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Table of contents
1.
Introduction
2.
What are behavioral interview questions?
3.
Why do interviewers ask behavioral questions?
4.
Types of Behavioral questions
4.1.
Teamwork questions
4.2.
Customer service questions
4.3.
Adaptability questions
4.4.
Time management questions
4.5.
Communication questions
4.6.
Motivation and values questions
5.
Most Asked 30 Behavioral Interview Questions and Answers
5.1.
Question 1. How do you handle a conflict while working in a team?
5.2.
Question 2. Describe an incident you failed. How did you deal with that situation?
5.3.
Question 3. Recall an incident where you managed numerous responsibilities.
5.4.
Question 4. Tell me about your successful presentation and why you think it was on point.
5.5.
Question 5. Describe a time when you worked under either very close or loose supervision. How did you deal with that?
5.6.
Question 6. How do you handle a challenge? Describe.
5.7.
Question 7. Have you ever made a mistake? How did you deal with it? 
5.8.
Question 8. What do you do if you disagree with someone at your workplace? 
5.9.
Question 9. Give an example of how you set your goals. 
5.10.
Question 10. Recall a difficult decision you had to make in the last year.  What made it difficult or how do you think it was difficult for you?
5.11.
Question 11. Recall a time when your team or your company was changing. How did that impact you, and how did you adapt?
5.12.
Question 12. Tell me an example of a time when you persuaded or convinced your colleague to see things the way you do at your work successfully.
5.13.
Question 13. How do you stay organized? 
5.14.
Question 14. Describe a decision you made, and it wasn't popular. Explain how you managed to implement it.
5.15.
Question 15. Give a brief example of how you were able to motivate your co-workers. 
5.16.
Question 16. How do you handle meeting tight deadlines?
5.17.
Question 17. What is your most significant career accomplishment? Why?
5.18.
Question 18. How do you handle it when there's some conflict amongst the team members?
5.19.
Question 19. What communication tools do you rely on to stay in touch with team members spread across multiple time zones? 
5.20.
Question 20. How will you bring new ideas to your team making sure that the things operate smoothly ?  
5.21.
Question 21. Brief on how you used your problem-solving skills to benefit your team or company.
5.22.
Question 22. How do you seek problems? What's your process?
5.23.
Question 23. Tell me about a time when you were consulted for a problem by your team member.
5.24.
Question 24. What role do you assume when you work within a team?
5.25.
Question 25. Tell me about a time when you failed a team project and how you overcame it.
5.26.
Question 26. Give me an example of a time when you had to assume leadership for a team.
5.27.
Question 27. Describe an example of when you delegated work across an entire team.
5.28.
Question 28. Recall an incident when you faced a block at work and how you solved it.
5.29.
Question 29. What is your greatest weakness?
5.30.
Question 30. Why do you want this job?
6.
Frequently Asked Questions
6.1.
What is a behavioral question in a job interview?
6.2.
How can you prepare for a behavioral interview?
6.3.
What are the 5 star interview questions?
7.
Conclusion
Last Updated: May 25, 2024
Easy

Behavioral Interview Questions

Author Lekhika
1 upvote
Create a resume that lands you SDE interviews at MAANG
Speaker
Anubhav Sinha
SDE-2 @
12 Jun, 2024 @ 01:30 PM

Introduction

All types of companies use behavioral job interview techniques. Not similar to the traditional job interview questions that ask a candidate to describe what they did in their previous roles or to share their qualifications. These questions are actual examples of skills and experiences that are related directly to the position being offered to the candidate.

These behavioral interview questions aim to understand who the candidate is, their thinking capabilities, and how they approach real-world dilemmas. The answers to these behavioral questions help the interviewer to know how the candidate may or may not fit in the current team in the company.

Behavioral Interview Questions

What are behavioral interview questions?

Behavioral interview questions are designed to assess how a candidate has handled various situations in the past. These questions typically focus on the candidate's experiences, skills, and abilities by asking them to describe specific instances where they demonstrated particular behaviors or competencies. The underlying principle is that past behavior is a good predictor of future performance. Common behavioral interview questions often start with phrases like "Tell me about a time when..." or "Give an example of how you..."

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Why do interviewers ask behavioral questions?

Interviewers ask behavioral questions to gain insight into how candidates have managed real-life work situations and challenges. This method helps employers understand the candidate's problem-solving abilities, interpersonal skills, and capacity to handle stress and adapt to changing circumstances. By evaluating specific examples from a candidate's past, interviewers can better predict how the candidate might perform in the future, ensuring they find someone who is a good fit for the role and the company culture.

Types of Behavioral questions

Behavioral questions can be divided into the following categories - 

Teamwork questions

Almost every job requires a candidate to work with other team members, so a candidate needs to be prepared to talk about their experiences as part of a team. The candidate should have a story illustrating their ability to work with other team members under various challenging circumstances.

Customer service questions

Suppose the candidate has to work with clients, customers, or other external stakeholders in a particular role. In that case, the candidate should be prepared with at least one incident about the time they successfully represented their company or team and delivered exceptional customer service.

Adaptability questions

It becomes essential for the interviewer to know if the candidate can adapt to the repeated changes. Thus, a candidate should have examples of recent work crises they've successfully navigated.

Time management questions

When an interviewer asks about time management, the candidate should talk about a specific instance when they had a few things on the go and how they set the priorities, scheduled, organized, and completed everything—preferably before the deadline.

Communication questions

Communication skills are essential soft skills. A candidate needs to talk with confidence about their thought process or preparation.

Motivation and values questions

A set of random interview questions is an attempt made by the interviewer to learn more about what motivates and interests the candidates.

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Most Asked 30 Behavioral Interview Questions and Answers

Question 1. How do you handle a conflict while working in a team?

Answer. The most effective way to get through this one would be to focus less on the problem and more on finding the solution. It is essential to keep calm, actively listen to all parties involved, identify the root cause of the conflict, and cooperate to find a solution that meets everyone's needs.

 

Question 2. Describe an incident you failed. How did you deal with that situation?

Answer. For broad-minded questions like this, it's essential to narrow the scope a little. To answer a question about failure, it is important to define what it means to fail for a candidate, what they learn from it, and how they plan to execute their actions after failing. 

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Question 3. Recall an incident where you managed numerous responsibilities.

Answer. A candidate is expected to perform multitask. Their job will probably involve more than one responsibility, and the hiring manager wants to know how the candidate plans on juggling several tasks, projects, or deadlines.
 

Question 4. Tell me about your successful presentation and why you think it was on point.

Answer. To answer questions like that, including an "and why" part, a candidate should make sure that they give evidence of how they know they did a great job. In this scenario, an engaged audience can be excellent evidence of a strong presentation.

 

Question 5. Describe a time when you worked under either very close or loose supervision. How did you deal with that?

Answer. This question wants to know how a candidate likes to be managed, but it's phrased so that it may urge the candidate to speak negatively of a previous employer. The candidate should stay focused and keep their response neutral to positive.


Question 6. How do you handle a challenge? Describe.

Answer. The hiring manager wants to know how the candidate will react in a difficult situation. While answering this question, the candidate should focus on how they resolved a challenging problem. The candidate should consider sharing a detailed, step-by-step outline of what they did and why it worked.

Click on the following link to read further: Javascript Interview Questions and Answers
 

Question 7. Have you ever made a mistake? How did you deal with it? 

Answer. Nobody is perfect, and all humans make mistakes. The interviewer is more inclined to know how the candidate handled it when they made an error than the fact that it happened. They are also keen to know how the candidate improved their mistakes and how they affected their performance.

 

Question 8. What do you do if you disagree with someone at your workplace? 

Answer. Through this question, the interviewer seeks insight into how a candidate handles the issues at their workplace. The candidate should focus on how they solved or compromised a problem during a disagreement amongst the team members.

 

Question 9. Give an example of how you set your goals. 

Answer. The interviewer wants to know how well a candidate can plan and set goals for what they want to achieve. Candidates should describe their understanding of how they set deadlines and their ways of defining the outlines of a project.

 

Question 10. Recall a difficult decision you had to make in the last year.  What made it difficult or how do you think it was difficult for you?

Answer. Through this question, the interviewer wants to learn if a candidate has problem-solving skills and can they think critically while searching for solutions. There’s no harm in accepting the weaknesses or talking about things that a candidate finds difficult to deal with. 

Also See, Manual Testing Interview Questions
 

Question 11. Recall a time when your team or your company was changing. How did that impact you, and how did you adapt?

Answer. Interviewers want to know how a candidate can handle organizational changes. The story doesn't need to be about some massive company reorganization; it could even be about any new minor modification, such as sharing files. The key to ensuring interviewers get what they need from a candidate's answer is to describe the steps a candidate took to adapt and then generalize their experience to set a better impression.
 

Question 12. Tell me an example of a time when you persuaded or convinced your colleague to see things the way you do at your work successfully.

Answer. No matter what a candidate's role is, communication skills are vital, and interviewers will keep asking related questions until they're sure that the candidate's skills are on point. When asked about persuasion, emotional intelligence, and empathetic listening can be great examples of a candidate's communication skill set focus.

 

Question 13. How do you stay organized? 

Answer. In corporations, it is important to maintain your schedule to have a balanced work-life balance.The candidate should organize their tasks in such a way that it meets all the essential deadlines, yet keeping their capabilities and mental health upfront. Examples like maintaining google calendars, setting reminders, etc. can be a great catch while answering such questions.

 

Question 14. Describe a decision you made, and it wasn't popular. Explain how you managed to implement it.

Answer. Management can often make complex and different decisions, and not all employees are happy when a new policy is implemented. If an interviewer is interviewing for a decision-making role, the interviewer will want to know a candidate's process for implementing changes and how they plan their actions.

 

Question 15. Give a brief example of how you were able to motivate your co-workers. 

Answer. Through this question, the interviewers want to know if the candidate has strong motivational skills and what strategies they use to motivate their team. The hiring manager seeks concrete ways to learn about the candidate's convincing ability and how they can urge their teammates to implement actions that they think can produce better results.

 

Question 16. How do you handle meeting tight deadlines?

Answer. Through this, the interviewer wants to know how well the candidate can prioritize and manage their work under pressure. This question also tests a candidate’s time management skills and patience. Giving examples of past experiences where the candidate fulfilled multiple strict deadlines is important. 

 

Question 17. What is your most significant career accomplishment? Why?

Answer. The candidate should be confident answering this question as it interprets their overall personality. For this question, the candidate should choose such an accomplishment from their past, which is an amalgam of all their relevant and significant skills that they want the interviewer to know about them.

 

Question 18. How do you handle it when there's some conflict amongst the team members?

Answer. Teamwork makes dreams work. There can be a lot of scenarios of conflicts, misunderstandings, and arguments among the team members, and the best way to deal with them is to try to understand each other's perspectives and opinions. Communication is the key. The interviewer wants to judge a candidate’s listening and empathizing capabilities and their ability to work in a team.

 

Question 19. What communication tools do you rely on to stay in touch with team members spread across multiple time zones? 

Answer. Post covid, many organizations have adopted remote working as a part of their work culture. If the candidate has worked in a remote state previously, they should explain what they did to ensure that things run smoothly on their end. If they haven’t worked remotely or are fresher, they should research common tools that the remote companies are using currently such as Slack, Zoom, Gmeet, etc. so that they can provide their way of dealing with these tools. 

 

Question 20. How will you bring new ideas to your team making sure that the things operate smoothly ?  

Answer. To answer this question, the most essential feature is Innovation. Wherever possible, the candidate should share about times that they’ve showcased management and leadership along with an innovative and flexible attitude. When a candidate joins a new company in a management role, they often learn to adapt to new processes. They should ensure that they bring many of their own ideas to the table. 

 

Question 21. Brief on how you used your problem-solving skills to benefit your team or company.

Answer. While answering this question, the candidate should describe how they can look for appropriate solutions for their company's betterment, the research and actions they plan to execute and how their previous teammates were impressed with the ideas they came up with. The solution shouldn't be for their own good but for their team's good as well for the overall growth of every employee involved.

 

Question 22. How do you seek problems? What's your process?

Answer. The candidate should focus on the approach they used to solve the problems. This can include methods like breaking the problem down into smaller steps, assigning various segments of the problem to other teammates (if holding that authority) based on their capabilities, coming up with various solutions individually, testing collectively if the solutions are beneficial and finally putting them into action. The candidate should also tell the tools and techniques they use to work through the problem.

 

Question 23. Tell me about a time when you were consulted for a problem by your team member.

Answer. The interviewer wants to know if the candidate is known or remembered by their team members. Public validation and importance play a crucial role sometimes and it showcases a different part of a candidate’s personality. The interviewer would be excited to know if a candidate's friends come to them for relationship advice, professional advice, or for brainstorming different solutions.

 

Question 24. What role do you assume when you work within a team?

Answer. Although a candidate might have considered various different roles, they should focus on the one that showcases their skill set the most. The candidate should respond about how it aligns with the current position they're being interviewed for. Say, If the interview is for a leadership role, then the candidate should talk about their style in that capacity. They should describe what style of leadership inspires them and how they can use it to benefit the company.

 

Question 25. Tell me about a time when you failed a team project and how you overcame it.

Answer. Failures are hard to accept, yet the most important too. Thus, this question becomes most challenging to answer at times. The candidate should be honest and show how they learn from failures. They shouldn't blame their other team members for their loss and focus on the objective reasons for team failure. A candidate’s overall learning and growth from failure determines how well they deal with the failure. Going back to the issue, analyzing it with a different mindset and then finally coming up with better solutions is ultimately a great overcome.

 

Question 26. Give me an example of a time when you had to assume leadership for a team.

Answer. To answer this, the candidate should tell about their initial uncertainty and how they overcame it. What steps did they take to become a leader in the situation, why did they think that they could be a leader, how did they think their style of leadership can be better for the team and how did they speak up and facilitate are some of the important points.


Question 27. Describe an example of when you delegated work across an entire team.

Answer. The candidate should be familiar with the attitude and general nature of each of their team members which can be a tough task most of the time. It becomes extremely crucial to divide the tasks amongst the team members in such a way that everyone is able to complete the tasks to their best capabilities within the timelines. The interviewer wants to know if the candidate can see the unique skills of each team member.

 

Question 28. Recall an incident when you faced a block at work and how you solved it.

Answer. It's adequate to talk about strategies and ways a candidate uses to manage various stressful situations. The interviewer is keen to know a candidate's internal way of dealing when they're going through a stressful situation and problems. Prioritizing important tasks, setting deadlines, time management, patience, working under pressure, and emotional and mental tolerance are all tested through this question.

 

Question 29. What is your greatest weakness?

Answer. Nobody is perfect and accepting weaknesses and flaws are the hardest part. Everyone wants to showcase their strengths, but sometimes, it becomes important to understand their flaws also. The candidate should speak about their weaknesses with confidence and talk about how they consider them as their weaknesses. They should also describe how they plan to overcome these weaknesses over time.

 

Question 30. Why do you want this job?

Answer. This question may sound easy but it is the most difficult one to crack. The candidate should be able to convince the interviewer as to why they’re the best candidate for the role, yet not sounding very desperate and keeping their dignity intact. Freshers should mention their need to gain some good experience with the company. The candidate should focus on how important this opportunity is for them to learn and grow as an individual and how they can help in the betterment of the company.

Frequently Asked Questions

What is a behavioral question in a job interview?

A behavioral question in a job interview asks candidates to describe past experiences where they demonstrated specific skills or behaviors. These questions often start with "Tell me about a time when..." or "Describe a situation where..."

How can you prepare for a behavioral interview?

To prepare for a behavioral interview, review the job description, identify key competencies, and use the STAR method (Situation, Task, Action, Result) to structure your answers. Practice by recalling specific examples from your past experiences.

What are the 5 star interview questions?

The five STAR interview questions are designed to evaluate specific competencies using the STAR method. Examples include:

  1. Describe a challenging project you managed.
  2. Tell me about a time you resolved a conflict.
  3. Give an example of a goal you achieved.
  4. Explain a time you worked under pressure.
  5. Share an instance where you demonstrated leadership.

Conclusion

In this article, we have discussed behavioral interview questions. Behavioral interview questions are a powerful tool for both employers and job candidates. For employers, they provide valuable insights into a candidate's past behavior and future potential, helping to ensure a good fit for the role and company culture. For candidates, these questions offer an opportunity to showcase their skills, experiences, and problem-solving abilities in a structured manner. 

We hope this article helped you in learning ci cd interview questions. You can read more such articles on our platform, Coding Ninjas Studio. You will find articles on almost every topic on our platform. 

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