What Recruiters Are Looking For in a Behavioral Interview

Behavioral and psychological questions are standard procedures for evaluating candidates in hiring processes. This type of questioning aims to provide deeper insight into a candidate's actual behaviors, reactions, and abilities through real-life examples, based on the belief that past behavior in similar situations is the strongest predictor of future behavior.

This approach is particularly important in the IT industry, where technical skills are no longer the sole decisive factor. Today, skills such as teamwork, conflict resolution, good communication, and taking responsibility play a crucial role in the daily work of engineers.

The STAR Method: A Formula for Your Answer

The most effective way to answer these types of questions is by applying the STAR method:

• S – Situation: Briefly describe the context.

• T – Task: What was your role or goal?

• A – Action: What specific steps did you take?

• R – Result: What were the outcomes and results?

This structure helps you provide a clear, concise, and compelling answer—without unnecessary details or vague generalizations.

Advantages of Behavioral Interviews

These questions are used to assess key skills that aren't visible through a CV or technical test. Some typical areas include problem-solving and taking responsibility, adaptability and coping with stressful situations, teamwork and conflict resolution, communication skills, or focus.

• More Precise Candidate Assessment: Past experiences show how candidates actually behaved—not just how they think they might behave.

• Fairer Assessment: When all candidates answer the same questions with real examples, the interview becomes more objective and easier to compare.

• Reduced Bias: The focus is on behaviors and results, rather than superficial impressions, which reduces the influence of unconscious biases.

• More Positive Candidate Experience: Candidates have the chance to present themselves through concrete successes and challenges, instead of trying to guess the “right” answer.

Limitations and Challenges of Behavioral Interviews

While useful, experience-based questions also have their drawbacks.

Inaccurate Self-Assessment: Candidates may unintentionally exaggerate or leave out important details.

Assessment Bias: First impressions and emotions can sometimes affect the overall evaluation (the "halo effect").

Rehearsed Answers: Over-rehearsed answers may come across as scripted or lacking sincerity.

Lack of Work Experience: Candidates with less professional experience may have a smaller repertoire of examples, even if they possess potential.

How to Prepare?

Prepare Concrete Examples

Think about 5–6 past situations you could discuss, and recall them. These could be projects, internships, or challenges that illustrate some of your important skills: teamwork, problem-solving, responsibility, communication, etc. The goal isn’t to memorize responses, but to speak clearly and confidently about your experiences. Also, prepare for follow-up questions, as interviewers often ask them to gain a deeper understanding of your actions and decisions or to prompt you for an answer.

Include Non-Work Experiences

If you don't have much work experience, use examples from university, volunteering, or personal projects. It's important to show initiative and resourcefulness. Authenticity and a willingness to share real experiences often make a stronger impression than a perfectly rehearsed answer.

Behavioral questions allow employers to delve deeper into your work habits, values, and collaboration style. Good preparation, structured answers, and authenticity can help you stand out as a quality employee.

In our workshop, we conduct behavioral interview simulations and break down the purpose behind each question, as well as which answers will best present what you want to convey and what the interviewer is looking for from you.

If you'd like to hear more about our program, contact us for a free consultation.