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Behavioural questions are a commonly used interview strategy and are based on the premise that your past behaviour is an indication of how you are likely to behave in the future. Behavioural questions allow the employer to identify how you can demonstrate and promote certain behaviours, which they might be particularly keen to use in the job. Often they are asked in the negative to allow you to discuss what you learnt from the situation and what you would do differently next time.
For more information on this style of interviewing go to the examples link provided on the left.
For more information on this style of interviewing go to the specific link in this Section.
Tips for answering behavioural questions
The STAR-L formula is a good approach to adopt when answering behavioural questions, it will help ensure that you are providing the interviewer with all the necessary information.
Situation
Situation is where you had the experience. Describe the environment, and the type of people or equipment you worked with. This gives employers background information and puts the experience into context.
Task
The task is what was required of you. When addressing a task, it may be the project itself, a presenation you to deliver, or a problem that arises within a project, such as personal differences.
Action
When addressing action, think about what you did to resolve a problem or perform a task. Ask yourself "what did I actually do?"
Result
When addressing result, think about how your actions affected the otucome of the situation and the status of the task.
Learnt
When addressing the things learnt, highlight skills that came out of the process and how they can be applied in other situation. This will show employers growth in your personal development as well as the skills you possess.
Try to give examples from your social, sporting, work, travel, and hobby situations as well as from university.
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