In today’s competitive job market, employers are increasingly looking beyond a candidate’s resume to uncover the skills and qualities that will ensure a good cultural fit and long-term success within the organization. As traditional interview methods focus primarily on qualifications and technical skills, many companies are now turning to behavioral interviews as a key tool in the hiring process. |
Companies are adopting behavioral interviews to better assess real-world skills, problem-solving and cultural fit—areas traditional interviews often overlook.
Previously, hiring focused mainly on qualifications and technical skills, but businesses now recognize that soft skills, collaboration and long-term potential are just as crucial for success. However, as businesses recognized that technical skills can be learned and that personality and behavioral traits play a huge role in workplace effectiveness, they started incorporating behavioral interviews to make better hiring choices. By exploring real past experiences, this method of interviewing highlights soft skills that aren’t always apparent on a resume—such as teamwork, adaptability or leadership.
In this article, we’ll explore why behavioral interviews are one of the most widely used methods today in hiring approaches and how they help employers identify qualities that go beyond a resume. As research shows, behavioral interviews are among the most reliable, science-based methods for predicting job performance, as they reveal how candidates apply their skills in real-world situations (Schmidt & Hunter, 1998). That’s why they’re a key part of our hiring process at Crafting Software. We’ll also share practical tips and strategies to help candidates craft effective responses and succeed in these interviews.
What are Behavioral Interviews?
Behavioral interviews are a widely-used hiring approach where candidates are asked to share specific examples of past experiences that demonstrate how they’ve handled situations relevant to the role. The premise is simple: past behavior is one of the best predictors of future behavior.
Unlike traditional interviews that might focus on hypothetical scenarios or theoretical knowledge, behavioral interviews dive deep into the "how" behind a candidate’s achievements.
Why do Behavioral Interviews matter?
We know that skills and qualifications on a resume are just part of the picture. A candidate's ability to adapt, collaborate and problem-solve in real-world situations is often the key to success in the workplace. Behavioral interviews allow employers to assess these qualities by exploring not just what you’ve done but how you did it.
What sets Behavioral Interviews apart?
Behavioral interviews stand out because they dive deep into a candidate's real-life experiences rather than hypothetical scenarios. Instead of asking: "What would you do in this situation?" employers could question: "Can you describe a time when you faced this challenge?" This approach shifts the focus to past actions, providing a clearer picture of how someone navigates workplace situations.
These interviews also highlight soft skills like teamwork, adaptability and conflict management, that are often overlooked in resumes but are crucial in workplace dynamics. Through these experience-driven questions, employers gain insight into a candidate’s ways of thinking, decision-making and initiative. Ultimately, behavioral interviews help uncover a candidate’s true potential beyond just their listed qualifications.
Now that we’ve established the importance of behavioral interviews, let’s look at an example to understand how they work in practice.
Example of a Behavioral Interview question
“Tell me about a time when you had to meet a tight deadline while managing competing priorities. How did you handle it and what was the outcome?"
This question isn’t just about deadlines, it’s an opportunity for candidates to showcase time management, stress management and problem-solving skills as well. It’s also a chance for employers to evaluate how candidates think on their feet and reflect on their decisions.
Soft skills often make the difference between a good employee and a great one.
How behavioral interviews highlight soft skills
Behavioral interviews serve as a bridge between the qualifications on your resume and the soft skills you bring to the table. While hard skills may get you through the initial screening process, it's your ability to demonstrate soft skills—such as communication, teamwork, adaptability and emotional intelligence—that often determines whether you're the right fit for a role.
Soft skills are often harder to quantify but crucial in workplace success. That’s why behavioral interview questions are designed to assess these traits in action:
Communication Skills
Question: “Can you give an example of a time you had to explain a complex concept to someone without your level of expertise?”
This question examines how effectively you adapt your communication style to your audience, a vital skill in both leadership and collaborative roles.
Teamwork
Question: “Describe a situation where you worked with a team to achieve a common goal. What role did you play and what challenges did you encounter?”
Employers can assess your ability to collaborate, compromise and contribute meaningfully to a team dynamic.
Problem-Solving
Question: “Tell me about a time when you encountered an unexpected challenge at work. How did you address it?”
This reveals how resourceful and proactive you are in overcoming obstacles.
Adaptability
Question: “Can you share an example of how you handled a sudden change in priorities or goals?”
Adaptability is crucial in fast-paced, evolving environments and this question uncovers how you handle uncertainty.
Why we value this approach
Behavioral interviews allow the hiring process to go beyond a checklist of technical skills and uncover the qualities and traits that define a well-equipped professional. For example, it can assess cultural fit, as well as the candidate’s growth potential.
Cultural fit: By discussing how the candidate approached past challenges, hiring specialists can determine whether your work style and values align with the company's values and culture.
Growth potential: The stories you share often reveal not just what you’ve done but also your capacity to learn, grow and apply those lessons in future situations.
In an industry where teamwork and interpersonal interactions are increasing in importance, demonstrating these intangible skills can set you apart from other candidates.
Tips and tricks for candidates
One of the most effective strategies for answering behavioral interview questions is the STAR method. This method helps you structure your responses in a clear and engaging manner, making it easier for interviewers to understand the impact of your actions.
STAR stands for:
Situation: Describe the context in which the action took place. Set the scene by explaining the background or circumstances.
Task: Explain what your responsibilities were in that situation.
Action: Detail the specific actions you took to address the situation. Focus on your personal role and contributions.
Result: Conclude by sharing the outcome of your actions, what you achieved and what benefits it brought.
Example
Question: “Tell me about a time when you led a team through a project.”
Situation: “I was managing a project to redesign our company’s website, which needed a complete overhaul.”
Task: “I was tasked with leading a team, ensuring that the project was completed on time and met our department’s objectives.”
Action: “I organized regular meetings, set clear goals and allocated tasks according to each team member’s strengths. I also maintained open communication to ensure everyone was aligned and motivated.”
Result: “We successfully launched the new website ahead of schedule, which received positive feedback and increased user number by 30%.”
Conclusion
As you prepare for your next behavioral interview, it’s important to understand that these interviews are designed to assess not only your past experiences but also your potential to thrive within the company’s environment. Behavioral interviews provide employers with valuable insights into your soft skills, allowing them to estimate how well you align with the company’s values and culture.
For companies, this method helps in making more informed hiring decisions by focusing on candidates’ demonstrated behaviors and abilities rather than merely their qualifications on paper. As the workplace evolves, so should hiring strategies. Behavioral interviews provide deeper insights into candidates’ real abilities, helping companies build stronger, more adaptable teams.
Is it time for your company to rethink its talent assessing strategy?
// References
Murphy, M. (2023, December 27). This is better than the STAR method for answering interview questions. Forbes.
Schmidt, F. L., & Hunter, J. E. (1998). The validity and utility of selection methods in personnel psychology: Practical and theoretical implications of 85 years of research findings. Psychological Bulletin, 124(2), 262–274.
// Vivien Újvárosi // FEBRUARY 20 2025