behavioral based problem solving interview questions

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Behavioral Interview Questions About Problem Solving

“A problem is a chance for you to do your best .” Duke Ellington

Great problem solvers tend to be people with a healthy attitude to change and an open mind when it comes to new ideas. You either drown in the problem or you look at it as an opportunity for you to do your best work. Every workplace has problems, that’s life. Employers look for people who have solid problem solving strategies that they use to work through any workplace problems that arise.

Basic Questions About how You Go About Problem Solving:

Every job interview will have one or more questions about how you go about problem solving. If the role you are applying for is comprised largely of routine work you may just be asked a basic interview question like the ones below.

Off course the answer is always – ‘Yes I am a problem solver” but you need to do much more than just that. You need to explain how you go about problem solving. What is your strategy? What steps do you follow? These things matter.

• Are You a Problem Solver?
• How Do You Go About problem Solving?

Specific Behavioral Interview Questions About Problem Solving:

Most interviewers will ask very targeted behavioral interview questions to understand exactly how you go about problem solving. The following are 9 behavioral interview questions about how you approach problem solving in the workplace.

Before you click to see sample answers, see if you could answer these behavioral interview questions by yourself first.

1. Tell me about a situation where you had to solve a difficult problem. What did you do? What was the outcome? What do you wish you had done differently?

Sample answer to how you are a problem solver .

2. Describe a situation in which you recognized a potential problem as an opportunity. What did you do? What was the result? What, if anything, do you wish you had done differently?

Sample answer to how to show that problems are just opportunities in disguise .

3. What steps do you follow to study a problem before making a decision? Why?

Sample answer to how you would problem solve before making a decision .

4. Give me an example of a time you discovered an error that been overlooked by a colleague. What did you do? What was the outcome?

Sample answer on how you would tell colleagues they made a mistake .

5. What problem solving strategies do you use to stay aware of problems and resolve them in your work area? Can you give me an example of how this has worked for you in your current role?

Sample answer to show your problem solving strategies .

6. Describe the biggest work-related problem you have faced in the past 12 months. How did you handle it?

Sample answer to show how you handle biggest work related problems .

7. Can you tell me about a time where you have been caught unaware by a problem or an obstacle that you had not foreseen? What happened?

Sample to show how you deal with unexpected workplace problems .

8. Tell about a time when you were able to develop a different problem-solving approach. What steps did you follow?

Sample answer to show how your problem solving strategies .

9. Tell us about a time when you identified a potential problem and resolved the situation before it became a serious issue.

Sample answer to show you can identify problems and solve them .

10. Give a specific example of a time when you used good judgment and logic in solving a problem.

Sample to show how you use logic to solve work problems .

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• Behavioral Interviews

Answering Problem-Solving Interview Questions: Tips and Examples

Problem-solving skills are difficult to describe and quantify: they’re a combination of different hard and soft skills such as logical inference, technical knowledge, adaptability and innovation, leadership potential, decision-making, productivity, and collaboration.

All are crucial for developing expertise and delivering results at work — especially when the going gets tough.

And because problem-solving is so important, you’re almost guaranteed to get asked about it in a job interview. Read on, and make sure no problem-solving question catches you off guard.

In this article, you’ll learn:

• How to answer problem-solving job interview questions
• Types of problem-solving questions
• Why recruiters ask these questions and what your answers might reveal
• Sample answers for the main types of problem-solving questions

Want to get an offer after every interview? Our interview prep tool will guide you through all the questions you can expect, let you record and analyze your answers, and provide instant AI feedback. You’ll know exactly what to improve to turn your next interview into a job.

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How to Answer Problem-Solving Job Interview Questions

Here’s how to understand the intention behind problem-solving interview questions and create an informative answer that will highlight your expertise and potential.

Understand the problem-solving question and why recruiters ask it

Reflect on your thought process, be specific, follow up with clear outcomes, use the star method.

Hiring managers and recruiters want to know how you identify roadblocks, analyze information, and overcome challenges. These challenges can vary from specific, technical issues to more general issues like improving company processes or handling interpersonal relationships.

To put these skills to the test, recruiters use “problem-solving” job interview questions, also known as analytical questions. Here are some common ones:

• Tell me about a situation where you had to solve a difficult problem.
• Give me a specific example of a time when you used good judgment and logic in solving a problem.
• Describe a time when you didn’t know how to solve a problem. What did you do?
• Describe how you approach a complex or difficult problem.

Here’s what these questions help recruiters discover:

Your adaptability and innovation

Are you an out-of-the-box thinker who’s open to new ideas and who can handle uncharted waters easily?

Efficiency and productivity

Are your problem-solving skills contributing to the team’s performance, removing bottlenecks, smoothing out processes, and keeping projects on track?

Collaboration and communication

Are you successfully collaborating with others to find solutions? Are you handling people-related problems effectively?

Decision-making

Can you efficiently evaluate different options and reach a decision independently? Can you make sound decisions to minimize risks and maximize benefits and opportunities?

Leadership potential

Are your problem-solving skills so good that they open up new opportunities for you to move in the leadership direction ?

Problem-solving interview questions are not tied to a specific role and industry. Mastering your problem-solving skills will help you stand out from the competition and be more successful in your role, whatever it may be.

And if you need help with answering other common interview questions, sign up for our free course !

Be mindful of your thought processes when you face a difficult problem.

Is your initial reaction to panic or are you calm and enthusiastic to tackle it? Is the problem stopping you from focusing on everything else you’re working on? Do you look at the problem as a whole or do you break it down?

Understanding how you think and approach the problem will help you know yourself and improve your problem-solving skills, but it’ll also make it easier to answer these tricky questions during an interview.

Tailor your answers to problem-solving interview questions so that you cover specific details, actions, and skills relevant to the position. If possible, list the results and share lessons learned from an experience you’re describing.

We’re not saying you should lie and make up a story about your problem-solving skills for each position you apply for; remember that this is a broad set of skills and you surely have something relevant from your past experience that you can bring up.

💡 For example, if you’re a Customer Service Representative applying for the same role in another company, you can speak about how you solved a customer’s problem or how you helped the team switch to a new CRM tool and transfer all the data.

💡 If you’re applying for a leadership role in the customer service field, you can speak about how you handled an interpersonal problem within a team or how you spotted bottlenecks and modified processes to make the team more efficient.

💡 If you’re moving to a Sales position, you can highlight your selling experience and talk about a time when you had to solve a customer’s problem and you managed to upsell them in the process.

Prove you have outstanding problem-solving skills by listing clear outcomes for every problem you solved. They can be quantitative or qualitative.

💡 Fixed a process? Say that it improved team productivity by X%.

💡 Handled a difficult client? If they became a VIP customer later on, mention it.

💡 Resolved a conflict? Describe how the experience helped you strengthen the bonds in a team.

💡 Solved a complex technical problem? Say that you got a bonus for it, or that you expanded and improved the existing documentation to help coworkers in the future.

Whenever possible, use the STAR (situation-task-action-result) method in your answer:

• (S) ituation: Describe the situation and provide context.
• (T) ask: What tasks you planned on doing to tackle the issue, your contribution.
• (A) ction you took (step-by-step).
• (R) esult of your efforts.

It’ll help you create a well-rounded answer that’s informative and engaging. Plus, using this method to prepare answers in advance will help you memorize the story quickly and easily.

✅ Bear in mind that not every problem-solving interview question can be answered with a STAR method. Some questions will be very specific and will ask for quick and short information about a certain tool or similar. Other questions, the ones beginning with “Give me an example when…” or “Tell me about a time when…” will be the perfect opportunity to use the STAR method.

Also, remember that there’s never a single correct answer to a problem-solving question, just like there usually are multiple solutions to a given problem — a study on the hospitality industry revealed that the most successful problem-solving strategies applied in the workplace were always very specific to given circumstances.

Questions about your problem-solving skills are just one group of the standard interview questions, you can be almost sure you will get asked. Prepare for other interview “classics” with our dedicated guides:

• Tell Me About Yourself: Sample Answers
• Where Do You See Yourself in 5 Years?
• Why Did You Leave Your Last Job?
• What Are Your Strenghts?
• What Is Your Greatest Weakness?
• How Do You Handle Conflict?
• Why Should We Hire You?
• Why Do You Want to Work Here?

If prepping for a video interview, learn what to expect from this guide: Video Interviewing Tips & Tricks

And if you’re interested in interviewing for specific positions, see:

• Sales Interview Questions and Answers
• Customer Service Interview Questions and Answers
• Customer Service Manager Interview Questions and Answers
• Behavioral Interview Questions for Customer Service

Types of Problem-Solving Job Interview Questions

How do you approach complex problems.

• Can you provide an example of a challenging issue you’ve encountered and how you resolved it?

How do you prioritize multiple tasks when faced with tight deadlines?

• Tell me about a time when you faced a difficult problem at work. How did you solve it?
• Tell me about a time when your team faced a problem and you helped to find a solution.

Describe a situation in which you received criticism for your solution to a problem. How did you handle that?

Can you provide an example of when you had to collaborate with a team to solve a work-related problem.

• Can you describe a situation where you had to use your problem-solving skills to make a decision?

How would you respond if a high-priority project was suddenly delayed, jeopardizing the deadline?

Imagine a scenario where your manager was unavailable, but a client had an urgent issue – what would you do, if you encountered a high-stress situation that required you to stay calm and focused, how would you handle it.

• Imagine you’re faced with a tight deadline, but you’ve encountered a significant roadblock. How would you handle this situation?
• How would you assess and resolve a performance issue in a web application?
• Describe your approach to troubleshooting a networking issue that spans multiple devices.
• How would you approach debugging a piece of software with limited documentation?
• How would you deal with an angry VIP customer if your boss was away?
• What would you do if you noticed a decline in the ROI of your team?
• How would you troubleshoot an error in a software product that has been released to customers?

1. General problem-solving questions

These questions aim to discover your general approach to problems and challenges.

Interviewers want to know how you approach the process of solving complex problems. Do you jump straight into it or do you take a step back, break the problem down into manageable components, analyze the info you have, and then dive in?

Can you provide an example of a challenging issue you’ve encountered and how you resolved it?

Can you assess a situation and find the most appropriate solution? Can you handle the pressure? Do you take the lead during difficult times? Are you able to take responsibility for the outcomes?

This question is more specific than the previous one, so make sure you think about a situation in advance and prepare your answer using the STAR method.

Big Interview’s Answer Builder can help you shape your answer. You’ll be able to list and filter the points you’d like to mention, add details and rearrange the order to create a compelling story.

Plus, you’ll get bite-sized tips on how to answer the most common interview questions while you’re in the Builder.

Recruiters want to know how you set criteria based on which you’ll set priorities, how and if you juggle between multiple tasks, and how you communicate and collaborate with other people involved.

General problem-solving sample answer

“Tell me about a time when you faced a difficult problem at work. How did you solve it?”

Behavioral questions about problem-solving

Behavioral questions ask for specific situations from your past in which you displayed a certain behavior. Based on it, recruiters hope to predict how you’ll perform in the future.

Tell me about a time when your team faced a problem and you helped to find a solution

This one’s asked to assess your teamwork and cooperation skills in tough situations.

Interestingly, a 2015 study on problem-solving in the workplace showed that when it comes to expertise-related problems, employees rarely relied on trial-and-error or information retrieval as modes of problem-solving.

Instead, they mostly relied on help from others, that is, their coworkers who they believed were experts on the subject matter.

This puts emphasis on the importance of teamwork and collaboration in problem-solving. And you certainly noticed how easier it gets to solve a problem (or brainstorm a new idea) as a group, when different individuals bring fresh, unique ideas to the table.

So, recruiters want to know if you’d be cooperative and open to a teamwork experience, and these factors might hint at how you’ll fit in with the team.

This one checks how you handle feedback and criticism — it’s challenging, but it’s essential for growth.

In your answer, make sure you depict a situation in which you demonstrated that growth mindset and the ability to see that taking criticism is not a sign of weakness (or a personal attack on you) but a unique opportunity to learn something new.

Similarly to the first question in this group, this one aims to see how you perform in a team and solve problems collectively.

According to a study , in a team, task completion can be independent , when each team member completes their own activities, sequential , when activities go from one team member to another, reciprocal , when activities are done back-and-forth between team members, or intensive , when all team members work on activities and problem-solving simultaneously.

Recruiters want to get to know more about your ideal teamwork process model and how you connect with others to solve problems.

Your answer will tell them if you’re a good team problem-solver, team player, and if you’re able to give and share credit, as well as take responsibility if something goes wrong.

Behavioral problem-solving sample answer

“Can you describe a situation where you had to use your problem-solving skills to make a decision?”

Situational problem-solving questions

Situational problem-solving questions put you in a hypothetical situation, present a problem, and ask for your opinion/solution.

Even if you haven’t encountered a similar situation in the past, it will help you to draw parallels from your experience to create answers to these questions.

Your answer to this question will tell recruiters about your flexibility, time and task organization, prioritization, as well as how you handle pressure.

An ideal employee will be able to think quickly and adapt to unforeseen circumstances, all the while remaining calm and composed. You’ll want to aim at displaying these qualities in your answer.

Taking the lead and taking calculated risks shows that a person has outstanding problem-solving skills and is not afraid to take initiative, which shows leadership potential.

Your answer to this question needs to demonstrate your ability to quickly analyze information, weigh pros and cons of a situation, and make decisions on the spot. This is especially important if you’re applying for leadership positions, like a team leader or a project manager.

Recruiters and hiring managers want to assess your ability to handle stress, make rational decisions, and maintain a focused approach in tricky, high-pressure situations.

Make sure to provide them with relevant examples from your past that will paint a picture of your skills and abilities. This is especially relevant for high-pressure positions such as police officers, lawyers, financial analysts, and similar.

Situational problem-solving sample answer

“Imagine you’re faced with a tight deadline, but you’ve encountered a significant roadblock. How would you handle this situation?”

Technical questions about problem-solving

Technical problem-solving questions are based on the technical knowledge that underlies each role. They aim to check your expertise or the means by which you connect the dots or obtain information if you don’t possess it.

Will you sort through the documentation to find a solution? Or is your first reaction to recall a past experience? Perhaps you prefer connecting with an expert or a coworker with more experience than you. Or you’re the type of person to synthesize your existing knowledge and try to find a solution through trial and error. Maybe you’ll turn to a book or a course? Whatever it is, recruiters would like to know.

There are many ways to solve these problems and your preferred strategies will give recruiters insight into how you think and act.

Examples of technical questions about problem-solving are:

💡 Bear in mind that, with the rapid development of AI, the majority of technical tasks might be overtaken by robots in the future. That’s why it’s important that you work on your non-technical skills, too. Employers are already admitting that problem-solving skills are the second most important skill they’re looking for. For this reason, researchers are working hard to find and develop frameworks for helping people improve their problem-solving capabilities — you can read more about it in this paper on problem-solving skills among graduate engineers .

Technical problem-solving sample answer

“How would you troubleshoot an error in a software product that has been released to customers?”

✅ Pro tip: Practicing in advance is the only way to make sure your answer is flawless! The Mock Interview Tool will help you record your answer and get instant feedback on its quality and delivery. From power words and your pace of speech to “ummm” counter and eye contact, you’ll get help on how to improve in no time!

Our tool helped AJ land his first job in tech and get 7 job offers in the process . “I think Big Interview was super helpful in that aspect of having canned answers for every possible scenario and being in the moment of answering those questions.”, said AJ.

Problem-Solving Interview Questions: Popular Opinions vs. Expert Advice

Now that we covered different types of problem-solving questions and how to answer them, we decided to dive into popular forums and see what job-seekers have to say on this topic. We picked pieces of advice that resonated with the community and confronted them with expert-backed best practices. Let’s see where we stand.

IndianaJones Jr on Reddit said : “If I was an interviewer asking this question, I would expect a personalized answer relevant to yourself, not to specific projects. At least that’s my interpretation.

“What are your experiences in problem-solving?” 

Sample answer: Generally, when I’m working on a project I find it’s easier to start at the end and work backwards. I use that to get a broad strokes idea of where my work needs to take me on any particular project and then I head in that direction. I find that when I get to specific problems I can get too stuck on using tried and true methods so I try to encourage myself to use out-of-the-box solutions. For example [your example here]…”

Career expert comments:

The “bones” of this sample answer are solid. It puts emphasis on breaking down the candidate’s thought process and displays patterns through which the candidate solves problems and learns along the way. However, the most important part of the answer — the actual example of a candidate’s problem-solving skills put to practice — remains a placeholder. Remember, the more specific you get in your answer, the better the impression you make on the interviewer. So here, I recommend paying equal attention to a specific situation in which you solved a problem and using the STAR method to tell that story.

Ambitious_Tell_4852 , when discussing the question “Give an example of a challenge you faced and how you overcame it,” said: 

“Clearly, that is the standard trick question designed for a prospective new hire to tell a prospective employer about his/her professional weaknesses. Oldest “negative Nelli’’ question imaginable during the interview process. Always keep your answer thorough and positive albeit sickeningly sugar-coated! 😁”

This is, straight-out, a bad piece of advice. If an interviewer wants to hear about your weaknesses, they will ask “What is your greatest weakness?” 

A question about overcoming a challenge isn’t a trick question at all. I’d argue it’s actually an opportunity to share some of your proudest wins. But when it comes to answering this question, it’s true that your answers do need to be thorough and positive. This doesn’t mean you need to sugar-coat anything, though. Interviewers don’t want to hear you downplaying your challenges. On the contrary, they want to hear you speak about them honestly and explain what you learned from them. And being able to do so puts a healthy, positive spin on the situation. To put it shortly: provide a real example from your past, answer this question honestly, and emphasize the results and lessons learned. 

Here’s an opinion from a hiring manager, Hugh on Quora, about how to answer a question about a time you needed to solve a problem:

“It really doesn’t matter what the problem you describe is or how you solved it. What I am looking/listening for is 1) the size of the problem (the bigger, the better, a broken shoelace before going out on a date is not an impressive problem) and 2) a step-by-step process to a satisfactory solution (if suddenly all variables fell into place does not show me that you solved the problem — you were just there when it solved itself).

I am also looking/listening for an example of how you solve a problem after you are hired. I may have to explain it to my superiors, and I would like to know that I have a complete and accurate story to tell.”

Career expert comments:  

A good piece of advice from someone who has first-hand hiring experience. When talking about problem-solving, a detailed description of your process is key. The only thing I wouldn’t agree with is having to choose a “big” problem. If you do have experience solving a big problem, that’s great. But sometimes you won’t have a major problem to talk about, and it largely depends on your level of experience and your position. So pick a relevant difficulty, even if it’s not that big, in which you displayed skills relevant to the role you’re applying for.

• Problem-solving skills encompass your logical inference, technical knowledge, adaptability and innovation, leadership potential, decision-making, productivity, and collaboration.
• Because these skills are important in the workplace, there’s a variety of problem-solving interview questions recruiters will ask to assess you.
• Some of them include behavioral, situational, or technical problem-solving questions.
• In order to answer these questions, you need to be aware of your thought processes when faced with a problem.
• In your answer, be as specific as you can and use the STAR format whenever possible.
• Make sure to highlight outcomes, results, or lessons learned.
• As always, the best strategy is to anticipate these questions and prepare rough answers in advance. Including practicing your answer so you’re confident for your interview.

____________________

Need help with your job search? There are 3 ways we can help you:

• Tired of interviewing and not landing the job? Discover actionable lessons and interview practice here (Rated with 4.9/5 by 1,000,000 users).
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• Learn how to answer tricky questions about conflict resolution in the workplace.

How can I improve my problem-solving skills?

Stay in the loop with new technologies and trends. Accept challenges and problems as a way to grow, don’t panic over them. Acquire a systematic approach to analyzing problems, break them down into smaller components which will help you discover root causes and devise a solution plan. Practice logical thinking, evaluating evidence, and staying objective. And give yourself time. Perhaps not surprisingly, studies suggest that the more business experience you have, the better you become at problem-solving.

Are there specific resources available to practice problem-solving interview questions?

There’s a variety of resources available to you, such as courses and Youtube tutorials, Facebook/LinkedIn groups, forums such as Reddit and Quora, books, or online platforms like Big Interview. If you’re trying to develop technical problem-solving skills, you might benefit from relevant platforms’ knowledge bases or YT channels; but if you’re looking specifically for how to answer interview questions, platforms like Big Interview are the way to go.

How should I handle a question about a problem-solving scenario I have not encountered before?

Don’t be afraid to ask additional questions for clarification. If you’ve never dealt with this problem before, be honest about it but answer how you would solve the problem if you were faced with it today. Break the problem down into manageable steps, try to recall a similar situation from your own experience that could help you draw parallels, and propose several different solutions.

Can I talk about my problem-solving experiences derived from non-professional settings such as student projects?

Yes, especially if you’re a recent graduate or a candidate with limited experience. You can use experiences and examples from student projects, extracurricular activities, and you can even use examples from your personal life, as long as you present them in a professional manner and connect them to the position you’re applying for. Remember to highlight the results, as well as the skills that helped you solve the problem and that are relevant to the position you’re applying for.

Are there any common mistakes to avoid when answering problem-solving questions during an interview?

The most common mistake is not preparing in advance which causes rambling. You need to make sure that your answer is informative and well-structured, and that you’re not only presenting a solution but also laying down the steps to display your logical reasoning. Make sure not to forget to give credit to teammates if they contributed to solving the problem you chose to talk about. Finally, for a coherent and informative presentation, make sure you use the STAR method.

What can I do if I don’t know the answer to a technical problem-solving question in an interview?

Handle it professionally. You can always try to reach a conclusion by breaking down the problem and thinking out loud to show your thinking mechanism. Draw parallels between the problem at hand and another similar problem you encountered before. Lay down possible solutions, even if you’re not sure they’ll work, and be transparent — feel free to tell the recruiter you’re not sure how to answer it, but make sure you emphasize that you’re open to learning.

Can I ask for help or guidance from the interviewer during a problem-solving question?

Avoid asking for help directly, but ask for clarification in case something is unclear or if you need additional information. Sometimes, the interviewer will take the initiative and provide you with hints to encourage you and see how you think.

How can I demonstrate creativity and resourcefulness when answering problem-solving questions?

It’s all about storytelling! Preparing in advance will provide some space for displaying your creativity. You can do it by making fun analogies or drawing parallels from well-known situations; or making pop-culture references.

Maja Stojanovic

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Top 20 Problem Solving Interview Questions (Example Answers Included)

Mike Simpson 0 Comments

By Mike Simpson

When candidates prepare for interviews, they usually focus on highlighting their leadership, communication, teamwork, and similar crucial soft skills . However, not everyone gets ready for problem-solving interview questions. And that can be a big mistake.

Problem-solving is relevant to nearly any job on the planet. Yes, it’s more prevalent in certain industries, but it’s helpful almost everywhere.

Regardless of the role you want to land, you may be asked to provide problem-solving examples or describe how you would deal with specific situations. That’s why being ready to showcase your problem-solving skills is so vital.

If you aren’t sure who to tackle problem-solving questions, don’t worry, we have your back. Come with us as we explore this exciting part of the interview process, as well as some problem-solving interview questions and example answers.

What Is Problem-Solving?

When you’re trying to land a position, there’s a good chance you’ll face some problem-solving interview questions. But what exactly is problem-solving? And why is it so important to hiring managers?

Well, the good folks at Merriam-Webster define problem-solving as “the process or act of finding a solution to a problem.” While that may seem like common sense, there’s a critical part to that definition that should catch your eye.

What part is that? The word “process.”

In the end, problem-solving is an activity. It’s your ability to take appropriate steps to find answers, determine how to proceed, or otherwise overcome the challenge.

Being great at it usually means having a range of helpful problem-solving skills and traits. Research, diligence, patience, attention-to-detail , collaboration… they can all play a role. So can analytical thinking , creativity, and open-mindedness.

But why do hiring managers worry about your problem-solving skills? Well, mainly, because every job comes with its fair share of problems.

While problem-solving is relevant to scientific, technical, legal, medical, and a whole slew of other careers. It helps you overcome challenges and deal with the unexpected. It plays a role in troubleshooting and innovation. That’s why it matters to hiring managers.

How to Answer Problem-Solving Interview Questions

Okay, before we get to our examples, let’s take a quick second to talk about strategy. Knowing how to answer problem-solving interview questions is crucial. Why? Because the hiring manager might ask you something that you don’t anticipate.

Problem-solving interview questions are all about seeing how you think. As a result, they can be a bit… unconventional.

These aren’t your run-of-the-mill job interview questions . Instead, they are tricky behavioral interview questions . After all, the goal is to find out how you approach problem-solving, so most are going to feature scenarios, brainteasers, or something similar.

So, having a great strategy means knowing how to deal with behavioral questions. Luckily, there are a couple of tools that can help.

First, when it comes to the classic approach to behavioral interview questions, look no further than the STAR Method . With the STAR method, you learn how to turn your answers into captivating stories. This makes your responses tons more engaging, ensuring you keep the hiring manager’s attention from beginning to end.

Now, should you stop with the STAR Method? Of course not. If you want to take your answers to the next level, spend some time with the Tailoring Method , too.

With the Tailoring Method, it’s all about relevance. So, if you get a chance to choose an example that demonstrates your problem-solving skills, this is really the way to go.

We also wanted to let you know that we created an amazing free cheat sheet that will give you word-for-word answers for some of the toughest interview questions you are going to face in your upcoming interview. After all, hiring managers will often ask you more generalized interview questions!

Click below to get your free PDF now:

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Top 3 Problem-Solving-Based Interview Questions

Alright, here is what you’ve been waiting for: the problem-solving questions and sample answers.

While many questions in this category are job-specific, these tend to apply to nearly any job. That means there’s a good chance you’ll come across them at some point in your career, making them a great starting point when you’re practicing for an interview.

So, let’s dive in, shall we? Here’s a look at the top three problem-solving interview questions and example responses.

1. Can you tell me about a time when you had to solve a challenging problem?

In the land of problem-solving questions, this one might be your best-case scenario. It lets you choose your own problem-solving examples to highlight, putting you in complete control.

When you choose an example, go with one that is relevant to what you’ll face in the role. The closer the match, the better the answer is in the eyes of the hiring manager.

EXAMPLE ANSWER:

“While working as a mobile telecom support specialist for a large organization, we had to transition our MDM service from one vendor to another within 45 days. This personally physically handling 500 devices within the agency. Devices had to be gathered from the headquarters and satellite offices, which were located all across the state, something that was challenging even without the tight deadline. I approached the situation by identifying the location assignment of all personnel within the organization, enabling me to estimate transit times for receiving the devices. Next, I timed out how many devices I could personally update in a day. Together, this allowed me to create a general timeline. After that, I coordinated with each location, both expressing the urgency of adhering to deadlines and scheduling bulk shipping options. While there were occasional bouts of resistance, I worked with location leaders to calm concerns and facilitate action. While performing all of the updates was daunting, my approach to organizing the event made it a success. Ultimately, the entire transition was finished five days before the deadline, exceeding the expectations of many.”

2. Describe a time where you made a mistake. What did you do to fix it?

While this might not look like it’s based on problem-solving on the surface, it actually is. When you make a mistake, it creates a challenge, one you have to work your way through. At a minimum, it’s an opportunity to highlight problem-solving skills, even if you don’t address the topic directly.

When you choose an example, you want to go with a situation where the end was positive. However, the issue still has to be significant, causing something negative to happen in the moment that you, ideally, overcame.

“When I first began in a supervisory role, I had trouble setting down my individual contributor hat. I tried to keep up with my past duties while also taking on the responsibilities of my new role. As a result, I began rushing and introduced an error into the code of the software my team was updating. The error led to a memory leak. We became aware of the issue when the performance was hindered, though we didn’t immediately know the cause. I dove back into the code, reviewing recent changes, and, ultimately, determined the issue was a mistake on my end. When I made that discovery, I took several steps. First, I let my team know that the error was mine and let them know its nature. Second, I worked with my team to correct the issue, resolving the memory leak. Finally, I took this as a lesson about delegation. I began assigning work to my team more effectively, a move that allowed me to excel as a manager and help them thrive as contributors. It was a crucial learning moment, one that I have valued every day since.”

3. If you identify a potential risk in a project, what steps do you take to prevent it?

Yes, this is also a problem-solving question. The difference is, with this one, it’s not about fixing an issue; it’s about stopping it from happening. Still, you use problem-solving skills along the way, so it falls in this question category.

If you can, use an example of a moment when you mitigated risk in the past. If you haven’t had that opportunity, approach it theoretically, discussing the steps you would take to prevent an issue from developing.

“If I identify a potential risk in a project, my first step is to assess the various factors that could lead to a poor outcome. Prevention requires analysis. Ensuring I fully understand what can trigger the undesired event creates the right foundation, allowing me to figure out how to reduce the likelihood of those events occurring. Once I have the right level of understanding, I come up with a mitigation plan. Exactly what this includes varies depending on the nature of the issue, though it usually involves various steps and checks designed to monitor the project as it progresses to spot paths that may make the problem more likely to happen. I find this approach effective as it combines knowledge and ongoing vigilance. That way, if the project begins to head into risky territory, I can correct its trajectory.”

17 More Problem-Solving-Based Interview Questions

In the world of problem-solving questions, some apply to a wide range of jobs, while others are more niche. For example, customer service reps and IT helpdesk professionals both encounter challenges, but not usually the same kind.

As a result, some of the questions in this list may be more relevant to certain careers than others. However, they all give you insights into what this kind of question looks like, making them worth reviewing.

Here are 17 more problem-solving interview questions you might face off against during your job search:

• How would you describe your problem-solving skills?
• Can you tell me about a time when you had to use creativity to deal with an obstacle?
• Describe a time when you discovered an unmet customer need while assisting a customer and found a way to meet it.
• If you were faced with an upset customer, how would you diffuse the situation?
• Tell me about a time when you had to troubleshoot a complex issue.
• Imagine you were overseeing a project and needed a particular item. You have two choices of vendors: one that can deliver on time but would be over budget, and one that’s under budget but would deliver one week later than you need it. How do you figure out which approach to use?
• Your manager wants to upgrade a tool you regularly use for your job and wants your recommendation. How do you formulate one?
• A supplier has said that an item you need for a project isn’t going to be delivered as scheduled, something that would cause your project to fall behind schedule. What do you do to try and keep the timeline on target?
• Can you share an example of a moment where you encountered a unique problem you and your colleagues had never seen before? How did you figure out what to do?
• Imagine you were scheduled to give a presentation with a colleague, and your colleague called in sick right before it was set to begin. What would you do?
• If you are given two urgent tasks from different members of the leadership team, both with the same tight deadline, how do you choose which to tackle first?
• Tell me about a time you and a colleague didn’t see eye-to-eye. How did you decide what to do?
• Describe your troubleshooting process.
• Tell me about a time where there was a problem that you weren’t able to solve. What happened?
• In your opening, what skills or traits make a person an exceptional problem-solver?
• When you face a problem that requires action, do you usually jump in or take a moment to carefully assess the situation?
• When you encounter a new problem you’ve never seen before, what is the first step that you take?

Putting It All Together

At this point, you should have a solid idea of how to approach problem-solving interview questions. Use the tips above to your advantage. That way, you can thrive during your next interview.

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• Prove Your Problem-Solving Skills: Ace Behavioral Interview Questions
• Protected: Job Interviews

So, you’ve scored an interview invitation, but it feels a bit like a confessional, doesn’t it? Well, relax. Interviews aren’t about penance; they’re opportunities to share your success stories. To help you prepare for your next interview, we’ve put together a comprehensive guide to behavioral interview questions.

In this guide, you’ll find:

• Common behavioral interview questions and expert answers.
• Formulas to excel in answering behavioral-based interview questions for M&E sector
• Solutions to handle challenging questions during the interview.
• Tips for preparing for various categories of behavioral interview questions.

Let’s get started.

What Are Behavioral Interview Questions?

Behavioral interview questions are a specific type of interview query designed to assess a candidate’s past behavior and experiences in various situations. These questions aim to uncover how candidates have handled specific challenges, conflicts, or responsibilities in their previous roles or life experiences. Instead of asking hypothetical or theoretical questions, interviewers use behavioral questions to gain insight into how candidates are likely to act in future situations based on their past actions.

Behavioral interview questions typically follow a structured format and often begin with phrases such as “Can you provide an example of…” or “Tell me about a time when…” Candidates are expected to share real-life anecdotes that illustrate their skills, competencies, and behaviors relevant to the job they’re applying for.

The key to answering behavioral interview questions effectively is to use the STAR method (Situation, Task, Action, Result) to provide comprehensive responses. This method helps candidates structure their answers by describing the situation or context, outlining the tasks or challenges they faced, explaining the actions they took to address those challenges, and finally, detailing the positive results or outcomes of their actions.

Behavioral interview questions are widely used by employers across various industries because they provide valuable insights into a candidate’s soft skills, problem-solving abilities, communication style, and how well they align with the organization’s values and culture. By sharing concrete examples from their past experiences, candidates can demonstrate their qualifications and suitability for the job, making their responses more compelling to prospective employers.

Overall, understanding and effectively responding to behavioral interview questions is a crucial aspect of the job interview process, as it allows candidates to showcase their relevant skills and behaviors while helping employers make informed hiring decisions.

Common Behavioral Interview Questions

Behavioral interviews are becoming increasingly popular as they help recruiters assess your soft skills effectively. These questions aim to uncover your past behavior to predict your future performance. To excel in these interviews, you’ll want to use the STAR method (Situation, Task, Action, Result) for answering each question. Here are 40 common behavioral interview questions along with tips on answering them:

1. Stress Management

• Describe a time when something urgent came up at the last minute. How did you handle it? Tip: Focus on how you managed stress and prioritized tasks effectively in a time-sensitive situation.

2. Decision Making

• Give an example of a tough decision you had to make. Tip: Discuss the process you followed and your critical thinking skills rather than just the result.

3. Adaptability

• Describe a situation where you had to do something for the first time. How did you approach it? Tip: Emphasize your ability to adapt to new challenges and learn quickly in unfamiliar territory.

4. Collaboration and Teamwork

• Give an example of a time when you relied on someone for information, but they didn’t deliver. What did you do? Tip: Highlight your problem-solving skills and ability to work collaboratively to overcome obstacles.

5. Interpersonal Skills

• Describe a situation when you used your assertiveness. How did it go? Tip: Showcase your ability to handle interpersonal conflicts diplomatically and assertively.

6. Communication

• Describe a situation when you used negotiation skills. What was the outcome? Tip: Demonstrate your effective communication and negotiation abilities, focusing on a positive outcome.

7. Leadership

• Give an example of a situation where you had to delegate a task. How did you approach it? Tip: Discuss your leadership and delegation skills, emphasizing how you empowered your team.

8. Taking Initiative

• Tell me about a time when you went the extra mile for someone. Why did you do it? Tip: Highlight your motivation, dedication, and willingness to take initiative to achieve exceptional results.

9. Problem Solving

• Describe a situation where you encountered a complex problem. How did you approach solving it?
• Give an example of a time when you had to analyze data to make a critical decision. What was the outcome?
• Tell me about a situation when you identified an issue before it became a significant problem. How did you prevent it from escalating?

10. Time Management

• Describe a time when you had to juggle multiple tasks with tight deadlines. How did you prioritize and manage your time effectively?
• Give an example of a project where you completed the work ahead of schedule. What strategies did you use to achieve this?

11. Creativity and Innovation

• Tell me about a situation where you proposed a creative solution to a problem at work. How did your idea benefit the team or organization?
• Describe a time when you introduced a new process or idea that improved efficiency or productivity.

12. Customer Service

• Share an experience where you had to deal with a challenging customer or client. How did you handle the situation, and what was the outcome?
• Give an example of a time when you went above and beyond to provide exceptional customer service.

13. Conflict Resolution

• Describe a situation where you disagreed with a colleague or team member. How did you resolve the conflict, and what was the result?
• Tell me about a time when you had to mediate a conflict between two coworkers. How did you facilitate a resolution?

14. Goal Achievement

• Give an example of a professional goal you set for yourself and successfully achieved. How did you stay motivated and track your progress?
• Describe a situation where you faced obstacles while working toward a goal. How did you overcome those obstacles and reach your objective?

15. Adherence to Policies and Procedures

• Share a scenario where you had to ensure strict compliance with company policies or industry regulations. How did you ensure adherence among your team or colleagues?
• Describe a time when you identified a policy violation or non-compliance issue. How did you handle it while maintaining professionalism?

16. Handling Criticism

• Tell me about a situation when you received constructive criticism from a supervisor or coworker. How did you react, and what actions did you take to improve?
• Give an example of a time when you had to provide feedback to a colleague about their performance. How did you approach the conversation?

17. Ethical Decision-Making

• Describe a situation where you faced an ethical dilemma at work. How did you determine the right course of action, and what were the consequences of your choice?
• Share an experience where you had to report unethical behavior by a coworker or superior. How did you handle the situation while maintaining your integrity?

18. Customer Satisfaction Improvement

• Give an example of a time when you identified opportunities to enhance customer satisfaction. What actions did you take, and how did it impact the customer experience?
• Describe a situation where you received positive feedback or recognition from a customer for your service. How did you achieve this level of satisfaction?

19. Handling Rejection

• Tell me about a time when you faced rejection or failure in your career. How did you cope with it, and what did you learn from the experience?
• Share an experience where you were initially rejected for a project, promotion, or opportunity but later succeeded. How did you turn the situation around?

20. Change Management

• Describe a situation when you had to adapt to a significant change in your workplace. How did you navigate the transition and support your team through it?
• Give an example of a time when you proactively embraced change and helped others adjust to a new process or system.

21. Crisis Management

• Share an experience where you had to respond to a crisis or urgent situation at work. How did you handle it, and what was the outcome?
• Describe a time when you played a key role in disaster recovery or business continuity planning. How did your actions contribute to a successful outcome?

22. Project Management

• Give an example of a complex project you successfully managed. How did you plan, execute, and monitor progress to ensure its completion?
• Describe a situation where a project you were leading faced unexpected challenges. How did you adjust your approach to overcome these obstacles?

23. Delegation

• Tell me about a time when you had to delegate tasks to team members. How did you assign responsibilities and ensure successful project completion?
• Describe a situation where you entrusted a colleague with a significant responsibility. How did you ensure they were well-prepared for the task?

24. Self-Motivation

• Share an experience where you had to stay motivated and productive while working independently or remotely. How did you maintain your focus and meet your goals?
• Give an example of a personal or professional achievement that required self-motivation and determination.

25. Cross-Functional Collaboration

• Describe a situation where you had to collaborate with colleagues from different departments or teams to achieve a common goal. How did you foster effective cross-functional teamwork?
• Give an example of a project that involved multiple departments or stakeholders. How did you ensure everyone was aligned and working together harmoniously?

26. Mentorship and Coaching

• Tell me about a time when you mentored or coached a junior colleague. How did you help them develop their skills or achieve their goals?
• Describe a situation where you received mentorship or guidance from a more experienced coworker. How did it impact your professional growth?

27. Cost Reduction

• Give an example of a cost-saving initiative you implemented in your role. How did you identify areas for improvement and execute your plan?
• Share a situation where you had to make budgetary decisions to optimize resources or reduce expenses. What was the outcome?

28. Innovation Implementation

• Describe a time when you introduced a new technology, process, or idea to your organization. How did you gain buy-in from stakeholders and ensure successful implementation?
• Give an example of how your innovative approach improved efficiency, productivity, or customer satisfaction.

29. Sales or Revenue Growth

• Tell me about a situation where you significantly contributed to sales or revenue growth in your role. What strategies or actions did you implement to achieve this?
• Describe a time when you identified and pursued new business opportunities that resulted in increased revenue for your company.

30. Safety and Risk Management

• Share an experience where you played a role in promoting safety or risk management in your workplace. How did you ensure a safe and compliant environment?
• Give an example of a situation where you identified and mitigated a potential safety or risk issue before it caused harm.

31. Supplier or Vendor Management

• Describe a situation where you improved relationships with suppliers or vendors to benefit your organization. How did you negotiate or collaborate to achieve mutually beneficial outcomes?
• Tell me about a time when you had to address a significant issue or dispute with a supplier or vendor. How did you resolve it while maintaining a positive business relationship?

32. Crisis Communication

• Give an example of a crisis communication situation you managed, either internally or externally. How did you ensure timely and effective communication during a crisis?
• Describe a time when you had to deliver difficult or sensitive information to stakeholders. How did you handle the communication to minimize negative impacts?

33. Data Collection and Analysis

• Describe a project where you were responsible for collecting and analyzing data. How did you ensure the data’s accuracy and relevance to the evaluation process?
• Give an example of a situation where you had to use statistical or data analysis tools to draw insights from a large dataset for an M&E project.

34. Performance Metrics

• Tell me about a time when you developed key performance indicators (KPIs) for an M&E project. How did you choose the most relevant metrics, and what impact did they have on decision-making?
• Describe a situation where you had to track and report on the performance of a program or project using M&E frameworks and metrics. What challenges did you encounter, and how did you address them?

35. Stakeholder Engagement

• Share an experience where you effectively engaged with stakeholders in the M&E process. How did you ensure their input and feedback were integrated into the evaluation?
• Give an example of a time when you had to communicate evaluation findings to diverse stakeholders with varying levels of technical knowledge. How did you tailor your communication to each group?

36. Quality Assurance

• Describe a situation where you implemented quality assurance measures in an M&E project to ensure data integrity and reliability. What steps did you take, and what was the outcome?
• Tell me about a time when you identified errors or inconsistencies in M&E data. How did you rectify the issues and prevent them from recurring?

37. Continuous Improvement

• Give an example of how you contributed to the continuous improvement of M&E processes within your organization. What changes or enhancements did you suggest, and how were they implemented?
• Describe a situation where you conducted a review of an existing M&E system and recommended innovative solutions or technologies to enhance its effectiveness.

38. Adapting to Changing Requirements

• Tell me about a time when you had to adjust an M&E plan or framework due to changing project requirements or unexpected challenges. How did you adapt, and what were the results?
• Describe a situation where you successfully aligned an M&E strategy with evolving organizational goals or external demands. What strategies did you use to ensure alignment?

39. Capacity Building

• Share an experience where you played a role in building the capacity of team members or partners in M&E practices. How did you design and deliver training or mentoring programs?
• Give an example of a time when you helped colleagues or stakeholders improve their data collection and reporting skills, leading to more effective M&E outcomes.

40. Innovation in M&E

• Describe a situation where you introduced innovative techniques, technologies, or methodologies to enhance the M&E process. How did these innovations benefit the evaluation efforts?
• Tell me about a time when you collaborated with interdisciplinary teams to incorporate emerging trends or best practices into M&E strategies.

These questions should help you prepare for a behavioral interview in the M&E sector by addressing specific aspects of the field. Remember to use the STAR method (Situation, Task, Action, Result) when structuring your responses to provide a clear and compelling answer to each question.

Behavioral interview questions: Expert Advice for the Stressed Out

If you find yourself struggling to provide an immediate response to a behavioral question during an interview, don’t panic. It’s okay to take a moment to gather your thoughts and share a well-thought-out answer. Quality is more important than speed. Additionally, remember to:

• Read the job description carefully to identify the key competencies and qualities the employer is seeking.
• Reflect on both job-related and non-job-related experiences when preparing for behavioral questions.
• Use the STAR method to structure your answers effectively.
• Be honest, and if you need more time to formulate your response, don’t hesitate to ask for it.
• Practice answering behavioral questions to build confidence and improve your responses.

Cracking the Code: Behavioral Interview Questions Unveiled for M&E Sector

Behavioral interviews in the Monitoring and Evaluation (M&E) sector present a unique set of challenges and opportunities. In this specialized field, recruiters aim to assess not only your soft skills but also your ability to navigate the intricacies of data analysis, project management, and performance evaluation. Let’s explore how to decipher the behavioral interview code specifically tailored to the M&E sector.

• Understanding the Significance: In the M&E sector, behavioral questions go beyond assessing general competencies. Recruiters are keen to evaluate your experience in handling real-world scenarios related to data collection, analysis, reporting, and project management. Your responses should showcase your ability to make data-driven decisions and ensure the success of M&E initiatives.
• Situation: Set the stage by describing the specific project, evaluation, or data-related situation you encountered. Provide context regarding the goals and challenges.
• Task: Explain the tasks and responsibilities assigned to you within that situation. Highlight the importance of data collection, analysis, and reporting in achieving project objectives.
• Action: Detail the actions you took to address data-related challenges or ensure the success of the M&E project. Emphasize your analytical skills, attention to detail, and ability to collaborate with teams.
• Result: Conclude by outlining the positive outcomes and impact of your actions. Share how your data-driven decisions contributed to project success or improved processes.
• Showcase Your Data Expertise: M&E roles often require proficiency in data management tools, statistical analysis, and reporting software. Be prepared to discuss your experience with these tools and how you’ve used them to derive insights and drive decision-making.
• Highlight Project Management Skills: In the M&E sector, effective project management is essential. Share examples of how you’ve coordinated and executed M&E projects, ensuring they stayed on track, met deadlines, and delivered actionable results.
• Demonstrate Adaptability: The M&E field is dynamic, with evolving methodologies and technologies. Illustrate your adaptability by discussing instances where you had to adjust your approach to accommodate changes in data collection methods or project requirements.
• Ethical Considerations: Given the sensitivity of data in the M&E sector, be prepared to address questions about ethical dilemmas you may have encountered. Discuss how you upheld ethical standards while collecting, managing, or reporting data.
• Quantify Your Impact: Whenever possible, quantify the impact of your actions. Use metrics and key performance indicators (KPIs) to illustrate how your data analysis or M&E efforts led to improvements, cost savings, or informed decision-making.
• Stay Informed: Stay up-to-date with the latest trends and best practices in the M&E field. Demonstrating knowledge of emerging methodologies or technologies can set you apart during interviews.
• Team Collaboration: Emphasize your ability to work collaboratively with multidisciplinary teams. M&E projects often require coordination between data analysts, program managers, and stakeholders.
• Prepare for Technical Questions: Expect technical questions related to data collection methodologies, statistical techniques, and data visualization tools commonly used in the M&E sector. Brush up on your technical knowledge to confidently address these queries.

By mastering the art of answering behavioral interview questions tailored to the M&E sector, you’ll not only impress prospective employers but also convey your expertise in driving data-driven decision-making and ensuring the success of M&E initiatives.

Crafting Compelling Responses to Behavioral Queries

Behavioral interviews are all about showcasing your past experiences and behaviors as indicators of your future performance. To stand out in these interviews, you need to craft responses that not only highlight your skills and abilities but also leave a lasting impression on the interviewer. Here’s how you can create compelling responses to behavioral questions:

• Understand the STAR Method: The STAR method (Situation, Task, Action, Result) is your go-to framework for answering behavioral questions. Start by describing the situation or context, then outline the task or challenge you faced, detail the actions you took to address it, and finally, highlight the positive results of your actions.
• Choose Relevant Examples: Tailor your responses to the specific competencies and qualities the job requires. Use examples from your professional, academic, or personal life that directly relate to the skills sought by the employer.
• Quantify Your Achievements: Whenever possible, use quantifiable data to support your claims. Numbers, percentages, and specific outcomes provide credibility to your responses. For instance, mention how you increased sales by 20% or reduced project turnaround time by 30%.
• Highlight Your Role: Emphasize your contributions within a team context. Even if the question is about a team accomplishment, explain your role and how it contributed to the overall success.
• Be Concise and Structured: Keep your responses concise and to the point. Avoid rambling or providing unnecessary details. Structure your answers logically, following the STAR method, to make them easy for the interviewer to follow.
• Show Growth and Learning: It’s okay to discuss situations where you faced challenges or made mistakes. However, focus on how you learned from those experiences and used them as opportunities for growth.
• Emphasize Soft Skills: In addition to technical skills, highlight your soft skills such as communication, teamwork, problem-solving, and adaptability. These qualities are often highly valued by employers.
• Practice, Practice, Practice: Practice your responses to common behavioral questions with a friend, family member, or in front of a mirror. Rehearsing your answers will help you feel more confident during the actual interview.
• Stay Positive: Maintain a positive tone throughout your responses. Even when discussing difficult situations, frame them in a way that demonstrates your ability to overcome challenges and achieve positive outcomes.
• Ask for Clarification if Needed: If you don’t fully understand a question, don’t hesitate to ask the interviewer for clarification. It’s better to seek clarification than to provide an irrelevant response.

Remember, the goal of crafting compelling responses is to leave the interviewer with a clear understanding of your capabilities, accomplishments, and how you align with the company’s needs. By following these guidelines and practicing your responses, you’ll be well-prepared to excel in any behavioral interview.

Strategies for Tackling Common Behavioral Questions in the M&E Sector

Behavioral interviews are particularly relevant in the Monitoring and Evaluation (M&E) sector, as they provide insight into how candidates have applied their skills and expertise in real-world situations. To effectively navigate these interviews and impress potential employers in the M&E field, consider the following strategies:

• Align with M&E Competencies: Review the key competencies and skills required for M&E roles in the job description. These often include data analysis, report writing, project management, and attention to detail. Tailor your responses to highlight experiences where you have demonstrated these competencies.
• Emphasize Data-Driven Decision-Making: M&E professionals are expected to make informed decisions based on data and evidence. Showcase instances where you collected, analyzed, and utilized data to drive improvements or inform project strategies.
• Highlight Impact: M&E is ultimately about measuring the impact of programs and initiatives. Share stories of how your work directly contributed to positive outcomes, whether it’s improved program effectiveness, cost savings, or enhanced decision-making.
• Discuss Challenges and Solutions: Expect questions about how you’ve handled challenges in data collection, analysis, or project implementation. Describe the specific challenges you faced, the actions you took to address them, and the results of your efforts. Emphasize your problem-solving skills.
• Collaborative Projects: Many M&E roles involve collaborating with cross-functional teams, stakeholders, and partners. Use examples that demonstrate your ability to work effectively with others, communicate findings, and ensure data accuracy.
• Adaptability to New Technologies: Given the evolving nature of data collection and analysis tools, showcase your adaptability and willingness to learn new technologies or software relevant to the M&E field.
• Ethical Considerations: Discuss ethical aspects of your work, especially if you’ve dealt with sensitive data or vulnerable populations. Highlight your commitment to maintaining confidentiality and adhering to ethical guidelines.
• Continuous Learning: M&E professionals should stay updated on industry trends and best practices. Mention any certifications, training, or courses you’ve completed to enhance your skills and knowledge.
• Use the STAR Method: Structure your responses using the STAR method (Situation, Task, Action, Result). Start by describing the context, outline your responsibilities, detail the actions you took, and conclude with the positive outcomes or impact.
• Practice Mock Interviews: Conduct mock interviews with peers or mentors, focusing on common behavioral questions in the M&E sector. This will help you refine your responses and build confidence.
• Research the Organization: Familiarize yourself with the organization’s projects, goals, and recent achievements in the M&E field. Mention specific projects or initiatives that align with your experiences and interests during the interview.

By implementing these strategies and tailoring your responses to the unique demands of the M&E sector, you’ll demonstrate your suitability for M&E roles and increase your chances of success in behavioral interviews.

Concluding Thoughts on Navigating M&E Behavioral Interviews with Confidence

In conclusion, behavioral interview questions are a common and effective way for employers in various sectors, including Monitoring and Evaluation (M&E), to assess a candidate’s suitability for a role. By using the STAR method (Situation, Task, Action, Result) and preparing thoughtful examples from your experiences, you can confidently navigate these questions and showcase your skills, competencies, and achievements.

This guide has provided a comprehensive list of behavioral interview questions, with a focus on those relevant to the M&E sector. These questions cover key areas such as stress management, decision-making, adaptability, collaboration, interpersonal skills, communication, leadership, and taking initiative. Additionally, we have emphasized the importance of honesty, clarity, and effective communication in your responses.

To excel in a behavioral interview, it’s crucial to review the job description, reflect on your past experiences, and practice delivering your responses clearly and concisely. Moreover, remember that behavioral interviews are an opportunity to highlight your problem-solving abilities and demonstrate how you have contributed to the success of projects, teams, and organizations.

By using this guide to prepare for your behavioral interview, you can confidently approach the process, impress your interviewers, and increase your chances of securing the Monitoring and Evaluation position you desire. Good luck with your interview preparations!

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Everything You Need to Know About Answering Behavioral Interview Questions

Interviews can be high stakes. I get that. But bear with me here for a minute when I say this next thing: Some interview questions can actually be fun. And I don’t mean in the zany-but-realistically-kind-of-stressful “ How many golf balls will fit in a bus? ” kind of way. I mean that some interview questions are really just asking for a good story starring you as the main character.

Behavioral interview questions are non-technical, focused on you, and 100% something you can prep for in advance. You actually have the answers already. We just need to find the right stories and polish them up a bit.

Here’s your ultimate go-to guide for answering behavioral interview questions—including common behavioral questions you might hear and example answers.

What are behavioral interview questions?

Behavioral interview questions are questions or statements that ask job candidates to share examples of specific situations they’ve been in. Usually interviewers want to know about an experience where you had to use certain skills— soft skills especially—or had to navigate certain types of scenarios. (Read: It’s the “Tell me about a time when…” genre of questions .) 

Why do interviewers ask behavioral questions?

Interviewers like these questions because it can help them get a more realistic and nuanced sense of how you work. It’s a way for them to see what you’re capable of accomplishing based on your actual past professional performance. Think about it: What would convince you of someone’s ability to work on a team better—them saying they totally love working on a team or them telling a story that shows exactly how they worked on a team of five for several months to implement a website redesign for a major client?

30 common behavioral interview questions

As much as I wish I could tell you exactly which behavioral questions you’ll get, I sadly cannot. But this list will give you an idea of the types of questions you might be asked. As you read through, think of stories you can share in response to each subset of questions—they can often be tweaked on the spot to answer any variation an interviewer might throw at you.

Teamwork questions

Almost any job requires you to work with others, so be prepared to talk about your experiences as part of a team. You’ll want a story that illustrates your ability to work with others under challenging circumstances. Think resolving team conflicts, dealing with project constraints, or motivating others.

• Tell me about a time when you had to work closely with someone whose personality was very different from yours.
• Give me an example of a time you faced a conflict with a coworker. How did you handle that?
• Describe a time when you had to step up and demonstrate leadership skills.
• Tell me about a time you made a mistake and wish you’d handled a situation with a colleague differently.
• Tell me about a time you needed to get information from someone who wasn’t very responsive. What did you do?

Customer service questions

If you’d be working with clients, customers, or other external stakeholders in this role, definitely be ready for one or more of these. Be prepared with at least one story about a time you successfully represented your company or team and delivered exceptional customer service.

• Describe a time when it was especially important to make a good impression on a client. How did you go about doing so?
• Give me an example of a time when you didn’t meet a client’s expectation. What happened, and how did you attempt to rectify the situation?
• Tell me about a time when you made sure a customer was pleased with your service.
• Describe a time when you had to interact with a difficult client or customer. What was the situation, and how did you handle it?
• When you’re working with a large number of customers, it’s tricky to deliver excellent service to them all. How do you go about prioritizing your customers’ needs

Adaptability questions

Times of turmoil are finally good for something! Think of a recent work crisis you successfully navigated. Even if the outcome didn’t ideal, find a lesson or silver lining you took from the situation.

• Tell me about a time you were under a lot of pressure at work or at school. What was going on, and how did you get through it?
• Describe a time when your team or company was undergoing some change. How did that impact you, and how did you adapt?
• Tell me about settling into your last job. What did you do to learn the ropes?
• Give me an example of a time when you had to think on your feet.
• Tell me about a time you failed. How did you deal with the situation?

Time management questions

When an interviewer asks about time management , get ready to talk about a specific instance when you had a few things in the air, prioritized, scheduled, organized, and completed everything—preferably before the deadline.

• Give me an example of a time you managed numerous responsibilities. How did you handle that?
• Describe a long-term project that you kept on track. How did you keep everything moving?
• Tell me about a time your responsibilities got a little overwhelming. What did you do?
• Tell me about a time you set a goal for yourself. How did you go about ensuring that you would meet your objective?
• Tell me about a time an unexpected problem derailed your planning. How did you recover?

Communication questions

You use communication skills so regularly you’ll probably have plenty of stories to choose from. Just remember to talk about your thought process or preparation.

• Tell me about a time when you had to rely on written communication to get your ideas across.
• Give me an example of a time when you were able to successfully persuade someone at work to see things your way.
• Describe a time when you were the resident technical expert. What did you do to make sure everyone was able to understand you?
• Give me an example of a time when you had to have a difficult conversation with a frustrated client or colleague. How did you handle the situation?
• Tell me about a successful presentation you gave and why you think it was a hit.

Motivation and values questions

A lot of seemingly random interview questions are actually attempts to learn more about what motivates you. Your response would ideally address values and motivations directly even if the question didn’t explicit ask about them.

• Tell me about your proudest professional accomplishment.
• Describe a time when you saw a problem and took the initiative to correct it.
• Tell me about a time when you worked under either extremely close supervision or extremely loose supervision. How did you handle that?
• Give me an example of a time you were able to be creative with your work. What was exciting or difficult about it?
• Tell me about a time you were dissatisfied in your role. What could have been done to make it better?

How to answer behavioral questions

So how do you go about actually answering behavioral questions? It’s actually pretty simple.

• Quickly identify the hard or soft skill or quality the interviewer is trying to learn more about.
• Choose a relevant story.
• Share your story while emphasizing the details that speak to the relevant skills.
• Sum up your answer with how you generally approach situations like the one the interviewer presented.

Example answers for top behavioral questions

Check out these example questions and answers to see our advice in action and get more specific tips on some of the most common behavioral questions.

1. Give me an example of a time you faced a conflict while working on a team. How did you handle that?

Ah, the conflict question. It’s as common as it is dreaded. Interviewers ask because they want to know how you’ll handle the inevitable: disagreements in the workplace. But you might be nervous because it’s hard to look good in a conflict even when you’re not in the wrong. The key to getting through this one is to focus less on the problem and more on the process of finding the solution.

For example, you might say:

“Funnily enough, last year I was part of a committee that put together a training on conflict intervention in the workplace and the amount of pushback we got for requiring attendance really put our training to the test. There was one senior staff member in particular who seemed adamant. It took some careful listening on my part to understand he felt like it wasn’t the best use of his time given the workload he was juggling. I made sure to acknowledge his concern. And then rather than pointing out that he himself had voted for the entire staff to undergo this training, I focused on his direct objection and explained how the training was meant to improve not just the culture of the company, but also the efficiency at which we operated—and that the goal was for the training to make everyone’s workload feel lighter. He did eventually attend and was there when I talked to the whole staff about identifying the root issue of a conflict and addressing that directly without bringing in other issues, which is how I aim to handle any disagreement in the workplace.”

2. Tell me about a time you needed to get information from someone who wasn’t very responsive. What did you do?

Hiring managers want people who can take initiative and solve problems . Many workplace problems boil down to a communication breakdown, which is what this question is getting at. Try not to get too bogged down in the nitty-gritty details of the story and make sure to finish with a clear lesson learned.

A good answer to this question might be:

“Back when I was just starting out as an assistant to a more senior recruiter, I once needed to book interview rooms for several different candidates with a few sessions each, all on the same day. The online system the company used to schedule conference rooms was straightforward enough, but the problem was that it allowed more senior people to bump me out of my reservations. I had to scramble to get them back. When I didn’t get responses to my emails, I literally ran around the office to find the people who took my rooms and explain why I needed them. It was stressful at the time, but it all worked out in the end. Most were happy to move to a different room or time to make sure the interviews went smoothly. I also met a bunch of people and earned early on that talking to someone in person when possible can often move things along more quickly than an email can.”

3. Describe a time when it was especially important to make a good impression on a client. How did you go about doing so?

A perfect answer to this question has an outstanding outcome and illustrates the process of getting to that result. But even if you only have a decent outcome to point to instead of a stellar one, spelling out the steps you took will get you a strong answer.

For instance:

“One of the most important times to make a good impression on a client is before they’re officially a client. When the sales team pulls me into meetings with potential clients, I know we’re close to sealing the deal and I do my best to help that along. That’s probably why I was chosen to represent the research team when we did a final presentation for what would become our biggest client win of the year. I spoke with everyone on the sales team who had met with them previously to learn as much as possible about what they might care about. The thing I do that sets me apart is that I don’t try to treat all the clients the same. I try to address their specific questions and concerns so that they know I did my homework and that I care enough to not just give the cookie-cutter answers. In this case, having the data pulled and ready for every question they had made all the difference in building their confidence in our company.”

4. Describe a time when your team or company was undergoing some change. How did that impact you, and how did you adapt?

Interviewers want to know how you handle organizational change. Your story doesn’t necessarily need to be about some massive company reorg, it could even be about a new system for sharing files. The key is to make sure you clearly describe the steps you took to adapt and then generalizing your experience.

So you might say:

“This past year my manager left and the company was unable to fill her position for several months. This completely upended the way our team operated since she’d been the one who made sure we were all on the same page. After a couple of weeks of missed deadlines and miscommunications on the team, I sheepishly suggested we do a quick daily check-in. It took no more than 10 minutes a day, but it helped us get back to working efficiently again and really reduced the frustrations that had started brewing. It helped me understand that adapting to change requires understanding the gaps a change creates and thinking creatively about how to fill them.”

5. Tell me about a time you failed. How did you deal with the situation?

For broad questions like this, it can be helpful to narrow the scope a bit. For a question about failure , you can do that by defining what it means to fail in your own words before sharing your example.

For example:

“As a team manager, I consider it a failure if I don’t know what’s going on with my staff and their work—basically if a problem catches me by surprise then I’ve failed somewhere along the way. Even if the outcome is ultimately fine, it means I’ve left a team member unsupported at some point. A recent example would be this training we do every year for new project managers. Because it’s an event that my team has run so many times, I didn’t think to check in and had no idea a scheduling conflict was brewing into a full-on turf war with another team. The resolution actually ended up being a quick and easy conversation at the leadership team meeting, but had I just asked about it sooner it would never have been a problem to begin with. I definitely learned my lesson about setting reminders to check in about major projects or events even if they’ve been done dozens of times before.”

6. Give me an example of a time you managed numerous responsibilities. How did you handle that?

Multitasking. It’s impossible and yet we’re all expected to do it. Your job is likely going to involve more than one responsibility and the hiring manager is going to want to know how you plan on juggling a number of tasks, projects, or deadlines.

You could say:

“This is almost a cliché, but being part of an early-stage startup meant I wore a lot of different hats. One second I was recruiting, the next I’d be in front of potential clients, and then I’d be meeting with the cofounders about the product. Switching gears so quickly often felt like getting whiplash. I realized that it wasn’t necessarily the juggling that was the problem, it was the constant switching back and forth. I started chunking my work so I could spend several hours focused on similar tasks. One block for recruiting. One block for sales. One block for product. Once I figured out the secret to multitasking was to not multitask, it got a lot more manageable.”

7. Give me an example of a time when you were able to successfully persuade someone to see things your way at work.

No matter your role, communication skills are critical and interviewers are going to keep asking related questions until they’re sure yours are up to snuff. When asked about persuasion, emotional intelligence and empathetic listening can be good pieces of your communication skill set to emphasize.

A good answer could sound like:

“I once was tasked with pulling the plug on a project. Of course, this can be incredibly disappointing for those affected. Done poorly it could destroy a team’s morale. I can’t discuss the project too much, but suffice it to say that everyone on it worked really hard and it took some serious convincing for them to agree this was the right choice. Rather than letting the idea take hold that months of their work was being scrapped, I proactively shared with everyone all the ways their work would still be utilized by different parts of the company. It’s not what they had intended, but seeing that their work wasn’t wasted softened the blow and allowed me to share the hard truth that we wouldn’t be able to realize our original goals. Taking the time to consider what negative reaction they might have and making the effort to be empathetic allowed me to directly address their concerns and show them that this was the best way forward.”

8. Tell me about a successful presentation you gave and why you think it was a hit.

You can probably predict whether or not you’ll get this question based on the job description . If the job requires frequent public speaking , be sure you have an example ready to go. For questions like this that have an “and why” part, make sure you give evidence for how you know you did a good job. In this case, an engaged audience is pretty good evidence you gave a strong presentation.

“Presenting is definitely something I’ve gotten better at over time. At my previous lab, I presented pretty often at the weekly research meeting where we all kept each other up-to-date on the progress of our work. When I first started, I would just pick up where I left off last time and spoke like I was talking to a room full of experts—which I was, but they weren’t necessarily experts in my specific project. It’s obvious in hindsight. The nature of research is that it’s inherently novel. I started doing more in my presentations to give context, like a more compact version of a conference presentation. It was more work, but I could tell everyone was engaged based on the questions I got. They were more thoughtful and challenging and actually helped push my work forward. Now, whether I’m presenting formally or informally, I try my best to scaffold my conclusions with relevant context.”

9. Tell me about your proudest professional accomplishment.

This question can sometimes make people freeze up. Proudest? Like literally the thing I am proudest of ever? It’s a lot. A more manageable way to think about it is that it’s essentially a freebie to talk about anything. So you can choose a story that showcases a relevant skill, passion, or experience you haven’t been able to talk about yet or want to emphasize more and set it up as one of your proudest accomplishments! If you’re applying to an entry-level role, feel free to talk about school accomplishments.

“There’s a lot that I’ve done over the last few years at Major Telecom that I’m proud of, but one thing we haven’t had a chance to talk too much about is my work in the parents employee resource group. As the company has become more family friendly, I’ve worked hard to guide the conversation as the co-lead of the parents ERG. This year, I spearheaded an effort to improve our flexible work policy, first writing a letter on behalf of the ERG to the leadership team and then later drafting a proposal which ultimately led to a better work environment and more flexible work for everyone, not just parents.”

10. Tell me about a time when you worked under either extremely close supervision or extremely loose supervision. How did you handle that?

This question is getting at how you like to be managed, but it’s phrased in a way that may tempt you to speak negatively of a previous employer. Stay focused and keep your response neutral to positive.

So you could say:

“As an intern at Online Content Co., I felt like my every move required approval, which isn’t everyone’s cup of tea, but I really appreciated it back when I had no idea what I was doing. I actually credit the close supervision I got for helping me pick things up so quickly. After I officially joined the team as a staff writer though, it started to feel a bit restrictive. I thought once I “proved myself” it would get better, but after a few more months with no significant change a mentor helped me see that I wasn’t being proactive about communicating with my manager. Rather than going to my one-on-one meetings with nothing prepared and being peppered with questions, I started arriving with an update of all my ongoing work. All the same information got conveyed, but instead of feeling micromanaged, I felt empowered and it made all the difference in my experience.”

4 tips to prep for—and ace—a behavioral interview

I’m taking my own advice and concluding this article with a few general takeaways. If you remember nothing else, make sure you do the following when you’re getting ready for an interview:

1.  Prepare a few stories based on the job description.  

Maybe you’ll use them, maybe you won’t, but trust me that you’ll feel more prepared and less nervous if you’ve spent some time thinking about this. Scan the job description for anything that seems to be mentioned more than once or is otherwise emphasized—say, “takes initiative,” or, “works independently.” Then come up with some stories about those things! 

2. Brush up on the STAR method.  

Stories can get big and unwieldy, especially when we’re nervous. It’s important to keep your answer concise and relevant to the question. Using the STAR interview method can help you to craft job-landing responses to many interview questions that require a well-structured example story.

3.  Wrap up your answers with a conclusion.

Some stories don’t fit super neatly into the STAR method and that’s fine. In any case, just make sure to wrap up your story with a nice summation so that the interviewer knows what they were supposed to learn from it. In other words, tell your story and then tell them what to think about it. “I did this to solve the problem, so in general, this is the process I use for solving problems.”

4. Practice aloud before your real interview.  

I’ve worked with thousands of job seekers and written hundreds of job search articles, and my advice on interviewing can pretty much be summed up with one word: practice. To be more specific, practice answering possible interview questions out loud. Do not memorize your answers. Just say them a few times. If you want to be fancy, do it in front of a mirror to get a better sense of how you’re presenting yourself.

Brushing up on your interview skills in general will also help you to answer these questions with ease and sail through to the next round. So get those stories ready and—I’m going to say it one more time for good luck—practice!

Regina Borsellino also contributed writing, reporting, and/or advice to this article.