim to evaluate a candidate's communication style, ability to collaborate with others and capacity to explain complex concepts clearly.  Communication and teamwork examples:   Question 1: "How would you explain a complex technical concept to someone with no prior experience?" This question assesses a candidate's communication skills, management style, ability to simplify complex ideas and patience in explaining concepts to others. Answer: What to look for Clarity and concise: Can they break down the concept into simpler terms and avoid technical or industry jargon? Adaptability: Can they tailor their explanation to the audience's level of understanding? Teaching skills: Do they use examples, analogies or visuals to enhance understanding? Patience and empathy: Can they patiently address questions and ensure the explanation lands effectively? Question 2: "Tell me about a time you collaborated with a team to achieve a common goal." This question reveals a candidate's ability to collaborate effectively, contribute to a team effort and navigate group dynamics in a new position. Answer: What to look for Teamwork skills: Can they describe a situation where they actively participated in a team project? Contribution to goals: Did they clearly explain their specific role and how it contributed to the overall success? Communication and collaboration: Did they demonstrate effective communication and collaboration skills within the team? Conflict resolution: Did they encounter any challenges or disagreements within the team? How did they handle them? Question 3: "How do you handle disagreements with colleagues?" This question explores a candidate's conflict resolution skills, professionalism, and ability to work constructively with others. Answer: What to look for Professional approach: Do they maintain a professional and respectful demeanour when faced with disagreements? Problem-solving mindset: Can they articulate a constructive approach to resolving disagreements? Active listening: Do they emphasise listening to understand the other person's perspective? Finding common ground: Can they describe how they work towards finding solutions that benefit everyone involved? 4. Motivation and work ethic questions Understanding a candidate's level of motivation and work ethic is vital for a hiring manager.  These questions explore their enthusiasm for the role, commitment to achieving goals and overall approach to work. Motivation and work ethic question examples:  Question 1: "What excites you most about this opportunity?" This question reveals a candidate's enthusiasm for the role, understanding of the company, and overall fit within your organisation. Answer: What to look for Genuine interest: Does the candidate express genuine excitement about the specific aspects of the role and the company? Company knowledge: Do they demonstrate an understanding of your company culture, values, and mission? Alignment with goals: Can they articulate how their skills and experience align with the opportunity you offer? Long-term vision: Do they see this role as a stepping stone in their career path, or are they seeking a long-term fit? Question 2: "Tell me about a time you went above and beyond to achieve something/help someone.” This question explores a candidate's initiative, work ethic and commitment to exceeding expectations. Answer: What to look for Proactive approach: Did the candidate identify an opportunity to exceed their core responsibilities? Problem-solving and initiative: Did they demonstrate resourcefulness and initiative in taking action? Impact and outcome: Did their actions positively impact the situation or the company? Motivation and dedication: What motivated them to go the extra mile, and does it align with your company culture? Question 3: “Describe your ideal work environment and how this role aligns with that." Understanding a candidate's ideal work environment helps assess their cultural fit and long-term satisfaction within your company. Answer: What to look for Cultural alignment: Does their description of an ideal work environment resonate with your company culture? Growth opportunities: Are they seeking an environment that encourages professional growth and development? Teamwork and collaboration: Do they value teamwork and collaboration, aligning with your company's approach? Alignment with role: Can they articulate how this specific role provides the elements they seek in a work environment? Question 4: "What are your career goals, and how does this position fit into those plans?" This question sheds light on a candidate's ambition, long-term career aspirations and commitment to the role. Answer: What to look for Career aspirations: Do their career goals align with the growth opportunities you can offer within the company? Long-term vision: Are they seeking a short-term position or a role with long-term development potential? Commitment to role: Does this position seem like a stepping stone or a destination within their larger career plan? Motivation and drive: Are they ambitious and motivated to achieve their career goals? 5. Company culture fit questions  While skills and experience are essential, a candidate's alignment with your company culture is equally crucial. These questions help you assess whether the candidate understands your company's values, work style and overall environment and if they would thrive within your team. 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