During a job interview, a recruiter or hiring manager may ask you a range of different, and from your perspective, not-so-sensical questions, all with the aim of judging whether you’re a good fit for the company. More often than not, they will squeeze in so-called behavioral interview questions.
You might be wondering whether these questions are yet another way for an interviewer to torment a weary job seeker, but the truth is, they are not. However strange or even bizarre they may seem, such questions have a very specific purpose.
We’re going to elucidate what behavioral interview questions are, why they are used, and how to answer them when they pop up during a job interview. Don’t waste a second more; check it out!
Key Takeaways
- Behavioral interview questions are non-technical questions that illustrate your actions in specific situations.
- The best way to answer these questions is by using the so-called STAR method.
- Behavioral interview questions may be divided into several categories: teamwork, communication, time management, adaptability, leadership, and ethics.
- Teamwork behavioral questions give insight into how well you get along with other team members.
- Communication behavioral interview questions assess your ability to communicate in various situations.
- Time management behavioral interview questions illustrate your time management skills, as well as the ability to meet deadlines and deal with several tasks at the same time.
- Adaptability behavioral questions evaluate your capacity to adapt to new and sudden changes.
- Leadership behavioral interview questions focus on demonstrating the ability to resolve conflicts and motivate other team members.
- Ethics behavioral interview questions gauge ethical standards and integrity.
What are Behavioral Interview Questions?
Behavioral interview questions revolve around how you acted or may act in specific situations. They are non-technical and focused solely on you.
With these questions, a recruiter or hiring manager may assess how you behave in a professional environment, how you react to stress, and what your skill level is. They enable the interviewer to gain a more accurate perception of you as a candidate and gauge your future performance based on your actual past.
Typically, they begin with Tell me about the time/situation when… or Give me an example of a time/situation…. and directly pertain to core competencies and skills for a particular position.
How to Answer Behavioral Interview Questions
Though there isn’t a right or wrong way to answer these questions, providing good responses may be a challenge sometimes. This is particularly the case when you have little to no experience, as they require you to recall a situation that occurred in the workplace.
To answer behavioral interview questions, use the STAR method as a framework. All your answers should have the following structure:
- S for Situation—Talk about the situation where everything happened.
- T for Task—Mention the task you had to do to solve the problem.
- A for Action—Elaborate on what actions you undertook to finish the task.
- R for Results—Describe the results of your actions in as many details as possible.
At first glance, answering questions using this method might seem too demanding. Plus, you can never know exactly which question a recruiter may ask during the interview.
However, all behavioral interview questions come in several categories—teamwork, communication, time management, adaptability, leadership, and ethics, to name a few. Knowing several questions per category may help you come up with good stories and thus provide excellent answers in an interview.
Make sure, though, not to make them up, as recruiters may discover you were lying by checking your references.
Teamwork Behavioral Interview Questions
Teamwork interview questions serve to assess how well a candidate gets along with the rest of the team, as well as to evaluate their approach to tasks when working in a team.
By asking these questions, a hiring professional can gain insight into whether or not you like being a part of the team, as well as what role you tend to take during a project—a leader, a mediator, or a follower.
Here are some of them.
#1. Describe a situation when you worked on a project.
An interviewer will ask this question to discover your leadership skills, integrity, and ability to react to specific situations and thus determine whether you will be a good contribution to the company.
Begin by elaborating on the situation you dealt with. Next, explain the task you had on the project and the situation in detail, state what you did to resolve the situation, and give reasons why you chose them. Finish by mentioning the outcome.
Here’s an example:
In a recent project, I collaborated with a cross-functional team to implement a new software system. I took on the role of the project coordinator and ensured that communication among all team members went smoothly.
I also made sure that timelines were clearly set, assignments were delegated according to individual strengths, and all the changes were promptly implemented. We eventually managed to deliver the project ahead of the deadline.
#2. How do you handle a difficult coworker?
With this question, an interviewer wants to know how well you get along with other people and what strategies you use to deal with potential conflict in the workplace.
When answering it, don’t speak disparagingly about a coworker when recalling specific situations. Instead, try to remain positive when describing the situation. Explain what you did to handle the difficult colleague and how you managed to resolve the situation.
You can do it this way:
When dealing with a difficult coworker, I prefer open communication and understanding. My goal is to maintain a positive work environment whenever possible.
I initiate a conversation to address any concerns, actively listen to their perspective, and try to find common ground. If necessary, I involve a supervisor or an HR to mediate. I focus on maintaining a positive work environment and adapting my approach to foster collaboration.
#3. What do you do in a situation when a coworker is unresponsive?
This question allows a recruiter to discover not only how you deal with unresponsive colleagues but also how you manage stressful situations and what you do to stay calm.
Before you jump to berating the coworker, think about the primary purpose of this question—your communication skills and capacity to overcome challenging situations. Explain the entire situation and why you needed the information in the first place, then say what you did to dig it up.
This is how you can do it:
Maintaining clear lines of communication to ensure that tasks and projects progress smoothly is of high importance to me. In situations where a coworker is unresponsive, I first attempt to reach out through various communication channels. If the problem persists, I try to use appropriate team communication platforms to seek a resolution. As a last resort, I will involve the supervisor.
#4. Tell me about a time when you worked with someone who was completely different from you.
This question serves to let a recruiter find out how you get along with people whose personalities and work styles are strikingly different from yours.
To answer this question, briefly describe when you collaborated with someone who had a different working style, personality, or background, emphasizing the distinction in perspectives or approaches. Explain the steps you took to effectively work with them, and highlight any strategies you employed to bridge the gap.
Here’s an example of a good answer:
On one occasion, when we were spearheading a marketing campaign, I collaborated with a team member who had a very different approach to project management. I recognized the difference and initiated open communication so that we could understand each other’s views.
We established a compromise where we combined our strengths—my structured approach ensured project milestones were met while their creativity brought fresh ideas to the campaign.
#5. How do you handle disagreements with coworkers?
With this question, an interviewer tries to assess your attitude and approach to resolving conflicts at the team level.
When replying, highlight the importance of open communication and active listening for resolving conflicts constructively. Explain what you do to let your coworkers share their perspectives and feel heard, focusing on the final results.
This is how you may answer such a question:
In team conflicts, I try to address the issue promptly and directly with open and honest communication. I create a safe space for everyone to express themselves and their concerns.
I would arrange a meeting during which each party could share their perspective and try to understand the issue. Then, I would seek collaborative solutions that favor everyone and unite the team towards common goals.
Communication Behavioral Interview Questions
Communication skills are among the most sought-after competencies; in fact, even 73% of employers look for candidates with exquisite communication skills. Given their importance, it’s no wonder recruiters rely on communication behavioral questions to choose the best candidates.
These questions can help an interviewer evaluate a candidate’s capacity to communicate in all situations: stating their decisions, dealing with unsatisfied customers, or representing the company’s brand.
Here are some of the communication behavioral interview questions and answers:
#1. Tell me about a time when you had to deliver bad news.
This question helps an interviewer gauge not only a candidate’s communication skills but also their emotional intelligence and the ability to handle difficult situations.
When providing an answer to it, describe the entire situation and your task, what you did to accomplish it, and the final outcome.
Here’s what a good answer should look like:
I recall having to inform my coworker that we couldn’t proceed with their idea for the project. I elaborated on why and provided constructive feedback, as well as the possible outcome. I acknowledged their effort and suggested alternative approaches that were in line with our goals. The colleague appreciated the feedback, and we proceeded swiftly with another plan.
#2. Provide me with an example of a time when you had to change someone’s view.
If a recruiter asks you a question like this, they want to know whether you can convince other people to change their minds in a polite and respectful way.
Provide an answer in which you come across as appreciative and collaborative. Explain what was wrong with their stance and what arguments you provided to change it. Focus on why it was important for the entire company.
Here’s an example:
In a team project, a colleague resisted adopting a new software solution, expressing concerns about disruptions and the effectiveness of the change. My task was to change their view and gain support for the new software.
I tailored the conversation to highlight how the change would address specific issues and presented a phased implementation plan to minimize disruptions. This way, I addressed their concerns and managed to change their view.
#3. How would you enhance your communication skills?
With this question, a recruiter wants to see if improving written and verbal communication skills is a priority to you or if you deem them irrelevant.
When answering it, focus on the situation that could have put your skills to the test and what actions you took to resolve it, highlighting the final outcome.
This is how to reply to this question:
To enhance my communication skills, I actively seek feedback from colleagues and supervisors. Recently, I enrolled in a communication skills workshop where I learned techniques to articulate ideas clearly and listen effectively.
I also set a goal to practice concise and impactful communication in team meetings, ensuring my messages are easily understood. This proactive approach has significantly improved my ability to convey information and collaborate efficiently.
#4. Tell me about a time when you had to say “no” to something.
This typical behavioral interview question for customer service points out your decision-making and communication skills, as well as your boundaries.
To answer it, outline what was expected of you, then explain the actions you undertook to say “no,” emphasizing your communication style and how you shared the decision.
Here’s an example:
In my previous role, I had to decline a request from a client. We were in the middle of a project with a really tight deadline, and they requested some extra features that weren’t covered by our contract.
I expressed my gratitude for the feedback, explained to the client that including them would require extra time and costs, and provided alternative solutions that were in line with the current scope. The client appreciated our transparency and commitment to the project.
#5. Describe a time when you had to give a presentation to a group of people.
If an interviewer pops out this question, they want to find out whether you’re able to communicate well in front of larger groups or if you’re among the 75% of people who dread public speaking.
When answering it, think about the presentation or speech you had to deliver. Mention the topic, describe the setting, and say how many people were there. Here’s an example:
In my previous role as a marketing manager, I was in charge of presenting our marketing strategy and campaign results for a project launch. My goal was not only to inform but also to engage an audience of industry peers, prospective clients, and investors.
Despite some technical glitches, the presentation was well-received, leading to increased interest in our company. I learned a valuable lesson about the importance of adaptability when working under extreme pressure and connecting with the audience.
#6. How do you respond to negative feedback?
This question gauges your ability to receive and act upon negative feedback. With it, recruiters want to assess your responsibility and self-awareness, resilience, and adaptability, as well as your communication and interpersonal skills.
Focus on crafting a well-prepared answer that will demonstrate your capacity to learn from criticism and grow professionally. You may use the following example to help you:
As a software engineer, I received constructive criticism from a senior developer who highlighted flaws in my code and offered suggestions for improvement.
I was defensive in the beginning, but I soon realized the value of their insight. I acknowledged their feedback and started working on including their suggestions in my code. This further improved the performance of the application, as well as the code’s readability and maintainability.
Time Management Behavioral Interview Questions
Time management behavioral questions help the interviewer learn how effectively you manage your time and meet deadlines, handle and prioritize multiple tasks, as well as how you stay organized.
These are some of the most frequent ones:
#1. How do you handle project delays?
Project delays can be nerve-wracking, particularly if you have meticulously planned all the details. Yet, unexpected things happen, and an interviewer wants to see how flexible and adaptable you are to new circumstances. They want to gauge your capacity to deal with setbacks and remain focused on achieving your goals.
The perfect response to this question should demonstrate your resilience, communication, and problem-solving skills. Here’s an example:
In my previous role as a project manager, we faced a delay due to unexpected technical issues. To handle it effectively, I immediately gathered my team. We identified the root causes and started looking for a solution.
We also allocated additional resources, adjusted the timeline, and kept the client informed. Our proactive approach ultimately ensured the successful delivery of the project and highlighted the significance of teamwork, flexibility, and adaptability.
#2. How do you prioritize tasks?
This question helps the recruiter learn not only how you prioritize your work but also how you handle pressure.
Share a specific situation where you had to make one task a priority over another without neglecting other responsibilities. You can mention that you begin by evaluating the urgency of every task and then, if necessary, break them into smaller steps to deal with them faster.
Here’s one way you could reply:
To prioritize tasks, I assess deadlines, their importance, and their impact on overall goals. I use a task management tool to create a structured list, making sure that the most urgent tasks are addressed first. Regular evaluations help me adapt to changing priorities, allocate time efficiently, and ensure successful project accomplishment.
#3. Tell me about a situation where task prioritization was difficult.
With this question, an interviewer seeks to understand how you manage difficult situations when you have limited time and resources.
To answer it, start by describing a situation when task prioritization was a challenge and highlight the specific demands that made it difficult. Explain the steps you took and point out your decision-making process.
Here’s an example:
During a tight deadline project at my previous job, we had to deliver a comprehensive report to the client. The challenge was that the project had multiple components, each requiring a significant amount of time and attention.
To address this, I assessed critical tasks, used a project management tool to visualize dependencies, and delegated tasks based on team members’ expertise. I communicated transparently with the client about challenges, proposed a revised timeline, and successfully delivered the project within the adjusted timeframe.
#4. Tell me about a time when you set a goal for yourself and how you achieved it.
However insignificant this question may seem to you, it is not. It helps a hiring professional learn both how you got the idea of the goal and what you did to accomplish it.
An ideal answer would be work-related, but you can provide a story about a personal goal as well, particularly if you have no experience. Describe the objective, mention if achieving it was a challenge and why, then share the outcome.
You can do it this way:
My long-term goal was to improve my project management skills. I took up an online course, dedicated specific time daily for learning, and applied new techniques to my projects. The structured approach resulted in enhanced efficiency, recognized by positive feedback from team members and successful project deliveries.
#5. How did you keep a long-term project on track?
With this question, a hiring professional wants to evaluate your project management and organizational skills, approach to managing and maintaining progress on complicated tasks, and capacity to overcome challenges.
To answer it, describe the project you worked on and mention its duration and complexity. Point out specific challenges or obstacles that you encountered, then explain what you did to address the challenges and ensure project progression.
Here’s how to do it:
In my previous role as a project manager, I was tasked with leading a 12-month software development project. About halfway through the timeline, we faced unexpected delays due to changes in project requirements.
To keep the project on track, I immediately conducted a thorough analysis of the impact of these changes on our timeline and resources. I then implemented a revised project plan, reallocating resources and adjusting timelines to meet the new requirements.
Adaptability Behavioral Interview Questions
The ability to adapt to new and unplanned situations is among the most desired features in candidates. Thus, hiring professionals seek candidates who can not only effortlessly adapt to changes but also stay productive under pressure and flourish in chaotic situations.
To discover them, recruiters have a list of behavioral interview questions to ask. Here are some of them:
#1. Tell me about a time when you had to adapt to new processes.
The goal of this question is to demonstrate whether you’re able to quickly adapt to unexpected changes and situations in your workplace and how you handle transitions.
Choose a situation when a change directly affected your position to provide a constructive answer. Explain how your responsibilities shifted, but highlight that you managed to maintain a positive attitude and approach all the time.
This is how you can formulate your answer:
In my previous role as a marketing coordinator, our team underwent a significant shift in our project management software. The new system posed a learning curve for the entire team, so I took the initiative to engage with the new system proactively.
I attended training sessions offered by the company and familiarized myself with online resources. Owing to my persistence, I soon became proficient in the new project management software.
#2. Tell me about a time when you had to learn new skills in a short period of time. What was the outcome?
Recruiters use this question to evaluate your problem-solving and critical-thinking skills. Your answer should revolve around a situation when you had to learn a new skill. Describe the challenges you faced, then mention what you did and what resources you used to pick up the new skill.
This is one of the most constructive answers:
In the midst of a work project, I found myself in a situation where I needed to learn how to use specialized camera equipment. It had fairly unique technical procedures and terminology, so I had to have a hands-on approach to learn how to use it.
I got in touch with a technician who had installed it and asked for guidelines. I carefully followed all his instructions, took notes, and put in a lot of practice until I became comfortable with using the camera.
#3. Was there a situation where you did everything you could, and the outcome was still unsuccessful?
If you’ve ever wondered what the most common behavioral interview questions are, this is one of them. It helps interviewers learn about your resilience, temperament, maturity, readiness to learn, and attitude toward receiving (negative) feedback.
When you’re providing an answer, revolve around what you’ve learned rather than the failure itself. Don’t try to rationalize, minimize, or defend it. The point of your answer is your readiness to improve, so focus on it.
Here’s an example:
I was leading a team project with tight deadlines. Despite putting in long hours, coordinating effectively, and addressing unforeseen challenges, we couldn’t meet the project deadline due to external factors beyond our control.
I immediately communicated the situation to stakeholders and presented alternative solutions. Although the outcome was not successful, I learned the importance of emergency planning and effective communication in dynamic project environments.
#4. How did you adapt to working for a new department?
No matter how much work experience you have, starting a new position is challenging. With this question, a recruiter seeks to discover what strategies you implement to adapt to a new environment and be productive in it.
Explain what steps you take to adapt to the new setting, e.g., asking for help and guidance or undergoing training to understand new processes. Don’t forget to mention the positive outcomes that came from your adaptation efforts and highlight your willingness to learn and embrace chances.
In my previous role, I had to transition to a different department to support a cross-functional project. To adapt, I proactively reached out to team members, scheduled one-on-one meetings to understand their roles and perspectives, and participated in departmental training sessions.
I also asked for feedback from my new colleagues to make sure I was aligned with their expectations.
#5. How did you handle a big obstacle that prevented you from completing a goal?
In addition to learning about your problem-solving and decision-making skills, this question helps a recruiter find out about your self-confidence and self-awareness, as well as your willingness to ask for help.
When answering this question, think of a work-related barrier and how you overcame it. Discuss your problem-solving strategy and the decisions you made to mitigate the impact of the obstacle, focusing on your perseverance and flexibility.
Here’s an example:
In a previous project, we encountered a significant budget cut midway through the implementation phase.
To address this, I immediately gathered the project team for a brainstorming session. We reassessed priorities, identified areas where cost-saving measures could be applied without compromising quality, and reallocated resources to critical tasks.
We couldn’t completely avoid delays; however, our strategic approach helped minimize the impact, and we successfully delivered a streamlined project that met the essential requirements.
#6. What is your approach when starting something new?
When asking this question, an interviewer wants to assess your ability to manage unfamiliar situations, along with your ability to adapt and integrate into new positions effectively.
To answer it, explain how you prepare for a new role, highlighting your flexibility and adaptability. Mention that you’re always open to learning new skills and asking colleagues for guidelines, according to which you adjust your strategies.
Here’s an example:
When starting something new, I believe in thorough preparation and planning. For instance, when joining a new project, I first do research on the project’s goals, objectives, and any existing documentation.
Then, I create a detailed plan outlining tasks, milestones, and deadlines. This helps me set clear goals and expectations for myself and the team.
At the same time, I make an effort to connect with team members, understand their roles, and establish open lines of communication.
Leadership Behavioral Interview Questions
Leadership interview questions revolve around teamwork skills, the ability to resolve conflicts, communication with coworkers, and motivating others to do their best.
Despite what people think, these behavioral interview questions aren’t exclusively for managers. Hence, an interviewer may pop them out even if you’ve applied for a non-managerial position to see if you possess this valuable skillset.
This is a portion of the questions you may expect:
#1. How do you approach task delegation?
With this question, an interviewer wants to see whether you can efficiently delegate work to the most capable team members and provide them with in-depth instructions. They also want to see how you decide who the right person for the task is.
Answer this question by explaining your general approach to assignment delegation and discussing the importance of communication. Explain how you convey expectations, deadlines, and the overall vision to team members.
Here’s how you can respond to the question:
When approaching delegation, I start by understanding the strengths and expertise of each team member. I assess the requirements of the project and match tasks to individuals based on their skills and interests.
I always make sure that each team member understands their responsibilities, deadlines, and project goals. I maintain an open line of communication, regularly checking in with team members to provide guidance and support.
#2. Tell me about a time when you had to build credibility with stakeholders.
A recruiter will ask this question to assess your interpersonal and communication skills, as well as your ability to establish trust with important parties like clients or stakeholders.
To respond, mention who the stakeholders were and explain what steps you took to build credibility—effective communication, demonstrating experience, or addressing stakeholders’ concerns.
This is how you can do it:
As soon as I entered my previous role, I was tasked with leading a high-impact project that involved multiple stakeholders. However, it was evident that some of them were skeptical about my skills and abilities.
To build credibility, I initiated one-on-one meetings with key stakeholders to gain a better understanding of their concerns, expectations, and perspectives. I transparently communicated the project plan, timelines, and my commitment to addressing their specific needs.
This resulted in increased collaboration, better decision-making processes, and the successful realization of the project.
#3. Has someone challenged you as a leader, and how did you respond?
If a recruiter asks you this question, they want to discover how strong your conflict resolution skills are and how you handle disagreements within a team.
To give an adequate answer, describe the nature of the challenge. Detail what you did to respond to it and elaborate on how you approached the situation.
Here’s an example:
I once faced a situation where a team member challenged a decision I made regarding the allocation of resources for a project. They expressed concerns about the impact on workload and suggested an alternative approach.
I scheduled a meeting with them to see their perspective and concerns. Through active listening, I realized potential challenges with the initial decision.
I readjusted the resource allocation, and we collaborated to find a solution that met both the project requirements and the team’s concerns.
#4. Describe a situation when an employee came to you with concerns.
This question will give a hiring professional insight into your capacity to address or resolve the concerns of your team members.
A good answer should illustrate all the steps you took to address their concern—communication strategies, problem-solving approach, and any support or guidance you offered. Say that you actively listened to their perspective and acknowledged their feelings.
This is what a good answer should look like:
An employee approached me with concerns about the workload and its impact on their work-life balance. They felt overwhelmed and stressed, which affected their overall job satisfaction.
I scheduled a meeting to discuss their concerns openly. I actively listened to their challenges, validated their feelings, and acknowledged the importance of maintaining a healthy work-life balance.
Together, we identified specific tasks that were causing excessive stress and then explored strategies to redistribute work within the team. I offered support in prioritizing tasks and provided flexibility to accommodate their personal needs.
#5. Describe a time when you had to step up and show your leadership skills.
A hiring professional will ask this question to identify your strengths and weaknesses as a leader.
Answer it by focusing on illustrating your leadership skills. Detail your responsibilities, the challenge that you faced, and what you had to do to address that challenge.
Check out an example:
Our team was working on a critical client project with a tight deadline. Unexpectedly, a key team member had to take extended medical leave, which left a significant gap in our resources.
I realized the potential impact on the project’s success, so I decided to step up and take a leadership role. I immediately called for a team meeting where we assessed the project requirements, identified the skills needed to fill the gap, and redistributed tasks accordingly.
Ethics Behavioral Interview Questions
Ethics interview questions let a hiring professional discover your ethical standards, integrity, and approach to problem evaluation and solving. Strong ethics is fairly significant regardless of industry or profession, so it’s no wonder why employers are looking for conscientious and ethical candidates.
Besides enabling hiring professionals to learn about a candidate’s morality, these questions also let a candidate find out whether their values align with the company’s.
These are some of the most frequent ethics behavioral interview questions:
#1. Describe a situation where coworkers broke your organization’s policies.
With this question, a hiring professional aims to evaluate your understanding of workplace ethics, judgment in dealing with sensitive issues, and approach to conflict resolution.
To reply, mention the nature of the company policy violation and explain your role and how you became aware of the breach. Next, elaborate on what you did upon realizing what happened.
Here’s an example:
There was an instance where coworkers violated the company’s data security policy by sharing confidential client information through personal email accounts. I became aware of this through routine team activities.
I immediately documented the instances, informed the team about the policy breaches, and reported the issue to relevant department heads and HR. The company conducted an internal investigation, took disciplinary actions, and implemented additional training on data security.
#2. Describe a situation when you had to be dishonest.
With this question, an interviewer wants to gauge your values, integrity, and honesty in the workplace. It will help them learn whether you prioritize honesty in difficult situations.
Your answer should focus on your decision to prioritize honesty despite the challenges. Share the thought process behind your choice and how it aligns with your values. You can also mention alternative solutions you considered that could have allowed you to stay honest.
Here’s an example of a good answer:
I encountered a situation where a client requested that I provide misleading information about the timeline for project completion. They were under pressure, and there was a temptation to exaggerate our progress to secure their satisfaction.
However, as I firmly believe in transparency and honesty, I communicated the actual status of the project. I explained the challenges we faced and provided a realistic timeline for completion.
#3. Describe a time when you had to follow something you did not agree with.
The purpose of this question is to show your ability to handle situations where your personal opinions or preferences may be in conflict with organizational decisions.
When answering this question, highlight your capacity to handle differences of opinion professionally and your commitment to supporting the company’s goals. Mention that you always set aside your personal attitudes and put the company’s mission first.
This is how you can do it:
There was a decision to implement a new software system that I was skeptical about, as it could hinder the progress we’ve made so far. I expressed my concerns, but the leadership team implemented it anyway.
Despite my doubts, I supported the decision. I actively participated in the implementation process and collaborated with team members to make sure that the transition went smoothly.
Closing Thoughts
Regardless of your level of professional experience, behavioral interview questions can sometimes be tricky to respond to.
Though candidates don’t like them for this very reason, they help hiring professionals learn about your personality, skills, and abilities, as well as your ethics, which are not given in your resume or CV. Sometimes, these questions may go unnoticed, especially if you’re not familiar with them.
To make you aware of them, we’ve prepared this comprehensive list of behavioral interview questions. Now that you know them, you can present yourself in the best light and ace the job interview!
