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Career experts agree: The behavioral interview is one of the best tools an employer has to identify candidates with the behavioral traits and characteristics necessary for success. In my career as a CNO, I used this technique and encouraged my directors and managers to do so as well. It is critical that employers and candidates alike prepare in advance for a behavioral interview in order to ensure a “perfect match” for the job.

Most candidates are familiar with traditional interview questions, sometimes called theoretical questions. Using hypothetical situations—How would you handle a difficult employee?—these questions uncover candidates’ skills at answering interviewers, but not necessarily their ability to do a good job in the position.

Behavioral interviewing questions, on the other hand, are more focused and pinpointed to reveal candidates’ behavioral traits. It is important that employers spend time before the interview to review the job description and identify the behavioral traits required. Some examples of these traits are:

Tips for Job Seekers

You will distinguish yourself from your competitors if you can ace the behavioral interview, and preparation is the key to success. Here is my advice:

1. Read the job description carefully and identify which skills and behavioral traits are desired. Then examine your background and make a list of qualities that match what the employer is looking for.
2. Think about context: What stories can you tell that demonstrate your skills and traits? Utilizing numbers to quantify your results is an excellent way to communicate the information. Always remember to answer in terms of outcomes; it’s not just about what actions you took, but what results you achieved.

Sample Behavioral Interviewing Questions

• Describe an unpopular decision you made. How did you handle it?
• Did you ever make a risky decision? Why, and what was the outcome?
• Did you ever disagree with a company policy? What was the outcome?
• Have you ever disagreed with your boss? What was the outcome?
• Give an example of a goal you did not reach. What was the outcome?
• Tell me about a time you set your sights too high. What was the outcome?
• Tell me about a time you designed a project effectively. What was the outcome?
• Give an example of a time you had to motivate others. What was the outcome?
• Give an example of when you used good judgment and logic to solve a problem.
• Describe a situation in which you were able to use persuasion to successfully convince someone to see things your way.

Practice is essential for a candidate to have a successful interview. Preparation is critical for an employer to identify the best candidate. Both activities are imperative for a good outcome.