Behavioural Questions
Behavioural questions are inquiries used during interviews that ask candidates to describe past behaviour in specific situations relevant to the job they're applying for.
Purpose
The primary purpose of behavioural questions is to gauge how a candidate has handled situations in the past, offering insight into their potential future performance, problem-solving skills, and fit within a team or organisational culture.
Format
Behavioural questions often start with phrases such as "Tell me about a time when..." or "Give me an example of...", prompting candidates to share specific anecdotes from their past experiences. These questions are designed to elicit detailed responses that illustrate the candidate's approach to challenges, decision-making processes, and ability to learn from experience.
Examples
| Bad Question | Good Question |
|---|---|
| What's your greatest weakness? | Can you share a personal challenge you've faced in a professional setting and how you worked to overcome it? |
| Tell me about a time you failed. | Describe a situation where things didn't go as planned and how you addressed the outcome. |
| Have you ever dealt with a difficult colleague? | Share an example of how you navigated a conflict or misunderstanding with a team member. |
| How do you handle stress? | Provide an example of a high-pressure situation you've faced and the strategies you used to manage it. |
| Are you good at multitasking? | Describe a time when you had to juggle multiple responsibilities and how you ensured successful completion of tasks. |
| Have you ever missed a deadline? | Tell me about a moment when you were at risk of missing a deadline and what actions you took. |
| Do you prefer to work alone or in a team? | Share an experience that highlights your approach to teamwork and how it contributed to a project’s success. |
| How do you deal with change? | Describe how you adapted to a significant change in your work environment or project direction. |
| Can you work under pressure? | Provide an example of how you successfully handled a high-pressure situation in the workplace. |
Anti-patterns
- Asking hypothetical questions: Focusing on how a candidate might act in a hypothetical situation rather than how they have actually behaved in the past.
- Leading questions: Asking questions that suggest a specific answer or assume a particular behaviour.
- Failure to probe deeper: Accepting surface-level answers without asking follow-up questions to understand the thought process, motivations, and outcomes in more detail.