Examples of Behavioural Interview Questions and How to Answer Them Using the STAR Method

Behavioural interviews are one of the most common styles of interview today, especially for mid-level and senior roles. Employers know that past behaviour is often the best predictor of future performance. They want to hear how you handled real-world challenges in order to judge how you might respond in their organisation.

The STAR method provides a clear framework for structuring your answers to these questions. By using it, you’ll avoid rambling, stay focused, and demonstrate your value with compelling, evidence-based examples.

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What are behavioural interview questions?

You’ll recognise a behavioural interview question when it requires you to draw on a specific past example rather than answering hypothetically.

Some typical questions include:

• Tell me about a time you missed a deadline. What happened?

• Describe a situation where you had to collaborate with another department.

• Give me an example of how you handled a difficult client.

• How have you dealt with negative feedback at work?

• Tell me about a time you had to motivate a team under pressure.

• Describe how you used data to make a key business decision.

These are designed to uncover not only what you did, but also how you think, behave, and influence outcomes.

What is the STAR method?

STAR is a structured approach to answering situational interview questions. It ensures your responses are detailed, coherent, and highlight the value you bring.

STAR stands for:

• Situation – Set the scene. Provide context for the example you’ll discuss.

• Task – Define your responsibility or objective. What needed to be achieved?

• Action – Explain the steps you personally took. Be specific about your contributions.

• Result – Share the outcome. Highlight measurable achievements wherever possible.

Example STAR Response

Question: Tell me about a time you had to resolve a customer issue caused by company error.

Situation
“As General Manager of a five-star London hotel, I once faced an overbooking on a busy weekend. A couple arrived late at night to find their reserved room was unavailable.”

Task
“My responsibility was to resolve the situation quickly, maintain the guests’ trust, and protect the hotel’s reputation.”

Action
“I immediately apologised, acknowledged our mistake, and reassured the guests that we would resolve the issue. While they relaxed at the bar on complimentary drinks, I contacted a partner hotel to arrange a luxury room, covered their transport, and offered to pay for their meals. I had already prepared a contingency plan earlier in the day in case this situation occurred.”

Result
“The guests left satisfied, later rebooked with us, and even left a positive online review. The hotel avoided reputational damage, and my quick response reinforced our commitment to exceptional service.”

This concise but detailed approach demonstrates problem-solving, empathy, and leadership — exactly what interviewers are looking for.

How to Prepare STAR Stories in Advance

You won’t know the exact questions ahead of time, but you can prepare by creating a bank of 6–8 stories covering key themes:

• Leadership and teamwork

• Conflict resolution

• Meeting tight deadlines

• Driving results with data or analysis

• Customer or client management

• Innovation or process improvement

For each story, jot down the S, T, A, and R so you can recall the structure under pressure. Practice aloud with a friend, record yourself, or rehearse with a career coach.

Common Mistakes to Avoid

1. Being too vague – Avoid generic responses like “I handled it well.” Use concrete details so the interviewer can picture the situation.

2. Overloading with detail – Stay focused on the parts that demonstrate your skills. Don’t walk through every step of a six-month project.

3. Forcing the wrong story – Take a few seconds to think before speaking. A well-matched example delivered confidently is far better than a rushed, unfocused answer.

In Summary

The STAR method is a simple but powerful way to answer behavioural questions effectively. By preparing a handful of structured examples, you’ll be able to:

• Demonstrate your skills with clear evidence

• Show how you handle challenges under pressure

• Build credibility with measurable results

When interviewers ask about your past, they’re really trying to predict your future performance. With STAR, you’ll be ready to prove you’re the right choice.

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