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Behavioral Interviews 
In a behavioral interview, the skills and characteristics desired for 
the chosen employee have already been decided, and the questions that 
will be asked will be based on those qualifications and will require in-
terviewees to give specific examples of past experiences and how they 
have handled those situations. This helps the employer see how candi-
dates are likely to perform in similar situations likely to occur in the 
new position. These questions may be interspersed in conversation or 
they may be in a set list of questions to be answered. An example ques-
tion may be, “Describe a difficult problem that you tried to solve. How 
did you identify the problem and solve it?” 
What Employees Look for During an Interview 
Employers most commonly look for the following skill sets during 
an interview: 

Problem solving 

Leadership and teamwork 

Dealing with ambiguity and conflict 

Listening and communication skills 

Showing creativity, assertiveness, and decisiveness 

Demonstrating initiative, and determination 
How to Prepare for an Interview 
Before an interview, you can prepare by planning to answer possi-
ble questions that may be asked. Since no two interviews are alike, it is 
wise to prepare for both behavioral and traditional interview questions. 
By reading the position’s description, you can often get a sense of what 
types of questions will be asked and which of your skills you should be 
prepared to discuss. Also, be sure to review your resume before an in-
terview to remind yourself of experiences you can talk about with the 
employer. 
Answering Behavior-Based Questions 
Employers who ask behavior-based questions want interviewees to 
describe specific projects, situations, or experiences that can apply to 

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the open position. Before answering a behavior-based question, make 
sure you understand the question and do not be afraid to ask for clarifi-
cation if something is vague or unclear. In each response, the inter-
viewer is looking for three main things: 


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