Behavioral / STAR Interview Information

Overview:
Employers are progressively utilizing a behavioral based interview format when meeting with
prospective candidates. Among other benefits, a behavioral interview enables employers’ to
understand a candidate’s real world experiences in addition to technical capabilities. With proper
preparation, a behavioral interview can be easier that a traditional interview. The following two steps
will help familiarize you with the behavioral interview format and prepare you for a successful meeting:
1. Become familiar with how behavioral questions are formulated by reviewing the STAR technique
and the list of sample behavioral questions below. The most common struggle with a behavioral
interview is not understanding the overall structure.
2. Remember to ALWAYS answer with real life situations. For example, “when I was with XYZ
Company in 2014 I was in the mentioned situation, here is how I handled it and my end result
was…”

Star Technique:
S Describe the situation that you were in or the task that you needed to
accomplish. You must describe a specific event or situation, not a
ituation or
generalized description of what you have done in the past. Be sure to give
enough detail for the interviewer to understand. This situation can be from a
T previous job, from a volunteer experience, or any relevant event.
ask

A Describe the action you took and be sure to keep the focus on you. Even if
you are discussing a group project or effort, describe what you did -- not the
ction you took
efforts of the team. Don't tell what you might do, tell what you did.

R What happened? How did the event end? What did you accomplish? What did
you learn?
esults you achieved

Here is one list of sample behavioral-based job interview questions:

1. Describe a situation in which you were able to use persuasion to successfully convince someone
to see things your way.
2. Describe a time when you were faced with a stressful situation that demonstrated your coping
skills.
3. Give me a specific example of a time when you used good judgment and logic in solving a
problem.
4. Give me an example of a time when you set a goal and were able to meet or achieve it.
5. Tell me about a time when you had to use your presentation skills to influence someone's
opinion.
6. Give me a specific example of a time when you had to conform to a policy with which you did
not agree.
7. Please discuss an important written document you were required to complete.
8. Tell me about a time when you had to go above and beyond the call of duty in order to get a job
done.
9. Tell me about a time when you had too many things to do and you were required to prioritize
your tasks.
10. Give me an example of a time when you had to make a split second decision.
11. What is your typical way of dealing with conflict? Give me an example.
 Behavioral / STAR Interview Information
12. Tell me about a time you were able to successfully deal with another person even when that
individual may not have personally liked you (or vice versa).
13. Tell me about a difficult decision you've made in the last year.
14. Give me an example of a time when something you tried to accomplish and failed.
15. Give me an example of when you showed initiative and took the lead.
16. Tell me about a recent situation in which you had to deal with a very upset customer or co-
worker.
17. Give me an example of a time when you motivated others.
18. Tell me about a time when you delegated a project effectively.
19. Give me an example of a time when you used your fact-finding skills to solve a problem.
20. Tell me about a time when you missed an obvious solution to a problem.
21. Describe a time when you anticipated potential problems and developed preventive measures.
22. Tell me about a time when you were forced to make an unpopular decision.
23. Please tell me about a time you had to fire a friend.
24. Describe a time when you set your sights too high (or too low).

It is essential to provide detailed examples to questions asked. Good examples of core competencies
you can be use during may be centered on such topics as:

COMMUNICATION—Clearly conveying information and ideas through a variety of media to individuals

or groups in a manner that engages the audience and helps them understand and retain the message.

DRIVING FOR RESULTS — Setting high goals for personal and group accomplishment; using
measurement methods to monitor progress toward goals; tenaciously working to meet or exceed goals
while deriving satisfaction from that achievement and continuous improvement.

INNOVATION — Generating innovative solutions in work situations; trying different and novel ways to
deal with work problems and opportunities.

CUSTOMER FOCUS — Ensuring that the customer perspective is a driving force behind business
decisions and activities; crafting and implementing service practices that meet customers’ and own
organization’s needs.

COACHING — Providing timely guidance and feedback to help others strengthen specific knowledge/skill
areas needed to accomplish a task or solve a problem.

BUILDING TRUSTING RELATIONSHIPS— Using appropriate interpersonal styles to establish effective

relationships with customers and internal partners; interacting with others in a way that promotes
openness and trust and gives them confidence in one’s intentions.