Behavioural interview questions and answers

by Amber Rolfe

When it comes to an interview, you always need to be on your best behaviour…

But being polite isn’t the only thing employers are looking for. Behavioural interview questions (often called competency-based interview questions) are a staple of the modern recruitment process. They help employers predict your future performance based on your past actions. The key to success? Formulating your answers in a way that is organised, accurate, and represents your personality perfectly.

To help you prepare, here is our guide to behavioural interviews, including 10 common questions and how to answer them:

What is a behavioural interview?

Before we dive into the questions, it helps to know exactly what you’re up against.

A behavioural interview is a technique used by employers to evaluate a candidate’s past behaviour in specific situations. The logic is simple: how you handled a situation in the past is a strong indicator of how you’ll handle a similar one in the future.

Unlike situational questions (which ask ‘what would you do?’), behavioural questions ask ‘what did you do?’ – which requires real-life examples and storytelling. And while it might seem like they’re designed to catch you out, their purpose is actually to give you a platform to demonstrate your soft skills, problem-solving abilities, and resilience.

Competency-based interviews: What you need to know

10 common behavioural interview questions

To help inspire you, here are 10 of the most common behavioural questions (including favourites from James Reed’s bestselling book, ‘Why You: 101 Interview Questions You’ll Never Fear Again’), and our advice on how to answer them:

1. Give me an example of something you’ve tried in your job that hasn’t worked. How did you learn from it?

On the surface, this question might come across as one that’s trying to identify your weaknesses or failures – but it’s not. What the interviewer really wants to know is if you’re willing to experiment. Do you have the ability to come up with innovative and creative ideas, take risks, and learn from the results?

To show that your behaviour matches up, answer by making it clear that you’re always open to trying new things at work (after a little research) – even if you’re not sure what the outcome will be. Then, use a genuine example of when you’ve executed an idea and it hasn’t been a total success, and focus on the positives you drew from it.

Remember: seeing any previous failures as a learning experience is just as important as being confident enough to implement them in the first place.

Right answer: ‘In my last customer service role, some clients were put off by year-long contracts, so we came up with an idea to test month-by-month payment plans. Unfortunately, people didn’t tend to stick around long enough for it to be cost-effective for the business, meaning the experiment ended after six months. But as a direct result, we learned that it’s best to stick to long-term contracts, even if it meant there were fewer. Quality is better than quantity.’

Wrong answer: ‘I tried telling my boss where he could stick his job if I didn’t get a payrise – and you know, here we are…’

2. Tell me about a time when a client was especially unhappy, and what you did to resolve the situation?

An ability to deal with difficult situations professionally says a lot about your behaviour in the workplace – and this question is designed to test exactly that.

But as easy as it would be to explain the situation if you were simply allowed to vent your frustrations, this isn’t about trading elaborate war stories. It’s about demonstrating your character, showing you can empathise and take responsibility for problems, and making it clear that you never shift the blame to someone else.

In other words, your example should represent you as the bigger person – who remained calm throughout and came up with a constructive solution.

Right answer: ‘When I was Assistant Manager at my local leisure centre, a woman came in demanding a refund for her daughter’s swimming lessons as she hadn’t made any progress. I apologised and said I could see why she was upset – and explained that all children have different learning styles. I then offered to change her to a different class, which turned out great, because after just a week she did so well that her mum came back in to sign up for more lessons.’

Wrong answer: ‘I’m pretty laissez-faire when it comes to conflict. Basically, I usually just hide until they go away.’

3. Tell me about a time you’ve disagreed with a senior member of staff

This is closely translated as: can you deal with disagreements maturely, or are you going to bring playground drama to the workplace?

Since nobody’s going to admit that they’re always at the heart of office feuds, this is an interviewer’s subtle alternative. And this way, they get an example that backs up your claim.

To answer this question well, you need to convince your potential employer that you can deal with disagreements in a professional manner – without letting your emotions get the better of you. Your example should involve you fighting your corner constructively, and always pushes for something that’s best for the business.

Right answer: ‘I had a disagreement over sales strategy in my last job. Management wanted to switch from generating leads on the phone to door-to-door sales – and I didn’t agree this would be a beneficial tactic, and wouldn’t create a positive image for the business. By speaking up I was able to trial my approach, and it ended up working.’

Wrong answer: ‘Well I would tell you, but I don’t think I can. For legal reasons, mainly…’

4. Tell me about a time you’ve had to persuade someone to do something

Although you’ll need to adapt your answer in line with the skills needed for the job, interviewers will generally ask this to see if you can demonstrate good people skills.

They can also gauge a surprising amount of behavioural attributes from your example – from empathy, charm and rapport building, to confidence, flexibility and humility – which are vital in almost every job.

And, it’s not just about demonstrating an ability to be persuasive – you also need to show you actually understand how to do it. This means focusing on the key skills (empathy, consultation, tenacity) you used, as well as the act itself.

Right answer: ‘My last job involved managing a group of six Designers, who wanted a flexible schedule that allowed them to work from home. I didn’t see this as a problem, and research proved it could improve productivity – but senior management weren’t keen on the idea. To help persuade them, I put together a presentation including several studies on the effectiveness of flexible work programmes and their positive impact on hiring and retention. My boss agreed, and my team were over the moon. Productivity even rose by 20% as a result.’

Wrong answer: ‘Whenever anyone said they didn’t want to sign up for a store card in my last job, I’d just do it anyway and not tell them.’

5. Tell me about a time you’ve worked to/missed a deadline

If you hear any variation of this question at an interview, be prepared to be tested on your time management skills, as well as your ability to cope under pressure.

And don’t be tempted to start making excuses for why you might’ve missed a deadline – the reasons aren’t as important as how you react to it. After all, the interviewer isn’t judging you for your failures, they’re assessing whether you’re able to deal with them.

The best answers will reference a time where things didn’t necessarily run smoothly – but standards still weren’t compromised. After all, no employer wants to hire someone who’s likely to throw a tantrum when things don’t go their way. 

Right answer: ‘In my previous job, I was responsible for representing the firm at trade shows. In my second year there, three events were scheduled within a month of each other. Although I like a challenge, I soon realised that preparing all three to a high standard was going to be impossible – I had to prioritise. So I agreed with my manager that I’d focus on the two most relevant events. Both of them went really well, and managed to bring several leads back to our sales department.’

Wrong answer: ‘I make my own deadlines.’

6. Describe a time you had to adapt to a sudden change

Change in the workplace can show up any time – often when you least expect it. 

Whether it’s a major software update, a last-minute team shuffle, or a brand-new company policy, employers want to know you won’t panic when the goalposts move.

This question assesses your adaptability and resilience. The key to answering it is to avoid stories where you complained about the change (even if it was annoying), and focus on how you pivoted your workflow and helped others get on board.

Right answer: ‘Our company switched project management tools overnight due to a licensing issue. It was chaotic initially, but I spent an evening teaching myself the basics of the new system. The next morning, I created a ‘cheat sheet’ for the rest of the team to help them migrate their current tasks. We lost zero productivity time that week.’

Wrong answer: ‘They changed the coffee machine in the break room to a cheaper brand. I refused to drink it and staged a silent protest at my desk until they brought the good beans back.’

7. Tell me about a time you demonstrated leadership (even if you didn’t have the title)

Leadership isn’t just about a senior job title or getting your name on the door. It’s about stepping up, taking charge when the moment calls for it, and inspiring others – even if you’re not technically ‘in charge’.

This could be mentoring a new starter, taking ownership of a stagnant project, or simply organising the office Christmas party.

Try to share an example where you saw a problem or opportunity and volunteered to lead, especially if it meant going above and beyond your regular duties – then show how your approach made life easier or better for your colleagues.

Right answer: ‘When I was a Junior Copywriter, our team was struggling to keep track of version histories on documents. Although it wasn’t my job to manage operations, I researched and implemented a simple file-naming convention and cloud storage system. I ran a 15-minute training session on it, and the team adopted it immediately, reducing errors by 30%.’

Wrong answer: ‘I once told everyone they were doing it wrong and that they should listen to me. Surprisingly, they didn’t.’

8. Describe a time you made a mistake. How did you handle it?

We’re all human, and we all mess up. If you say you’ve never made a mistake, the interviewer will know you’re lying (or you’ve never actually done any work). What really matters is how you respond when things go sideways.

When answering, show that you recognise the importance of taking responsibility. Outline your thought process at the time, the steps you took to fix things, and what you put in place to prevent a repeat performance. 

Employers want to see growth and resilience, not blame games or finger-pointing. And, if you can also weave in a bit of humour or humility, you’ll come across as honest and self-aware.

Right answer: ‘I once sent a draft marketing email to our entire subscriber list instead of the internal test group. As soon as I realised, I alerted my Manager immediately rather than trying to hide it. We sent a follow-up apology email with a discount code, which actually resulted in higher sales than our average campaign. I then set up a mandatory two-person sign-off process for all future blasts.’

Wrong answer: ‘I deleted the database once. But I’m pretty sure it was actually Dave’s fault for distracting me, so I just let him take the heat.’

9. Tell me about a time you had to manage conflicting priorities

Welcome to multitasking central, where everything is urgent – and, of course, everything is important. Interviewers love this question because, let’s face it, juggling competing deadlines is now standard in most roles, whether your inbox is blowing up or you’re spinning more plates than a circus performer.

What they’re really looking for is evidence of your prioritisation skills: did you panic, or did you power through with a clear plan? It’s not just about working harder, but about working smarter. 

Be ready to describe your thought process too: Did you break down tasks? Did you ask for support, shuffle deadlines, or communicate with key people to find solutions? Show off your strategy, not just your stamina.

Right answer: ‘I was working on a year-end report due Friday, when a client Manager requested an urgent pitch deck for Wednesday. I used the Eisenhower Matrix to assess urgency vs importance. I realised I couldn’t do both to a high standard alone, so I communicated early with the client Manager to get the pitch deadline extended by 24 hours and delegated the data entry portion of the report to a junior colleague. Both were delivered on time.’

Wrong answer: ‘I just stopped sleeping. Coffee is a food group, right?’

10. Give an example of a time you worked with someone you found difficult

In these (sometimes inevitable) situations, employers want to see maturity rather than melodrama. This question isn’t asking whether you liked your colleague, it’s about recognising different working styles and, more importantly, showing that you can remain professional and find solutions even when personalities clash.

Think about a time tension crept in – not because someone’s favourite hobby is pushing your buttons, but because your methods or communication styles just didn’t click. Then focus on how you found common ground, adapted your style, and kept your eyes on the goal. 

The best answers show emotional intelligence, resilience, and a commitment to the team’s success over personal feelings.

Right answer: ‘I worked with a Developer who was brilliant but often communicated very bluntly, which caused friction in team meetings. Rather than taking it personally, I realised he preferred written specs over verbal brainstorming. I shifted my approach to send him detailed briefs before we met. Our working relationship improved drastically, and projects started moving much faster.’

Wrong answer: ‘I worked with a guy named Steve who chewed too loudly. I solved it by wearing noise-cancelling headphones and pretending he didn’t exist for two years.’

Common interview questions and answers

How to prepare for an interview

Tips for behavioural interviews

Now you have the questions, here is how to make sure your delivery lands the job.

• Use the STAR method: This is the gold standard for behavioural questions. Structure every answer with Situation, Task, Action, and Result. It stops you rambling and ensures you hit the key points.
• Mine your CV for stories: Before the interview, look at your experience and prepare 5-6 adaptable stories. A story about a difficult project can often be tweaked to answer questions about ‘stress,’ ‘deadlines,’ or ‘conflict.’
• Be specific: Vague answers kill interviews. Don’t say ‘I’m a good communicator.’ Say ‘I created a weekly newsletter that improved internal communication open rates by 40%.’
• Don’t fake it: Experienced interviewers can smell a made-up story a mile away. If you don’t have a specific example, be honest, or use an example from your personal life or education that demonstrates the same skill.

How to improve your communication skills

Frequently asked questions

What if I can’t think of an example?

It’s okay to take a moment. Take a sip of water and say, ‘That’s a great question, let me think of the best example.’ If you really draw a blank on a work example, try to use a relevant example from volunteering, education, or extracurricular activities.

How long should my answers be?

Aim for 1-2 minutes. Enough detail to set the scene (Situation/Task), but the bulk of the time should be on what you did (Action) and the positive outcome (Result).

Can I use the same story for different questions?

Try to vary your stories to show breadth of experience. However, if one project was particularly complex, you can reference different aspects of it for different questions – just make sure you pivot the focus of the answer to match the specific skill they are asking about.

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