10 common behavioural interview questions and answers

Behavioural interview questions are an important part of the interview process. They help the interviewer understand how you handle real-world scenarios and behave in different professional settings. 

While competency questions focus on your skills, behavioural questions shed insight into how you use your skills on the job. These questions are designed to uncover your past work experiences and how you apply your technical abilities and knowledge in the workplace. 

So what are behaviour questions, and how do you answer them? In this article, we explore common behavioural questions in job interviews and provide examples of answers that follow the STAR technique. 

• What are behavioural interview questions?
• Common behavioural questions in Australia
• Tips on how to answer behavioural interview questions
• 10 common behavioural interview questions and answers
• Common mistakes when answering behavioural interview questions
• FAQs

What are behavioural interview questions?

Behavioural interview questions are those that ask you to describe a past work situation and how you handled it. Unlike other types of interview questions that focus on skills and outcomes, behavioural questions focus on how you acted in past situations.

They usually start with Give me an example of a situation when you… or Can you describe a time when you… and include asking you to explain what you did in response to the situation. 

Employers like asking these questions because it shows them how you’ve handled situations in the past, and if you’ve demonstrated the qualities they are looking for in this role.

Common behavioural questions in Australia

Here are some of the most common behavioural interview questions that you may be asked in an interview. 

Questions on managing conflict

• Tell me a time where you had a conflict with a team member. How did you handle it? 
• Describe a difficult situation with a client or customer and how you resolved it.
• Can you share an example of a time when a customer made a complaint and how you handled it?

Behavioural questions about conflict and teamwork help employers assess your: Communication skills, adaptability, decision-making skills, transparency, honesty, self-awareness and ability to work as part of a team.

Example answer:

In my previous role I had a customer complain their meal was undercooked. I remained calm and listened to their complaint, then apologised for the meal not meeting their expectations. After discussing the issue with my manager, I offered the customer the option of a full refund or a new meal, and thanked them for their patience and understanding. 

Questions on handling failures and mistakes 

• Share a time where you have had to make a difficult decision? How did you handle it? 
• Describe a time where you were unsure on what to do for a project. How did you handle it? 
• Have you failed at a task before? What did you learn from it? 
• Tell me about a time you made a mistake at work. How did you resolve the issue and what did you learn from your mistake?

Behavioural questions about handling failures and mistakes help employers assess your: Problem-solving skills, decision-making skills, accountability, ability to accept constructive criticism and ability to see failure as an opportunity for self-improvement.

Example answer:

Once I accidentally included incorrect data in a quarterly report, which led to an error in a presentation, which I didn’t realise until after I’d submitted it to my manager. As soon as I realised my mistake, I let my mamager know and corrected the error within hours of the meeting. Since then, I ask a teammate to do a quick check of my presentation decks before I finalise them, and have worked on my own attention to detail to minimise errors in the first place. 

Questions on time management 

• Tell me about a time where you had to juggle multiple projects. How did you manage your time? 
• Describe an example where you showed excellent time management skills.

Behavioural questions about time management help employers assess your: Ability to prioritise tasks, time awareness, problem-solving skills, organisation skills, adaptability, multitasking and self-discipline.

Example answer:

At my last job, the lead up to the end-of-year break was the busiest time. I had three projects to complete all with the same deadline. To ensure I could focus, I limited distractions by turning off notifications and letting my co-workers know I was unavailable during certain times. I set daily goals for myself, to make sure I was on track. I cancelled my 1:1 meeting and asked for a junior colleague’s help with smaller tasks, who was not busy at the time. 

Questions on taking ownership or initiative 

• Share a goal you have and how you achieved it.
• Tell me about a time where you took initiative at work. 
• Can you describe a situation when you had to go above your normal duties to get a job done?

Behavioural questions about having ownership or initiative help employers assess your: Proactiveness, accountability, resourcefulness, self-motivation, problem solving and leadership skills.

Example answer:

In my previous role as a marketing assistant, I noticed that our social media presence was lacking engagement compared to our competitors’ accounts. I took the initiative to develop a new content strategy to increase engagement and reach a wider audience. I analysed our current performance and proposed a new content calendar that had more engaging and relevant posts. As a result, we saw a 30% increase in social media engagement within the first month.

Questions on leadership 

• Share with me your leadership style, and how your approach helped you lead a team in your previous role.
• As a new manager, how would you lead a team?
• Describe a situation where you led a team or project to success.
• Can you give an example of a time when you needed to get a team to improve its performance and how you achieved this?

Behavioural questions about leadership help employers assess your: Communication skills, leadership style, team-building skills, ability to collaborate, ability to delegate and organise the team, problem-solving skills, conflict-resolution skills and critical thinking.

Example answer:

I was a senior in a team that was underperforming due to a lack of motivation and engagement. My challenge was to inspire and motivate the team, so I organised team-building activities and implemented rewards to recognise individual and team achievements. As a result, the team morale picked up and everyone worked together more cohesively, leading to a noticeable increase in productivity. 

Questions on problem-solving skills 

• Describe your process for solving problems. 
• What steps do you take to resolve important issues at work?
• Tell me about a time where you implemented a creative solution to solve a problem.
• Describe a time when you solved a complex problem at work.

Behavioural questions about problem solving help employers assess your: Analytical skills, creativity, critical-thinking skills, decision-making ability, adaptability, collaboration, resourcefulness, persistence, time-management skills and communication skills.

Example answer:

In my previous role as a customer service representative, we were receiving a lot of complaints about long hold times on our support hotline. I had to find a solution to reduce wait times to improve customer satisfaction. I proposed a callback system where customers could leave their number and then receive a call back from the next available representative, rather than waiting on hold, which reduced wait times and improved customer satisfaction scores. 

Tips on how to answer behavioural interview questions 

1. Understand the job description. Before the interview, carefully read the job description and make note of key skills and experiences the employer is looking for. 
2. Research the company. Go to their website and read up on their values, culture and recent achievements. Take note of any frequently used terms. This will help you align your responses with their priorities and culture.
3. Reflect on past experiences. Think about what experiences you’ve had that would show the key skills the job description asks for, and what kind of behavioural questions they may ask you. 
4. Use the STAR method. Take the past experiences you’ve thought of and use the STAR method to structure each of them.
5. Practise your responses. Practise answering common behavioural interview questions with a friend or family member. This will help you feel confident when you give your responses during the interview.
6. Prepare questions to ask. Write a list of thoughtful questions to ask the hiring manager. This shows that you’re engaged and interested in the position.
7. Review and revise. Before the interview, review your resumé and reflect on your past experiences. Identify specific examples that demonstrate your skills.
8. Reflect on past experiences and achievements. This will give you insight into opportunities for growth and development, and helps identify your strengths.

10 common behavioural interview questions and answers

Here are the top 10 most common behaviour-based interview questions, and a sample answer for each to help you come up with your own examples.

1. Can you describe a challenging situation at work and how you handled it?

Sample answer: In my previous role as a project manager, we faced a deadline crunch due to unforeseen delays. I reshuffled less crucial projects, delegated jobs to the fastest people and set up a daily five-minute check-in system to keep us all on track, and we met our deadline successfully. 

Tip: with this question, interviewers are looking for insight about your problem-solving abilities, so make sure you keep the focus of your answer on the solution and what you did to get there.

2. How do you handle stress and high pressure?

Sample answer: I prioritise my tasks and focus on one thing at a time. For example, during a high-pressure project, I break down tasks into smaller, manageable parts and focus on completing them systematically. To manage stress, I take short breaks and go for walks to recentre myself. 

Tip: interviewers want to hear what strategies and coping mechanisms you use to stay calm and focused under pressure. Choose a time when you handled stress well and had a positive outcome, and highlight the techniques or strategies you use to stay positive and focused.

3. Give an example of a goal you reached and tell me how you achieved it.

Sample answer: I aimed to increase our department’s efficiency by 20%. I analysed our processes, identified bottlenecks and implemented automation where possible. Regular team reviews and adapting strategies as needed helped us achieve a 22% efficiency increase.

Tip: focus on your motivation and proactiveness in your response to this question. Interviewers want to know that you set yourself goals, how you plan to reach your goals, and how you measure whether you’ve reached it. 

4. Describe a decision you made that was unpopular and how you handled implementing it.

Sample answer: In my previous role, I introduced new software that was initially unpopular due to its complexity. I listened to people’s complaints and organised training sessions so they felt comfortable using the new program. Once the team felt competent, their work days became more streamlined and they were happy about the change. 

Tip: this question isn’t as much about the decision you made but on how you handled it, so keep the focus on your actions and the outcome. Interviewers are looking to see how adaptable you are, how you handle criticism, whether you have effective communication skills and what your leadership style is.

5. Tell me about how you work under pressure.

Sample answer: I think it’s important to stay calm so I can keep a clear mind. When I’m feeling under pressue, I create a detailed plan about what I need to do that involves to-do lists and allotting time to certain tasks. I minimise distractions that might ad extra stress or delay me. I take tea breaks if I start feeling too stressed. 

Tip: interviewers are looking to see what strategies you use to manage stress in the workplace and how you prioritise effectively. Focus on your organisational skills and the specific steps you take to manage stress.

6. Can you provide an example of a time when you had to go above and beyond your regular duties?
   
   Sample answer: In my last role, our primary team member fell ill before a major deadline. I took over their responsibilities, worked extra hours in exchange for time off in lieu, and coordinated with the team to ensure we met our targets without compromising the project’s quality.

Tip: with this question, interviewers are looking for insight about your work ethic, attitude, positive behaviour and commitment. They want to see you’re not afraid of a challenge and are happy to put in some extra time or effort to achieve goals.

7. Have you ever dealt with a difficult team member? How did you handle it?
   
   Sample answer: Yes, there was a team member who often missed deadlines. I had a private conversation to understand their challenges and we agreed to scale back their job-training commitments during busier times. This improved their performance and the overall team dynamics.

Tip: interviewers are looking for great communication and interpersonal skills, teamwork and conflict resolution skills. Choose a work-related issue (not a personal one) and focus on what you did and said to be respectful and stay solution focused.

8. Describe a time when you disagreed with your supervisor.

Sample answer: In a previous role, my supervisor and I disagreed on a marketing strategy. I presented my research and proposed a trial run for my approach. My supervisor agreed. The trial was successful, and we were able to take learnings from it that significantly increased our leads.

Tip: your communication skills are what interviewers are looking for here. Focus on how you maintained respect for your supervisor while effectively communicating your ideas.

9. Give an example of how you set goals and achieve them.

Sample answer: I break my goals down into smaller steps and give myself a timeframe to achieve them. If I’m not making measurable progress, I step back and reassess my goals and expectations of myself. If I need more training at work, I speak to my manager. 

Tip: show interviewers that you know what SMART goals are and how to use them effectively to achieve your goals.

10. Can you tell me about a time you failed? How did you handle it?

Sample answer: In my early career, I missed an important client deadline. I took responsibility, communicated with the client to reset expectations, and reviewed our processes to prevent future failures. This experience taught me valuable lessons in time management and accountability.

Tip: how you grew from a setback is what interviewers are looking to discover with this question. Focus on the actions you took to show accountability and rectify the situation, and the lessons you learnt and strategies you implemented to avoid making the same mistake in the future.

Common mistakes when answering behavioural interview questions 

Here are some of the most common mistakes people make when answering behavioural interview questions, so you can avoid making them.

Being vague with your answers 

Mistake: providing generic answers without concrete examples.

Fix: use the STAR method (situation, task, action, result) to offer a detailed story showcasing your skills and actions in a specific scenario. Include dates, numbers and outcomes to paint a vivid picture.

Focusing solely on success

Mistake: only highlighting achievements without acknowledging challenges or mistakes.

Fix: showcasing your ability to learn and grow is crucial. Briefly mention a challenge you faced, how you handled it, and what you learned from it. 

Negativity and blaming others

Mistake: complaining about previous employers, colleagues or projects.

Fix: maintain a positive tone, even when discussing challenges. Focus on your actions and solutions, not negativity or blaming others.

Rambling and going off-track

Mistake: exceeding the time limit or losing focus on the question asked.

Fix: prepare concise answers beforehand. Practice outlining your story using the STAR method within a reasonable timeframe. Be mindful of staying relevant to the question and the position’s requirements.

Lack of authenticity and overpreparation

Mistake: sounding scripted or reciting memorised answers that don’t feel genuine.

Fix: practise using your own words and storytelling style. While preparation is key, ensure your answers feel natural and reflect your true personality and experiences.

Missing the link to the job

Mistake: failing to connect your responses to the specific skills and qualities mentioned in the job description.

Fix: tailor your answers to highlight how your actions and experiences directly align with the required skills and demonstrate your value to the company. 

Tackling those tricky behavioural interview questions is all about talking about experiences you’ve had before and explaining how you handled them in a way that relates to the job you’re going for. Before you get to the interview, think about some specific things you’ve done in the past that show the key qualities needed for the role. Then structure your answers using the STAR technique (situation, task, action, result). 

Remember: employers want to hear about how you’ve handled challenges and failures – they want to see that you learn and grow in your role. Be authentic, upbeat, and avoid blaming others. Highlight your problem-solving skills, adaptability, and ability to learn from past experiences. 

FAQs

What is the best way to prepare for behavioural interview questions? 

There are a few strategies you can use to prepare for behavioural interview questions. Here are some tips:

• Read the job description and note key words and qualities
• Research company for values, goals and key words
• Reflect on your past experiences that match the 10 top most common behavioural interview questions above
• Organise your examples using the STAR method
• Practice with a friend or family member

What is the most common behavioral interview question?

The most common behavioural interview question is “Can you tell me about a time you failed? How did you handle it?”. Sample answer: “In my early career, I missed an important client deadline. I took responsibility, communicated with the client to reset expectations, and reviewed our processes to prevent future failures. This experience taught me valuable lessons in time management and accountability”. 

What is the STAR method in interviewing?

The STAR technique helps you structure your answers in a clear and systematic way. By describing the situation, task, action and result of a specific experience, you can make sure you hit all the key points the interviewer is looking for in a concise and organised way.

Can you provide examples of behavioural interview questions specific to leadership roles?

Some examples of behavioural interview questions specific to leadership roles are: 

• Share with me your leadership style and how it helped you lead a team in your previous role? 
• As a new manager, how would you lead a team?
• Describe a situation where you led a team or project to success?
• Can you give an example of a time when you needed to get a team to improve its performance and how you achieved this?
• Share an example of when you coached a team member to be more successful?
• Tell me about a time you solved a disagreement between two members of your team?

How do I handle behavioural questions that focus on failing?

The trick to handling behavioural questions that focus on negative experiences or failures is to keep it positive. Instead of focusing on the negative aspect, focus on what you learned from the experience and how you’ve grown as a result.