Behavioural interview questions are often used to gauge a potential employee’s competency, adaptability, communication skills, and working style. Due to their nature, they are far more effective than regular questions, so they’ve been gaining popularity across numerous industries in the UK.
To help you prepare for these questions, we’ve compiled some of the most frequently asked ones, along with answers and behavioural interview tips for UK job seekers.
Key Takeaways
Behavioural interview questions focus on your past responses to conflicts, challenges, and obstacles in the workplace to gauge your competency and skill level.
The best way to answer behavioural interview questions is by using the STAR method, which stands for Situation, Task, Action, and Result.
Behavioural interview questions can be divided into those about teamwork, adaptability, leadership, problem-solving, and more.
Common mistakes you should avoid in a behavioural interview include giving vague answers, not following the STAR structure, talking too much or too little, and failing to highlight measurable outcomes.
What Are Behavioural Interview Questions, and Why Are They Important?
A behavioural interview is designed to help recruitment managers understand how you behaved in a specific situation you’re likely to encounter at your new job. For instance, they can be used to gauge how you react to conflict and stress or whether you possess the necessary leadership skills.
In other words, your employer can get a more complete picture of you as a candidate by asking these questions. That’s because they are more specific and in-depth than standard interview questions, so it’s far more difficult to give false or exaggerated answers.
Unlike standard questions, which may ask what your strengths and weaknesses are, behavioural interview questions often don’t have a question format. Instead, they may begin with the phrase “Tell me about…” or “Describe a time you…” As a result, your answer should essentially be in a storytelling manner.
How to Answer Behavioural Interview Questions: Using the STAR Method
The best way to answer behavioural interview questions is to use the so-called STAR method, which can help you better organise the information in your story.
STAR Method
According to the STAR method, interview questions should be answered in the following way:
Situation. First, you should set the stage by describing the circumstances and giving context to your actions.
Task. Then, explain what task you were given or which issues you were facing while completing a specific assignment.
Action. Describe what you did to resolve the problem at hand.
Result. Finally, explain what the outcome of your actions was, using as many details and measurable metrics as possible.
Now, let’s take a look at a simple STAR technique example to illustrate how to answer behavioural questions:
STAR Method Example
Q: Describe a time you handled a misunderstanding at work.
Situation: I worked on an important project for my previous company and misunderstood the deadline. I thought I had two more weeks to complete it when, actually, there was only one.
Task: Once I’d realised my mistake, I had to cram two weeks' worth of work into a single week. I also had to make sure my team could catch up.
Action: I explained the issue to my manager and asked whether I could get an extension of a few days. When this was approved, I worked overtime for a few days to compensate and regularly communicated with my team to keep them motivated.
Result: In the end, I managed to complete the project on time and received considerable praise for it. My reputation in the company increased since I had admitted my mistake and taken responsibility.
13 Common Behavioural Interview Questions with Sample Answers
Common behavioural interview questions with sample answers will help you prepare for your interview and leave an excellent impression on the recruiters. Simply substitute the answers below with your experiences, and you’ll pass to the next round with flying colours.
Let’s explore some of the most frequently asked ones:
#1. Tell me about a time you had a conflict with someone from your team and how you resolved it.
Most industries expect you to work in a team, and your communication skills and conflict resolution abilities are paramount for such roles. This question aims to gauge how you defuse emotionally charged situations and whether you can react to disagreements maturely and professionally.
So, here is how you could answer, using the STAR method to describe a past experience:
Sample Answer #1
In my previous position, I worked on a project with a colleague whose work style significantly differed from mine. I like to plan early and get a head start on my tasks, while he prefers to work when the mood takes him, meaning he’d often complete everything last minute.
As the deadline for the project approached, we started frequently clashing, which affected our ability to communicate and work together effectively.
Having realised this, I invited him for an honest conversation to discuss our differences and reach a compromise. We decided to divide tasks and work on them separately while still checking each other’s progress daily. That way, we could work in a way that suited us without affecting the other team member.
In the end, not only did we complete the project before the deadline, but we created one of the best-received presentations in that quarter, which boosted our status within the company.
#2. Tell me about a time you made a mistake at work and how you fixed it.
Employers understand that you can’t avoid occasional mistakes at work, but they do want to know how you handle them. As a result, they’re likely to ask about a past situation that reflects this, hoping to gauge your problem-solving skills and willingness to take responsibility for your actions.
Here is an example of a good response to this question:
Sample Answer #2
I worked in the hospitality industry and handled hotel bookings when I accidentally double-booked a luxury suite. Both clients were high-profile and important for our business, so I needed to resolve this problem immediately.
First, I contacted one of the clients and informed them of the situation, apologising for my mistake. I promised to look into alternatives and offered a discount and additional benefits to compensate for the inconvenience. Then, I followed up with an updated offer of a new suite and asked if they’d be satisfied with this solution.
The client appreciated my transparency and commitment to solving the problem, so they accepted my offer and even gave us a high rating. They also became a regular at our hotel whenever they were in town, which significantly contributed to our business.
#3. How did you handle a major obstacle in a recent project?
This question aims to discover how well you work under pressure and whether your problem-solving skills are up to par in unforeseen circumstances.
So, here’s an example of how you could tackle it:
Sample Answer #3
In my previous position, I was in charge of implementing a new communication tool that would be used across the company. However, halfway through, I discovered that one department’s equipment wasn’t compatible with it, which threatened to delay the implementation and disrupt the workflow.
To figure out a solution, I gathered the higher-ups and tech teams for a meeting and presented the problem. We concluded that the best course of action was to update the department’s equipment and continue implementing the communication tool in the meantime.
This proved to be the correct approach, as we managed to minimise delays and preserve smooth operation. Later, the department’s equipment was updated, and they joined the communication network without further problems.
#4. Give an example of a risky decision you made and its outcome.
If you interview for a high-pressure, dynamic position, you could be asked to describe a time you took a risk and whether it paid off. This question is used to check your critical and creative thinking, as well as your ability to handle stress and high stakes.
Here’s how to give a satisfying answer:
Sample Answer #4
I was in charge of a marketing team for a certain product when I noticed that our sales were stagnating and website traffic wasn’t increasing. Traditional marketing strategies brought no results, and things seemed quite concerning.
Then, I came up with an excellent idea: we could use influencer marketing to present our product to a wider audience. We’d never done this before, so we weren’t sure if it would pay off. However, after a few more weeks of stagnation, I researched the influencers that aligned with our niche and reached out with an offer.
Our expenses significantly increased, but so did our sales. We saw a dramatic rise in our numbers just a few months after implementing this new strategy. This experience boosted my confidence and taught me that risks sometimes truly pay off.
#5. Tell me about a successful team project you managed.
Successfully managing a team project demonstrates your ability to work in a team, as well as your organisational skills and leadership style. These are crucial for the roles of supervisors, so you can expect this question when interviewing for managerial positions.
Here is an example of a story you could tell:
Sample Answer #5
I managed a team of designers and copywriters when developing a new landing page for a product. We were given a deadline of three weeks for creating a layout and content that aligned with the brand’s vision and voice.
In these three weeks, I took note of the brand’s main characteristics and developed a list of instructions for the content and design team. I communicated these to both, answered their questions, and guided them during the creation stage. Furthermore, I regularly brought them together for meetings to brainstorm ideas and streamline the workflow.
In the end, the landing page was launched on time and managed to accumulate more traffic than we’d anticipated. The conversion rate increased by 20%, and our teamwork was strengthened due to our successful cooperation.
#6. How did you manage a stressful situation effectively?
In most careers, you face times when things don’t go your way. Your response to these stressful moments is particularly valuable to employers, as it helps them gauge whether you are reliable and resilient.
Here is how you could respond to this:
Sample Answer #6
In my previous job as a content writer, I received an urgent request to write 1,000 words for a demanding client. I only had several hours to complete the request, which was added on top of the regularly scheduled content I was expected to write.
First, I told my manager that I would prioritise the urgent request and, therefore, might have to delay the completion of the content I was supposed to work on. Once we reached an understanding, I sat down and focused on the job at hand. I cancelled all other engagements and even skipped my lunch break to finish the required content.
Though it was tough, I delivered the content on time and managed to meet all the requirements. The client was satisfied with the quality and speed of my work, and my supervisors learnt they can rely on me no matter the task.
#7. Tell me about a time you mentored a younger colleague or taught a coworker something new.
This behavioural interview question assesses your ability to transfer knowledge, which can reveal much about your communication and leadership skills. If you have no relevant experience in your previous position, think back on your student days and try to find examples of helping someone learn something.
Here is how you may respond to this:
Sample Answer #7
In my previous company, a new engineer joined our team after having just graduated from university. She had relevant knowledge and skills, but no experience working with our systems and tools or effectively communicating with the team. As a senior engineer, I was asked to show her the ropes and help her adjust.
First, I had a one-on-one conversation with her, where I explained our workflow in depth and allowed her to ask questions. Then, I had her shadow me so that she could observe what I did on a daily basis. Soon after, I started letting her handle some of my tasks while I monitored her work and gave her feedback.
Eventually, she gained full independence and became an excellent engineer who could be put in charge of her own projects and teams. I, on the other hand, learnt valuable lessons about communication and patience.
#8. Tell me about a time you had to switch to a fully remote or hybrid work environment.
Working remotely has become the norm in many industries, so employers want to hire individuals who can easily adapt to these circumstances if necessary. Thus, they might check your flexibility with a behavioural interview question about your experiences with remote or hybrid work.
Here is how you could answer this question:
Sample Answer #8
During the pandemic, my department had to switch to fully remote work, as coming to the office wasn’t considered safe. Though none of us was used to this kind of work, we quickly found solutions for effective remote communication and collaboration.
For example, I researched programmes for remote collaboration and found Asana, which we started using to organise and track our work. I also chose a room to function as my office and help me stay focused during my work hours, which had initially proven challenging. After a few weeks, I settled into this new work environment and became more productive than ever.
#9. How do you handle criticism from superiors?
You’ll inevitably face some criticism throughout your career, so your employers will want to know whether you can handle it maturely. Here is how you can convince them that you can:
Sample Answer #9
In my first performance review, my project manager told me that some of my work wasn’t as detailed as it should have been. He advised me on how to improve, but this came as a surprise since I had received mostly positive feedback until then.
Still, I scheduled another meeting with him to discuss the problem in more detail and understand what I was doing wrong. Then, after I had completed another task, I asked the manager to review it on the spot and give me some guidance.
With his help and the help of my other coworkers, I finally managed to meet the requirements. My manager was satisfied, and I received high praise in his next performance review.
#10. Describe a time when you were wrong about something.
Admitting that you were wrong and changing your strategy to compensate for it takes courage and self-awareness, two desirable traits in employees. Thus, your recruiters might ask this behavioural interview question to test your willingness to acknowledge your weaknesses.
Here is an example of a story you could share:
Sample Answer #10
When I was working on a marketing team, I figured out we could improve our email outreach campaign using a newsletter. I was excited to implement it, but to my surprise, it didn’t bring the expected results. Actually, it generated significantly less interest than our usual approach.
Although this was disappointing, I looked into my strategy and considered what the problem could be. Soon, I realised that my newsletter’s layout wasn’t as visually appealing and user-friendly as I had thought. Readers had a hard time with it and clicked away before getting to the CTA button.
So, I consulted with the design team once again, and we changed the layout to make the newsletter easier to follow. I’ve also tweaked the content and improved my outreach strategy, and the numbers soon improved.
#11. Tell me how you’ve improved some of your worst work habits.
Giving a specific example of your past growth can give you an edge over other candidates in the job selection process. After all, it shows that you’re aware of your shortcomings and willing to work on them rather than complacently coasting by and doing the bare minimum.
Here is how you can answer this question:
Sample Answer #11
As a content writer, I struggled with procrastination and inconsistency at the beginning of my career, so I’d often have to burn through thousands of words at the last minute. This was stressful and unsustainable in the long run, so I knew I had to change something.
I started using a daily task planner, which allowed me to set goals and track my progress on assignments. This gave me additional motivation to work and helped me organise my time better. Plus, checking completed tasks off the list felt satisfying and kept me productive.
I still use this method today, and I believe it has made a world of difference for my writing. I’m less overwhelmed, and the quality has improved drastically because I have more time for each piece of content.
#12. Have you ever had to put in long hours to finish a task?
Though overtime work shouldn’t be the norm, you might be expected to put in extra hours to finish your tasks occasionally. This is especially true for careers that operate on deadlines and may become more intense when the time for submitting projects approaches.
Here is how you can answer the question about such situations to impress your potential employers:
Sample Answer #12
At my previous company, we realised we’d made a critical oversight right before launching the product we’d worked on for months. This was significant enough to delay the release and potentially impact the quality of our product, so it had to be addressed promptly.
As a result, I decided to work long hours for a few days to address the issue and retest the product once it was fixed. I worked with a small team that put in the same hours as I did, so I made sure to also check in with everyone and keep them motivated.
In the end, we resolved the issue just in time for the launch, which passed smoothly. Our product was well-received, and we were praised for our dedication and hard work
#13. Describe how you dealt with a team member who wasn’t pulling their weight.
When working in a team, you might face situations where a team member isn’t doing their share, which can affect the completion of a mutual task or project. It’s important to know how to handle such moments and remind them of their responsibilities without affecting your relationship.
Here is how you could answer this behavioural interview question:
Sample Answer #13
I was in charge of a team of designers developing a logo for a client. Each had specific responsibilities, but they’d come together twice a week to discuss their progress. During one of these meetings, I noticed that one of them had done significantly less work than the others.
Having noticed this pattern, I started checking in with her regularly to see how far along she had got. Eventually, these constant reminders got to her, and she began working more consistently and delivering results on time. As a result, we finished the logo without a hitch and submitted it to the client before the deadline.
18 More Behavioural Interview Questions
Aside from the competency-based interview questions we’ve already covered, here are some other examples you might encounter during the hiring process:
Questions About Teamwork
Describe how you helped a team member succeed.
Tell me about a time you disagreed with your supervisor’s decision and explain how you handled it.
Describe how you supported a team member who was struggling.
Tell me about the best team you’ve worked with and explain why it stood out.
Tell me about a time you took leadership in your team without being explicitly asked to.
Questions About Adaptability
Describe your first job and how you adjusted to it.
Tell me about a time you had to adapt to a sudden change in your workplace.
Tell me about a time you worked under pressure.
Describe a time you felt extremely stressed by your job.
Tell me about a time you had to travel abroad for work.
Questions About Leadership
Describe the most successful project you’ve led.
Tell me about a time you led a team on a project you had no experience with.
Describe a time you successfully delegated tasks to your team members.
Tell me about a time you took initiative on a project that paid off.
Questions About Problem-Solving
Describe a time you faced a problem you didn’t know how to solve.
Tell me how you would solve a typical problem in your line of work.
Describe how you’ve improved your productivity in your past roles.
Tell me about a time you had to complete a task outside of your job description and how you handled that.
4 Common Mistakes to Avoid When Answering Behavioural Interview Questions
The common mistakes interviewees make when answering behavioural interview questions include giving generic statements, not following the STAR structure, sharing too much or too little, and failing to highlight measurable outcomes.
Below, our interview preparation guide for UK candidates will examine these mistakes in more detail.
#1. Giving Vague and Generic Statements
Behavioural interview questions are made to prompt the interviewee to share their specific professional experiences. So, giving unclear and generic statements can make you appear inauthentic and inexperienced, which can lower your standing among other candidates.
Instead, think of specific stories with details showing you’ve experienced the situations you’re describing. If you don’t have a professional background to draw on, focus on personal projects you’ve completed while studying or even personal life examples. This is much better than being vague because you don’t know how to answer the question.
#2. Not Following the STAR Structure
The STAR structure can turn even a mediocre storyteller into a good one by helping them organise the information in a logical and easy-to-follow way. That’s why it’s crucial to use it when recounting your professional experiences in a behavioural interview.
If you choose not to, your answers may be too messy, confusing, and difficult to follow. Recruiters weren’t there with you, so they won’t understand your stories unless you present them clearly. Thus, you must rehearse by spinning the most common interview questions and answers until they sound natural.
#3. Talking Too Much or Too Little
Some interviewees make the mistake of thinking that the more they talk, the more likely they are to secure a job. As a result, they might go on tangents or add unnecessary details that prolong their story without actually contributing any value.
On the other hand, some candidates may not feel like they have much to say or that talking too much is even necessary. They usually believe that brief answers should suffice and that their work speaks for itself.
Ultimately, neither approach is good; you must find a middle ground where you talk just enough. In other words, you should give all the relevant details to help your recruitment managers form an accurate picture of your abilities, but don’t talk their heads off in hopes of impressing them.
#4. Failing to Highlight Measurable Outcomes
Your answers to behavioural interview questions should highlight a measurable outcome to show your potential employer how you’ve contributed and what you’ve learnt. If they don’t, they may appear generic and lose the impact they otherwise would have had. Also, including specific metrics makes your stories more believable and convincing.
Land an Interview With a Professional CV
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Final Thoughts
Now that we’ve covered situational interview questions in depth, you’ll be better equipped to tackle them when they come up. Just keep the STAR method in mind and practise telling all your stories using this approach.
However, to even land a behavioural interview, you must learn how to write an impressive CV. Remember that CV.co can help you with that, as well as offer you tips on creating all other types of application documents!
