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How to Use Behavioral Interview Questions

Interviews are a crucial part of the hiring process. But as a hiring manager, are you asking the right questions? The most effective strategy for recruiting candidates who are a culture fit is to ask questions related to behavior. 

Designed to prompt detailed responses about experiences that can predict future behavior in similar situations, behavioral interview questions actively engage candidates. These questions speak to mindset, thought process, action under pressure, and their ability to adapt. Their responses are key indicators of whether they will be a good fit for your company. 

Examples of these types of questions include:

• Describe a time when you faced [common challenge] and how you overcame it.
• Give an example of how you would handle [type of conflict].
• Tell me about a time when you had to adapt your [approach] because of a new obstacle.
• Describe a time when you had to develop a new process or project and how that went.
• Give an example of your [type of soft skills] in the face of an obstacle or conflict. 

Here is how you should be using behavioral interview questions:

Determine Problem-Solving Skills

How well do they identify a challenge and face it head-on? Can they think outside the box to come to a resolution? Do they have what it takes to never settle and get the job done in the face of adversity? These are critical skills in any industry but especially IT.

Questions to ask during the interview: 

• Can you share a specific example of a complex problem you encountered at a previous job? How did you approach solving it, and what was the outcome?
• Describe a time when a project faced unexpected challenges. How did you identify the issues, and what steps did you take to overcome them?

Determine Flexibility

When obstacles stand between the candidate and the finish line, can they develop creative solutions? Can they pivot away from theories or processes to make it happen? Can they handle a new or different approach from another quarter?

You don’t want a team member who thinks they are the only ones with the answers or abilities. They must be open and adaptable to new or different ideas. 

Questions to ask during the interview: 

• Tell me about a situation where you had to quickly adapt to changes in a project or task. How did you handle it, and what was the result?
• Describe a time when you had to shift your approach or strategy due to unforeseen circumstances. How did you manage to stay flexible and achieve success?

Determine Their Ability To Lead or Collaborate

Can they work seamlessly with or over their peers? Do they actively listen? Can they communicate effectively?

People get the job done using processes and skills. But people-focused soft skills are what make it possible for teams to collaborate and bring solutions to life. 

Questions to ask during the interview: 

• Can you provide an example of a successful collaboration with colleagues on a project? How did you contribute, and what role did effective communication play in the team’s success?
• Tell me about a time when you had to lead a team through a challenging situation. How did you motivate your team, and what strategies did you use to ensure effective collaboration?

Determine Their Success Under Pressure

When things get tough, how do they react? Do they face challenges or avoid them? Do they get anxious or make a plan? Knowing how someone handles an urgent or stressful situation gives insight into how they might perform in the future.

Questions to ask during the interview: 

• Describe a high-pressure situation you faced at work. How did you handle the stress, and what steps did you take to ensure a successful outcome?
• Can you share an example of a tight deadline you had to meet? How did you prioritize tasks, and what strategies did you use to manage the pressure and deliver quality results on time?

Incorporate questions like these into your hiring process before your next interview. For help selecting the perfect IT candidate, contact our staffing consultants.