The Art of Interviewing: Asking the Right Questions

Interviewing a candidate is not just evaluating some technical skills. A person's past behavior can best predict how they'll perform in your company or project. That’s where behavioral interviewing comes in, an approach that focuses on how candidates handled real-world situations in the past to assess their future performance.

Mastering this interview technique can help you uncover deeper insights into a candidate’s potential, leading to better hiring decisions. Let’s explore how to craft the right behavioral interview questions and what to look for in candidates' responses.

What is Behavioral Interviewing?

Behavioral interviewing is based on the idea that “past behavior predicts future success”. Instead of asking hypothetical questions like "What would you do if...," you focus on real experiences with questions like, "Tell me about a time when...". This method offers a window into how candidates think, act, and respond under pressure, making it easier to assess their true fit for the role.

How to Prepare a Behavioral Interview Question

The most used and effective behavioral questions follow the well-known S.T.A.R. Method. This somehow encourages candidates to give well-rounded answers that reflect the complete picture of the situation they faced and their past behavior facing it. This is what S.T.A.R means:

• Situation: Ask the candidate to describe the context of a specific event or challenge.
• Task: What was their role in the situation? What were they responsible for?
• Action: What did they do to address the situation? This is where you gauge their problem-solving and decision-making skills.
• Result: What was the outcome of their actions? Look for quantifiable success or lessons learned.

Key Behavioral Interview Questions to Ask

Here are some of the most interesting questions you can use in your next interview:

"Tell me about a time when you had to overcome a major challenge at work."

Why it’s useful: This question helps evaluate problem-solving skills, resilience, and creativity when faced with pressure. It is also a great way to evaluate a candidate's ability to manage setbacks successfully

What to listen for: Look for candidates who describe a clear challenge, take ownership, and make thoughtful, strategic decisions. If they learned something from the experience, that’s a bonus!

"Give me an example of a time when you had to collaborate with a difficult colleague or team member."

Why it’s useful: Collaboration and teamwork are essential in nearly every job position. This question focuses on conflict resolution and interpersonal skills.

What to listen for: Successful candidates will describe how they approached conflict with empathy, always searching for solutions, and value teamwork instead of personal complaints.

"Describe a time when you had to make a quick decision with limited information."

Why it’s useful: This question gauges how well candidates think on their feet, especially in fast-paced or high-pressure situations.

What to listen for: Look for someone who stayed calm, made a well-considered decision, and owned the results. Bonus points if they can articulate why they made the choices they did, even if the outcome wasn’t perfect.

"Tell me about a time you went above and beyond your regular responsibilities."

Why it’s useful: This question taps into motivation, initiative, and the candidate’s willingness to exceed expectations.

What to listen for: Candidates who demonstrate a genuine desire to contribute more and show initiative will share stories of how they proactively solved problems or helped improve processes.

"Give me an example of a goal you set for yourself and how you achieved it."

Why it’s useful: This one focuses on goal-setting, discipline, and personal drive…qualities that can indicate how candidates will handle their objectives in your organization.

What to listen for: Strong responses will break down how the candidate set realistic, measurable goals and what specific actions they took to achieve them.

What to Look for in Answers

When using behavioral questions, you’re not just looking for a well-told story. You’re also looking for:

• Self-awareness: Does the candidate understand their strengths and areas for growth?
• Accountability: Do they take responsibility for their actions and outcomes?
• Problem-solving skills: Can they identify problems and implement effective solutions?
• Adaptability: How do they handle change or uncertainty?
• Cultural fit: Do their values and approach align with your company culture?

Encourage candidates to give real-world examples with details that allow you to probe deeper. For example, if they mention working on a team, ask follow-up questions about how they contributed to or managed any conflicts that arose.

Why Behavioral Interviews are Crucial for Success

Behavioral interviews provide a more complete understanding of a candidate's personality and behavior, allowing you to go beyond superficial responses. Conventional interviews show a candidate's knowledge, but behavioral interviews demonstrate the practical application of that knowledge in real-life situations. This method results typically in better hiring choices by identifying potential issues early on and finding candidates who can perform well in stressful situations.

Final Thoughts

When hiring, it is important to look beyond just matching skills or keywords with job requirements. It's about discovering a person who will flourish within your company and asking the right questions like the behavioral ones we have discussed here will assist you in identifying the person beyond their resume, understanding their motivations, thought processes, and responses to difficult circumstances.

Joty.