Mastering Behavioral Interviewing Techniques

Behavioral interviewing is the gold standard for predicting future performance. Learn how to conduct structured behavioral interviews that reveal true candidate capabilities and cultural fit.

Why Behavioral Interviewing Works

Research shows that past behavior is the strongest predictor of future performance. Behavioral interviewing:

• Reduces interviewer bias through structured questioning
• Provides concrete examples of competencies
• Reveals problem-solving approaches
• Assesses cultural fit through real scenarios
• Creates consistency across interviews
• Improves hiring decision accuracy

The STAR Method Framework

STAR provides structure for both asking and evaluating behavioral questions:

Situation

The context and background:

• What was the setting?
• Who was involved?
• What were the constraints?
• Why was this situation significant?

Task

The challenge or objective:

• What needed to be accomplished?
• What was your specific responsibility?
• What were the success criteria?
• What were the stakes?

Action

The specific steps taken:

• What did YOU specifically do? (not "we")
• What was your thought process?
• How did you prioritize?
• Who did you involve and why?
• What alternatives did you consider?

Result

The outcome and impact:

• What was the measurable outcome?
• What did you learn?
• What would you do differently?
• What was the long-term impact?

Essential Competencies to Assess

Problem-Solving and Critical Thinking

Sample question:

"Tell me about a time when you faced a complex problem with no obvious solution. How did you approach it?"

Look for:

• Analytical thinking process
• Data gathering and research
• Consideration of multiple solutions
• Risk assessment
• Decision-making rationale

Leadership and Influence

Sample question:

"Describe a situation where you had to motivate a team during a challenging period. What was your approach?"

Look for:

• Communication style
• Emotional intelligence
• Ability to inspire and motivate
• Adaptability to team needs
• Results achieved through others

Collaboration and Teamwork

Sample question:

"Tell me about a time when you had to work with someone whose working style was very different from yours. How did you handle it?"

Look for:

• Interpersonal skills
• Flexibility and adaptability
• Conflict resolution
• Respect for diverse perspectives
• Focus on common goals

Initiative and Drive

Sample question:

"Give me an example of a time when you identified an opportunity for improvement that wasn't part of your formal responsibilities. What did you do?"

Look for:

• Proactive mindset
• Ownership and accountability
• Self-motivation
• Risk-taking within reason
• Follow-through and persistence

Adaptability and Learning

Sample question:

"Tell me about a time when you had to quickly learn a new skill or adapt to a significant change. How did you approach it?"

Look for:

• Growth mindset
• Learning strategies
• Resilience under change
• Resourcefulness
• Application of new knowledge

Communication and Presentation

Sample question:

"Describe a situation where you had to explain a complex technical concept to non-technical stakeholders. How did you ensure understanding?"

Look for:

• Clarity and simplification skills
• Audience awareness
• Active listening
• Use of examples and analogies
• Checking for comprehension

Conducting Effective Behavioral Interviews

Preparation is Critical

• Define key competencies: What skills and attributes predict success in this role?
• Create structured guide: Prepare 5-7 behavioral questions per competency
• Review resume thoroughly: Identify experiences to probe deeper
• Establish scoring rubric: Define what good, average, and poor answers look like
• Coordinate with team: Ensure different competencies are covered by different interviewers

During the Interview

• Set expectations: Explain the behavioral format upfront
• Ask open-ended questions: Avoid yes/no or leading questions
• Drill down: Use follow-up questions to get complete STAR answers
• Take detailed notes: Capture specific examples verbatim
• Maintain consistency: Ask same core questions to all candidates
• Listen actively: Let candidate fully answer before jumping to next question

Effective Follow-Up Probes

Use these to complete incomplete STAR responses:

• "What was YOUR specific role in that situation?"
• "Walk me through your thought process step-by-step."
• "What alternatives did you consider?"
• "How did you measure success?"
• "What would you do differently if faced with that situation again?"
• "What did you learn from that experience?"

Red Flags and Warning Signs

Vague or Hypothetical Answers

• Candidate speaks in generalizations: "I would typically..." or "I usually..."
• Lacks specific examples
• Can't recall details when probed
• Response: "I'm looking for a specific example. Can you think of a particular time when...?"

Team vs. Individual Contribution

• Excessive use of "we" without clarifying personal role
• Taking credit for team accomplishments
• Response: "I understand it was a team effort. What was YOUR specific contribution?"

Blame-Shifting and Lack of Accountability

• Blames others for failures
• No examples of lessons learned from mistakes
• Doesn't acknowledge personal growth areas
• Response: "Tell me about a time when something didn't go as planned due to your actions. What did you learn?"

Evaluating and Comparing Candidates

Scoring Framework

Use consistent criteria for each competency:

• 5 - Exceptional: Multiple strong examples, exceeded expectations, demonstrated advanced skills
• 4 - Strong: Clear examples showing competency, met all requirements
• 3 - Adequate: Demonstrated baseline competency with room for growth
• 2 - Developing: Limited examples, inconsistent demonstration
• 1 - Insufficient: Unable to provide relevant examples

Decision-Making Process

• Compare scores across competencies
• Weight competencies by role requirements
• Look for patterns in strengths and gaps
• Discuss discrepancies among interviewers
• Consider cultural fit alongside technical skills

Common Mistakes to Avoid

• Leading questions: "You're good at multitasking, right?"
• Interviewing from gut: Without structure or scoring
• Confirmation bias: Only seeking evidence that supports initial impression
• Halo/horn effect: Letting one trait overly influence overall assessment
• Talking too much: Candidates should speak 70-80% of the time
• Accepting surface answers: Not probing for complete STAR

Training Your Interview Team

Consistency requires training:

• Conduct mock interviews with feedback
• Create interview guides and question banks
• Calibrate scoring through group exercises
• Review and refine questions regularly
• Analyze hiring outcomes to improve questions

The Alivio Approach

At Alivio Search Partners, we incorporate behavioral interviewing best practices throughout our candidate evaluation process:

• Structured competency frameworks aligned to role requirements
• Trained recruiters conducting initial behavioral screens
• Client interview guide development
• Post-interview debrief facilitation