What are some common behavioral interview questions for your industry or role?

Le r?le du recruteur est de creuser. Il va donc chercher à vous mettre en situation. A comprendre : - Quelles peuvent êtres vos réactions - Quelles sont vos forces / faiblesses / valeurs / motivations - Quelles sont vos intentions - Votre fa?on d'interagir avec l'organisation

- To understand soft skills of a candidate - To get more information about what the candidate is looking for - To known information about current and previous jobs - To get when candidate can start to work

Common behavioral interview questions for HR roles include: 1. "Tell me about a time you handled a conflict between employees." 2. "Describe a situation where you had to implement a new policy." 3. "Give an example of how you managed multiple HR tasks with tight deadlines." 4. "How have you dealt with confidential information?" 5. "Tell me about a time you improved employee engagement." 6. "Describe a situation where you had to support a difficult employee." 7. "Explain how you handled a challenging recruitment process." These questions assess problem-solving, communication, adaptability, confidentiality, and organizational skills.

In today’s dynamic world, it’s difficult to predict how things will unfold even in the short term. Given this uncertainty, organizations now require associates with strong behavioral skills. While excelling as an individual contributor is valuable, roles are increasingly focused on group activities and initiatives, making teamwork essential. In such environments, behavioral skills become critical—how we communicate, handle conflict, and engage in critical thinking will provide the edge that organizations need.

Behavioural questions really provide a deeper insight into a candidate's approach and mindset, beyond just qualifications. They allow employers to see how someone handles real-world scenarios and how well they'd integrate into the team. It's a great way to assess not only skills but also cultural fit.

If you didn't know yet LinkedIn Interview Preparation is a best way to prepare for behavioural questions. You know what all do they have got for you? 1. List of most asked behavioural questions. 2. Answers of professionals from the industry. 3. Tools to mock-up interviews- record yourself and AI rates you. You have use it, if you haven't. It is a gold mine. Go to jobs on the LinkedIn page > Click on Interview prep in the left panel > get prepared for interviews.

Preparation for behavioral questions begins with reflecting on your previous experiences and identifying key moments where you demonstrated important skills. Review the job description and list out the competencies required for the role. Think of examples where you exhibited leadership, problem-solving, teamwork, or resilience. Use the STAR method (Situation, Task, Action, Result) to structure your responses. This approach ensures your answers are clear, concise, and focused on demonstrating how you handled situations in a positive way. Practice telling your stories in a way that emphasizes your strengths and how they align with the company’s needs.

Preparation is crucial. Start by identifying key competencies for your role. Review your past experiences and select examples that highlight these skills. Use the STAR method—Situation, Task, Action, Result—to structure your answers. This approach ensures your responses are clear, concise, and relevant.

I prepared for this area of my interview by watching CareerVidz on YouTube, where Richard McMunn shares valuable insights. His guidance helped me master the STAR technique for handling behavioral questions, along with many useful tips and strategies.

Exemples de questions pour un manager en marketing digital : ?? Quelles sont les principales responsabilités d’un responsable du marketing ? ?? Décrivez les caractéristiques de votre campagne de marketing idéale. ?? Décrivez votre expérience de la gestion d'une équipe de marketing. ?? Quelle est l'importance des données dans la prise de décisions en matière de marketing ? ?? Quelle méthode utilisez-vous pour développer une stratégie marketing ? ?? Quelle est l'importance du suivi et de l'analyse des initiatives marketing ? ?? Quelle méthode utilisez-vous pour sélectionner les canaux marketing les plus adaptés pour une campagne ? ?? Qu'est-ce qui rend notre marque unique ? Comment se distingue-t-elle de ses concurrents ?

Behavioral questions vary depending on the role and industry, but most companies are focused on assessing the following: 1) Whether you can effectively work within or lead a team in a collaborative manner 2) If you are a problem solver rather than someone who creates or pushes problems. 3) Your analytical, critical, and creative thinking abilities. Some of the common questions include: 1) Describe a situation where you had to work with a difficult team member. 2) How do you handle pressure situations? 3) What strategies do you use to motivate your team?

?La entrevista no se trata de responder preguntas! Tienen que sacarse esa idea de la cabeza, la entrevista consiste en cómo aprovechas cada respuesta para mostrar tu ventaja competitiva. Es clásico que en este tipo de preguntas, los candidatos se vayan de cabeza al resultado, y he ahí el error. El método STAR siempre va a ser una buena estructura, pero yo lo resumo en 3 pasos. 1.- Contextualizar: qué es lo que estaba pasando, cuál era el problema o estado a modificar. 2.- Estrategia utilizada y tu rol en ella. Aquí mostrando tus macrocompetencias a diestra y a siniestra. 3.- Resultado: a qué se llegó y en cuanto tiempo; cuánto dinero ganaste, ahorraste o administraste; qué alcance se logró(geográfico, organizacional, el clientes, etc.)

Votre objectif est que le recruteur puisse se projeter. Donnez-lui un maximum d'éléments pour le faire ! - Décrivez vos résultats avec des chiffres impactants, expliquez vos démarches, expliquez vos actions. "j'ai mis en place 250 partenariats soit 170% de mon objectif grace à une technique bien rodée : je me suis appuyée sur mon réseau, j'ai organisé des évènements durant lesquels j'ai beaucoup communiqué sur le potentiel de développement et les résultats des premiers partenariats" - Pas de jargon - Décrivez vos interactions avec vos collègues, partenaires etc. (parce que l'Humain est important)

Answering behavioral questions effectively requires structuring your responses using the STAR method. Start by describing the Situation—provide context for the scenario you faced. Then move on to the Task—explain your specific responsibility in that situation. After that, focus on the Action you took to address the challenge or opportunity, and finally, detail the Result—share the positive outcome of your actions. Make sure your answers are honest, relevant to the job, and focused on what you contributed. Whenever possible, use quantifiable results (e.g., “increased sales by 20%” or “reduced project timeline by 15%”) to show the tangible impact of your actions.

Answer with purpose. Focus on your actions and the positive outcomes. Avoid vague statements; instead, provide specific details that demonstrate your value. Highlight how your skills and decisions made a difference. Effective answers showcase not just what you did but why it mattered.

- Give clear answers - Give a true information - Give a direct answer - Be positive - Speak within 2-3 minutes - Use can-do approach

1 - structurize your answer / career story, keep it to the point 2 - tell it to someone outside of your industry, to make sure it's clear for those who are not insiders

En tant que Coach Carrière, je propose toujours des simulations d'entretien avec les coachés dans lesquelles on analyse : - la structure du discours - les arguments - l'utilisation de la méthode STAR - la PNL (donc la gestuelle, le ton, les signaux physiques) Répéter est une des clés pour s'approprier à la fois le discours mais surtout la démarche et être en capacité de répondre à toute questions comportementale sans se sentir destabilisé.

LinkedIn Interview Preps. Go Go Go find it on LinkedIn under Jobs. It gives you sample answers from LinkedIn members and lets you do mock-ups on which you get real-tome feedback. Isn't it awesome.

Can you describe a time when you had to handle a difficult situation with a student or client? Tip: Use the STAR method (Situation, Task, Action, Result) to structure your response. Start by briefly describing the context and the challenge. Explain the specific actions you took to address the issue and conclude with the outcome. Focus on your problem-solving skills and how you maintained professionalism. Give an example of a time when you had to work under pressure. How did you manage it? Tip: Highlight your time management and organizational skills. Describe the stressful situation, the steps you took to manage your workload, and how you prioritized tasks. Emphasize any positive results that came from your approach.

When preparing for interviews or job searches, it's crucial to be well-prepared. Anticipating behavioral questions and having responses ready based on your role and experience can make a big difference. One way to practice is by drafting your answers and then using tools like ChatGPT, providing details about your experience, industry, and the roles you're targeting. Alternatively, you can seek guidance from industry leaders, mentors, or high-performing colleagues. Practicing these responses helps you stay focused during the interview, avoiding scattered answers that might leave a negative impression.

Sometimes the most impactful insights come from those unexpected moments or stories that don’t fit neatly into standard categories. For instance, a team’s impromptu brainstorming session over coffee might spark a game-changing idea that transforms a project. These informal interactions can often yield innovative solutions and foster stronger team bonds. Encouraging a space where such spontaneous, off-the-record exchanges are valued can lead to remarkable growth and creativity. It’s a reminder that inspiration doesn’t always follow a structured path and that fostering an open, flexible environment can unlock potential in surprising ways.

One of the most crucial steps in preparing for behavioral questions is to prepare/practice many stories (10 or more). Since we never know for sure what specific behavioral questions will be asked, It's impossible to prepare for them all in advance. What you can do instead is to come up with numerous stories (again, not just a few) in which you made a positive impact and then use them based on what the interviewer would like to know. Examples of stories to prepare include: - Receiving recognition or awards from employer/boss - Your contribution that led to saving time, cost - Dealing with difficult colleagues, customers, etc. - Proving solutions to existing problems - Resolving conflicts, overcoming challenges - etc.