25
Questions
7
Areas covered
12 min
Reading time
85%
Cultural fit rate
Why behavioural questions matter
Behavioural questions reveal how candidates actually behave in real situations, not how they think they should behave. They predict job performance better than traditional questions and uncover cultural fit, integrity and interpersonal skills.
25 behavioural questions
| Question | Competency | What you learn |
|---|---|---|
| Tell me about a time you failed. | Accountability | Humility, learning capacity |
| Describe handling a difficult colleague. | Interpersonal skills | Conflict resolution, maturity |
| Example of supporting a struggling teammate. | Teamwork | Empathy, collaborative spirit |
| Tell me about an unpopular decision you made. | Courage | Conviction, communication |
| How did you handle being wrong? | Humility | Ego management, openness |
| Describe defending an ethical boundary. | Integrity | Values, assertiveness |
| Tell me about learning from criticism. | Growth mindset | Openness, resilience |
| Example of going above and beyond. | Initiative | Motivation, ownership |
| How did you handle a missed deadline? | Responsibility | Honesty, problem-solving |
| Describe disagreeing with your manager. | Assertiveness | Respect, courage, maturity |
| Tell me about mentoring someone. | Leadership | Generosity, patience |
| How did you handle a client complaint? | Customer focus | Empathy, solution-orientation |
| Example of adapting your approach. | Flexibility | Self-awareness, pragmatism |
| Describe a time you sacrificed comfort for principles. | Values | Conviction, integrity |
| Tell me about a win you celebrated with the team. | Collaboration | Generosity, camaraderie |
| How did you handle a boring task? | Work ethic | Professionalism, dedication |
| Example of taking on unfamiliar responsibility. | Courage | Growth mindset, initiative |
| Describe handling a tight timeline. | Pressure management | Calm, organisation |
| Tell me about disappointing someone. | Accountability | Honesty, repair |
| How did you balance competing priorities? | Judgment | Discernment, communication |
| Example of learning a new skill quickly. | Agility | Motivation, resourcefulness |
| Describe receiving unexpected feedback. | Openness | Receptiveness, implementation |
| Tell me about an unpopular suggestion you made. | Initiative | Courage, conviction |
| How did you handle feeling undervalued? | Resilience | Perspective, maturity |
| Example of being vulnerable at work. | Authenticity | Trust, self-awareness |
- 1
Use STAR method
Situation, Task, Action, Result. Require all four elements.
- 2
Listen for self-awareness
Do they reflect on their role, learning and growth?
- 3
Notice patterns
Recurring themes reveal core values and behaviours.
- 4
Test consistency
Compare stories with resume and references.
Green lights vs red flags
Avantages
- Specific, detailed examples with dates
- Acknowledges own role and accountability
- Shows learning and reflection
- Demonstrates values alignment
- Speaks respectfully of past employers
Inconvénients
- Vague, generic stories
- Blames others for failures
- No self-awareness or learning shown
- Values seem disconnected from actions
- Disparages previous organisations
How many behavioural questions should I ask?
5–8 questions, well-probed. One good example with follow-up reveals more than 10 quick questions.
Do recent examples matter?
Yes. Recent behaviours predict future performance better than distant stories.
What if they've never experienced the situation?
Ask how they'd hypothetically handle it. Still reveals values and judgment.
Should I ask the same questions to all candidates?
Yes. Consistency makes comparison fair and meaningful.
How do I score behavioural answers?
Develop a rubric beforehand. Score self-awareness, accountability and values alignment.
Use behavioural insights to hire better
Aurélia helps you ask the right questions and identify true cultural fit.