66 Essential Behavioral Interview Questions To Prepare For (Questions and Answers)

A behavioral interview (behavior interview) is a type of interview that evaluates a candidate’s behaviors in the past and potential behaviors in the future. A behavioral interview is composed of numerous (5 to 20) behavioral questions that are designed to evaluate a candidate’s specific set of behavior skills. Behavioral interviews are a part of larger interview structures which are composed of other types of interviews like coding interviews for software engineers and case interviews for consultants.

In this article, we will discuss what behavioral interview questions are and how a candidate is evaluated by answering them in detail. We’ll discuss aspects of behavioral interview questions such as the skills that are tested, the main 2 types of behavioral questions, and how you should answer the behavioral questions by using the STAR framework.

Subsequently, we’ll discuss 66 essential behavioral interview questions that candidates should be aware of to pass behavioral interviews. The 66 behavioral interview questions are composed of 22 common behavioral questions, 22 behavioral questions for FAANG software engineer interviews, and 22 behavioral interview questions that test leadership. 

At the end of the article, we will discuss whether the coding interview is more important than behavior interviews for software engineers in addition to where you can practice interviewing as a software engineer.

What Is A Behavioral Interview Question?

A behavioral interview question (or behavioral question) is a question that evaluates how a candidate either previously acted or would act in a provided scenario. It is asked within behavioral interviews that companies conduct to evaluate whether a candidate would be a good fit for their company based on predefined attributes of a good employee.

Examples of attributes or skills (along with descriptions and their importance) that behavioral interview questions test for are listed below.

• Teamwork (Collaboration): Teamwork involves the ability to effectively work and cooperate with others to achieve common goals. Company behavioral interviews test for teamwork to ensure a harmonious and productive work environment where tasks and projects are completed efficiently with the collective efforts of employees.
• Customer Service: Customer service refers to the skill of providing assistance and advice to customers in a courteous and helpful manner. Company behavioral interviews test for customer service skills to foster strong customer relations, which in turn can enhance brand reputation and increase customer retention.
• Adaptability: Adaptability is the capacity to adjust oneself promptly and effectively to changing circumstances and conditions. Company behavioral interviews test for adaptability to identify individuals who can thrive in a dynamic environment, bringing resilience and innovative solutions during periods of change.
• Time Management: Time management is the ability to use one’s time effectively and productively, often through planning and organization. Company behavioral interviews test for time management skills to ensure employees can meet deadlines and contribute to the efficient operation of the organization.
• Prioritization: Prioritization involves the ability to discern the relative importance of tasks and focus on completing them in an ordered and logical manner. Company behavioral interviews test for prioritization to ensure that employees can focus on critical tasks first, optimizing resources and achieving goals in a timely manner.
• Communication: Communication is the skill of conveying information clearly and effectively through verbal or written means. Company behavioral interviews test for communication skills to promote clear information flow, which can help in reducing misunderstandings and fostering a cohesive workplace.
• Motivation: Motivation refers to an individual’s drive and enthusiasm to achieve set goals or complete tasks at hand. Company behavioral interviews test for motivation to identify employees who are self-driven and can contribute positively to the organization’s growth and success.
• Values: Values pertain to an individual’s beliefs and principles that guide their behavior and decision-making processes. Company behavioral interviews test for values to ensure that potential employees align with the company’s mission and ethical standards, promoting a positive and united work culture.
• Growth Potential: Growth potential is the capacity of an individual to develop their skills and competencies further over time. Company behavioral interviews test for growth potential to identify employees who can take on greater responsibilities and contribute to the long-term success of the organization.
• Culture Fit: Culture fit refers to the alignment of an individual’s beliefs, values, and behaviors with the existing organizational culture. Company behavioral interviews test for culture fit to ensure a harmonious work environment where employees are likely to be engaged, satisfied, and retained for a longer period.

Different companies test for different skills in their behavioral interview questions, per job role. For example, Amazon software engineer behavioral interview questions emphasize screening for skills such as culture fit, teamwork, prioritization, and leadership. Companies like Google, for their similar software engineer role, have behavioral interview questions that evaluate skills such as adaptability, communication, growth potential, and culture fit. 

It’s important to prepare to answer the different types of behavioral interview questions if you want to pass the behavioral interview at any company. This is because behavioral interview questions aren’t easy to answer sufficiently without planning and practice.  

What Are The Main 2 Types Of Behavioral Questions?

The main 2 types of behavioral questions are past-experience-based questions and hypothetical behavior questions. Past-experience-based questions are questions that require candidates to express how they’ve behaved in the past given a scenario, and hypothetical behavior questions are questions that require candidates to express how they would behave when given a situation that didn’t already happen.

The image below shows 3 examples of each of the 2 different types of behavioral questions.

Typically, candidates for intern and junior positions will be asked more hypothetical behavioral questions because they lack extensive work-related experience for past-experience-based questions. Candidates interviewing for senior roles will likely be required to solely answer past-experience-based behavioral questions because they should have an abundance of work experience to sufficiently answer the questions. 

Often, the definition of a behavior interview question is conflated to mean a past-experienced-based question, but the distinction is necessary to make because candidates need to prepare for both types of questions in different ways.

How Do You Answer A Behavioral Question?

You answer a behavioral question by utilizing the STAR (situation, task, action, result) framework. The STAR technique allows you to answer a past-experience-based behavioral question in a way that provides context to an answer you’re giving to your interviewer.

The “S” or “situation” in the STAR framework signifies that you need to explain the situation that you experienced (that’s related to the question they asked) to your interviewer in a concise way with enough detail. This helps provide your interviewer with the constraints and pressures you faced in a particular situation, allowing them to properly evaluate the actions you’ve taken.

The “T” or “task” in the STAR framework signifies that you need to explain the task that you had (that is related to the question they asked) to your interviewer. This allows your interviewer to understand a specific set of actions that are necessary to complete the task.

The “A” or “action” in the STAR framework signifies that you need to explain the specific actions that you’ve taken with the provided task you had to your interviewer. This will help your interviewer understand if you were taking the right set of actions that follow the behaviors and skills they’re evaluating you on.

The “R” or “result” in the STAR framework signifies that you need to explain the results of your action to your interviewer along with the lessons you learned, things you did well, and things that you could’ve done better. This allows your interview to evaluate you on more sets of behaviors.

22 Common Behavioral Interview Questions And Answers

Listed below are examples of questions and answers (in the STAR framework) for behavioral questions that are commonly asked. These questions and answers are intended for the vast majority of entry-level and mid-level job role interviews.

• 1. Describe a time when you had to deal with a difficult coworker.
  • Answer:
    • Situation: I was on a project team with a coworker who was consistently late on deliverables.
    • Task: We needed to complete our joint presentation by the end-of-week deadline.
    • Action: I initiated a conversation, set interim check-ins, and offered my assistance.
    • Result: We completed the project on time and improved our communication.
• 2. How have you handled a challenging situation at work?
  • Answer:
    • Situation: During a product launch, our main supplier faced delays.
    • Task: I had to ensure the launch stayed on schedule.
    • Action: I sourced alternative suppliers and negotiated expedited shipping.
    • Result: We launched on time and maintained product quality.
• 3. Can you provide an example of when you took the initiative on a project?
  • Answer:
    • Situation: I noticed inefficiencies in our filing process.
    • Task: Improve the process without disrupting ongoing work.
    • Action: I researched digital solutions and implemented a new system.
    • Result: We reduced file retrieval times by 50%.
• 4. Tell me about a time you had to handle tight deadlines.
  • Answer:
    • Situation: We were given one week to prepare for an industry expo.
    • Task: Design and produce a new booth display.
    • Action: I coordinated with designers and vendors for fast-tracking.
    • Result: Our booth was ready and well-received at the expo.
• 5. Describe a situation where you had to handle customer complaints.
  • Answer:
    • Situation: A customer reported receiving a damaged product.
    • Task: Resolve the issue and retain the customer.
    • Action: I arranged for an expedited replacement and a discount on their next purchase.
    • Result: The customer remained loyal and appreciated our proactive response.
• 6. How do you handle feedback or criticism?
  • Answer:
    • Situation: My manager pointed out errors in my monthly report.
    • Task: Correct the errors and improve the reporting process.
    • Action: I revised the report and created a checklist for future reviews.
    • Result: Reports became more accurate, and the feedback process was streamlined.
• 7. Describe a time when you led a team to success.
  • Answer:
    • Situation: I was appointed team leader for a crucial project.
    • Task: Deliver the project under a tight deadline.
    • Action: I established daily check-ins and delegated tasks based on strengths.
    • Result: The project was completed ahead of schedule.
• 8. How have you dealt with a failing project?
  • Answer:
    • Situation: A marketing campaign was underperforming.
    • Task: Pivot the campaign to achieve our targets.
    • Action: I analyzed the data, identified the weak points, and restructured the campaign.
    • Result: The revised campaign surpassed our original goals.
• 9. Can you describe a time when you went above and beyond for a client?
  • Answer:
    • Situation: A client was unsatisfied with our initial proposal.
    • Task: Redevelop the proposal to meet their specific needs.
    • Action: I conducted additional research and tailored the proposal.
    • Result: The client approved the revised proposal and praised our flexibility.
• 10. How do you prioritize tasks during a busy period?
  • Answer:
    • Situation: During year-end, multiple projects converged.
    • Task: Ensure all projects were completed without compromising quality.
    • Action: I created a priority list and allocated resources accordingly.
    • Result: All projects were completed on time with positive feedback.
• 11. Describe a time when you had to make a difficult decision at work.
  • Answer:
    • Situation: Two equally skilled team members vied for a promotion.
    • Task: Decide who would be promoted.
    • Action: I reviewed their past performances, got feedback, and discussed future goals with them.
    • Result: I made an informed decision, ensuring both understood and felt valued.
• 12. How have you managed a team member who wasn’t contributing?
  • Answer:
    • Situation: One team member consistently missed deadlines.
    • Task: Improve their performance without affecting team morale.
    • Action: I provided one-on-one mentoring and set clear expectations.
    • Result: The team member improved, and overall productivity rose.
• 13. Describe a situation where you had to adapt to significant changes at work.
  • Answer:
    • Situation: Our company merged with a competitor.
    • Task: Integrate two teams with different working styles.
    • Action: I facilitated team-building exercises and regular feedback sessions.
    • Result: The teams collaborated effectively on joint projects.
• 14. Have you ever had to sell an idea to your coworkers or team?
  • Answer:
    • Situation: I believed our team should adopt a new software tool.
    • Task: Convince the team of its benefits.
    • Action: I provided a detailed presentation showing potential efficiencies.
    • Result: The team agreed to a trial period, and we later fully adopted the tool.
• 15. How do you handle tasks when you don’t have all the necessary information?
  • Answer:
    • Situation: Assigned a project without a complete brief.
    • Task: Produce a quality output without delays.
    • Action: I proactively reached out to stakeholders for clarity and conducted independent research.
    • Result: The project was completed on time and met expectations.
• 16. Describe a time when you had to resolve a conflict between team members.
  • Answer:
    • Situation: Two team members disagreed on project direction.
    • Task: Resolve the conflict and maintain team harmony.
    • Action: I facilitated a constructive discussion allowing both to present their viewpoints.
    • Result: The team reached a consensus and the project proceeded smoothly.
• 17. How have you responded to a significant mistake you made at work?
  • Answer:
    • Situation: I missed a significant error in a financial report.
    • Task: Correct the error and prevent future oversights.
    • Action: I acknowledged the mistake, revised the report, and implemented stricter review protocols.
    • Result: Errors reduced, and trust was maintained with stakeholders.
• 18. Describe a time when you had to persuade someone to see things your way.
  • Answer:
    • Situation: During a team discussion, I had a differing opinion on project strategy.
    • Task: Convince the team to consider my approach.
    • Action: I presented data supporting my viewpoint and facilitated a discussion.
    • Result: The team adopted aspects of my approach, leading to project success.
• 19. How do you handle multiple tasks or projects at once?
  • Answer:
    • Situation: I was responsible for managing three simultaneous projects.
    • Task: Ensure all projects met their deadlines and standards.
    • Action: I utilized project management tools and regular status updates.
    • Result: All projects were delivered on time and met quality standards.
• 20. Describe a time when you had to work under pressure.
  • Answer:
    • Situation: An unexpected resignation left our team short-staffed before a product launch.
    • Task: Ensure the launch went smoothly.
    • Action: I took on additional responsibilities and coordinated closely with the team.
    • Result: The product launch was a success with minimal hitches.
• 21. How have you kept up-to-date with industry changes and developments?
  • Answer:
    • Situation: My industry was rapidly evolving due to technology.
    • Task: Stay updated and competitive in my role.
    • Action: I attended seminars, enrolled in online courses, and engaged in peer discussions.
    • Result: I introduced new methodologies to the team, boosting efficiency.
• 22. Describe a time when you were particularly proud of your professional achievements.
  • Answer:
    • Situation: Tasked with revamping our company’s online presence.
    • Task: Increase website traffic and customer engagement.
    • Action: I spearheaded a redesign and content overhaul.
    • Result: Website traffic increased by 60% and customer inquiries doubled.

22 Behavioral Interview Questions And Answers For Software Engineers

Listed below are examples of questions and answers (in the STAR framework) for behavioral questions that are for people interviewing at tech companies like Google, Amazon, Meta, Apple, Netflix, and Microsoft. These questions and answers are intended for technical individuals.

• 1. Describe a time when you had to debug a particularly challenging software issue.
  • Answer:
    • Situation: A critical application crashed during peak usage.
    • Task: Identify and fix the issue promptly.
    • Action: I isolated the problematic module, conducted a thorough code review, and identified a race condition.
    • Result: The application was restored within hours, and I implemented safeguards to prevent future occurrences.
• 2. Tell me about a time when you introduced a tool or process that improved team efficiency.
  • Answer:
    • Situation: Manual testing was causing project delays.
    • Task: Speed up the testing phase without compromising accuracy.
    • Action: I introduced an automated testing framework and trained the team on its use.
    • Result: Testing time reduced by 50%, improving our delivery timeline.
• 3. How have you handled a situation where your code implementation was criticized?
  • Answer:
    • Situation: During a code review, a senior developer pointed out inefficiencies in my algorithm.
    • Task: Address the feedback and improve the code.
    • Action: I researched alternative methods, optimized the algorithm, and integrated the feedback.
    • Result: The revised code was faster and garnered positive feedback in the subsequent review.
• 4. Describe a project where you had to collaborate with non-technical stakeholders.
  • Answer:
    • Situation: Developing an e-commerce platform for the sales team.
    • Task: Ensure the platform met both technical standards and sales requirements.
    • Action: I organized regular meetings, translating technical constraints into understandable terms and gathering feedback.
    • Result: The platform was launched successfully, meeting both tech and sales objectives.
• 5. How do you prioritize tasks during a project with tight deadlines?
  • Answer:
    • Situation: Three projects were due in the same week.
    • Task: Ensure timely completion without sacrificing quality.
    • Action: I evaluated the projects based on complexity and importance, allocating resources accordingly.
    • Result: All projects were delivered on schedule with high-quality standards.
• 6. Describe a time when you mentored a junior developer.
  • Answer:
    • Situation: A new hire struggled with our tech stack.
    • Task: Accelerate their learning curve and integration into the team.
    • Action: I provided one-on-one sessions, shared resources, and gave hands-on tasks.
    • Result: The junior developer became proficient and contributed effectively within a month.
• 7. Tell me about a time you had to make a significant technical decision.
  • Answer:
    • Situation: Our application’s load time was exceeding acceptable limits.
    • Task: Enhance the user experience by reducing load time.
    • Action: I proposed migrating to a more scalable architecture and led the transition.
    • Result: Load times decreased by 70%, enhancing user satisfaction.
• 8. How have you managed disagreements in technical discussions?
  • Answer:
    • Situation: During a team meeting, there were opposing views on a database solution.
    • Task: Reach a consensus without causing friction.
    • Action: I facilitated a session where each side presented pros and cons, followed by a collaborative discussion.
    • Result: We chose a hybrid approach, taking into account all viewpoints.
• 9. Describe a time when you had to learn a new technology or language for a project.
  • Answer:
    • Situation: A client required a solution in a programming language unfamiliar to me.
    • Task: Deliver a high-quality product using the new language.
    • Action: I underwent intensive training, practiced through mini-projects, and sought peer reviews.
    • Result: The solution was delivered on time and met the client’s expectations.
• 10. How do you ensure the quality of your code?
  • Answer:
    • Situation: I was responsible for a module that would integrate with larger systems.
    • Task: Ensure bug-free and efficient code.
    • Action: I implemented unit tests, conducted peer reviews, and documented thoroughly.
    • Result: The module integrated seamlessly and required minimal revisions.
• 11. Describe a time when you had to handle a project setback.
  • Answer:
    • Situation: A third-party API we integrated changed their terms unexpectedly.
    • Task: Keep the project on track despite the setback.
    • Action: I researched alternative APIs, made a swift transition, and adjusted our codebase.
    • Result: The project was only slightly delayed and still met the primary objectives.
• 12. Tell me about a time you worked on a project outside of your usual responsibilities.
  • Answer:
    • Situation: The company wanted to explore a new potential product area.
    • Task: Develop a prototype for initial testing.
    • Action: I volunteered, researched the domain, and created a working prototype.
    • Result: The prototype provided valuable insights and became the basis for a new product line.
• 13. How do you ensure you stay updated with the latest in tech?
  • Answer:
    • Situation: The tech industry was rapidly incorporating AI solutions.
    • Task: Stay relevant and integrate AI where beneficial.
    • Action: I took online courses, attended conferences, and ran personal experiments.
    • Result: I successfully implemented AI-driven features in our next project.
• 14. Describe a time when you had to balance multiple projects.
  • Answer:
    • Situation: I was the lead developer for two concurrent projects.
    • Task: Ensure both projects progressed without hitches.
    • Action: I delegated tasks strategically, set clear milestones, and maintained frequent communication.
    • Result: Both projects were completed successfully and on time.
• 15. How have you contributed to improving team dynamics?
  • Answer:
    • Situation: Communication gaps were causing project delays.
    • Task: Enhance team communication and cohesion.
    • Action: I initiated daily stand-ups and created a shared documentation platform.
    • Result: Communication improved, leading to more efficient project execution.
• 16. Describe a challenging problem you’ve faced and how you addressed it.
  • Answer:
    • Situation: A legacy system was causing scalability issues.
    • Task: Upgrade the system without causing downtime.
    • Action: I designed a parallel system, transitioned data, and ensured compatibility before making the switch.
    • Result: The new system enhanced scalability without affecting users.
• 17. How do you handle technical debt?
  • Answer:
    • Situation: An older project accumulated significant technical debt.
    • Task: Address the debt without disrupting ongoing development.
    • Action: I scheduled regular refactoring sprints and prioritized the most impactful debt.
    • Result: Technical debt reduced over time, enhancing system performance.
• 18. Tell me about a time when you felt particularly proud of a coding solution.
  • Answer:
    • Situation: A repetitive task was consuming significant manual hours.
    • Task: Automate the task to save time.
    • Action: I developed a script that automated 90% of the manual process.
    • Result: The team saved hundreds of hours annually.
• 19. Describe a time when you disagreed with a product decision and how you approached it.
  • Answer:
    • Situation: A proposed feature seemed redundant and time-consuming.
    • Task: Convey my concerns without appearing confrontational.
    • Action: I presented data showing potential inefficiencies and offered alternative solutions.
    • Result: The team reconsidered, and we implemented a more efficient feature.
• 20. How do you approach debugging challenging issues?
  • Answer:
    • Situation: A recurring bug was hard to replicate.
    • Task: Identify and fix the bug.
    • Action: I created a detailed logging mechanism and collaborated with the QA team to gather insights.
    • Result: The root cause was identified and addressed, resolving the issue.
• 21. Describe a time when you received critical feedback. How did you respond?
  • Answer:
    • Situation: My code lacked sufficient documentation, leading to confusion.
    • Task: Address the feedback and enhance code clarity.
    • Action: I added comprehensive comments, revised documentation, and consulted with the team for clarity.
    • Result: Code comprehension improved, facilitating smoother team collaborations.
• 22. Tell me about a time when you took the initiative on a project or feature.
  • Answer:
    • Situation: I noticed our application lacked mobile responsiveness.
    • Task: Enhance the user experience for mobile users.
    • Action: I proposed a mobile-first redesign and led the implementation.
    • Result: Mobile traffic increased, and user feedback became overwhelmingly positive.

22 Behavioral Interview Questions And Answers For Leadership

Listed below are examples of questions and answers (in the STAR framework) for behavioral questions that are related to leadership. These questions and answers are intended for individual contributors and managers interviewing for senior roles. 

• 1. Describe a time when you led a team through a challenging transition.
  • Answer:
    • Situation: Company merged with a competitor, causing uncertainty among employees.
    • Task: Unify two teams and maintain productivity.
    • Action: Organized team-building activities and clarified roles within the merged company.
    • Result: Teams integrated smoothly, and productivity increased by 15%.
• 2. Tell me about a time you had to deliver difficult feedback.
  • Answer:
    • Situation: A team member consistently missed deadlines.
    • Task: Address the issue without demoralizing them.
    • Action: Held a private conversation, highlighting their strengths but emphasizing the importance of timelines.
    • Result: The team member improved, meeting subsequent deadlines.
• 3. How did you handle a situation where a team disagreed with your decision?
  • Answer:
    • Situation: Proposed a new project management tool which faced resistance.
    • Task: Gain buy-in and ensure a smooth transition.
    • Action: Organized a demo, showcased benefits, and gathered feedback.
    • Result: The team adopted the tool, improving project tracking.
• 4. Describe a time when you helped an underperforming team member.
  • Answer:
    • Situation: A usually productive member started delivering subpar work.
    • Task: Understand the cause and improve their performance.
    • Action: Initiated a one-on-one discussion, identified personal challenges, and offered support.
    • Result: Performance improved, and they returned to being a significant contributor.
• 5. How have you dealt with a high-performing but disruptive team member?
  • Answer:
    • Situation: A top performer frequently interrupted meetings.
    • Task: Maintain their performance while ensuring team cohesion.
    • Action: Addressed the issue privately, emphasizing the value of collaborative discussions.
    • Result: Disruptions decreased, and team collaboration improved.
• 6. Describe a time when you had to lead your team in a high-pressure situation.
  • Answer:
    • Situation: A key project was at risk of missing a client deadline.
    • Task: Ensure delivery without compromising quality.
    • Action: Reallocated resources, held daily check-ins, and provided additional support.
    • Result: The project was delivered on time, meeting client expectations.
• 7. How do you ensure that goals are met when managing multiple teams?
  • Answer:
    • Situation: Oversaw three project teams with simultaneous deadlines.
    • Task: Guarantee timely delivery for all projects.
    • Action: Established a unified tracking system and facilitated inter-team communications.
    • Result: All projects were completed on schedule.
• 8. Tell me about a time you took responsibility for a team mistake.
  • Answer:
    • Situation: A client received a flawed product version.
    • Task: Address the error and maintain client trust.
    • Action: I apologized to the client, ensured a corrected version was delivered, and revised team QA processes.
    • Result: The client appreciated the transparency and retained their contract.
• 9. Describe how you’ve motivated a demoralized team.
  • Answer:
    • Situation: The team faced burnout after a particularly tough quarter.
    • Task: Boost morale and prevent turnover.
    • Action: Organized team-building activities, provided additional days off, and held feedback sessions.
    • Result: Team morale improved, and no members left the company.
• 10. How do you handle conflicts between team members?
  • Answer:
    • Situation: Two senior members disagreed publicly, affecting team dynamics.
    • Task: Resolve the conflict while preserving team unity.
    • Action: Facilitated a mediated conversation between the parties.
    • Result: The disagreement was resolved, and team cohesion remained intact.
• 11. Tell me about a time when you championed diversity and inclusion.
  • Answer:
    • Situation: Noticed a lack of gender diversity in team leadership roles.
    • Task: Ensure diverse representation and promote inclusion.
    • Action: Organized workshops, revised hiring practices, and promoted based on merit.
    • Result: Leadership roles became more balanced, enhancing team perspectives.
• 12. How do you prioritize tasks for your team when everything seems urgent?
  • Answer:
    • Situation: Five critical tasks needed completion on the same day.
    • Task: Ensure all tasks are addressed effectively.
    • Action: Assessed task impact, delegated based on expertise, and provided support.
    • Result: All tasks were completed, maximizing overall productivity.
• 13. Describe a time when you empowered team members to take on leadership roles.
  • Answer:
    • Situation: Recognized potential in junior team members.
    • Task: Develop their leadership skills and elevate their roles.
    • Action: Provided mentorship, delegated significant responsibilities, and offered feedback.
    • Result: Two members advanced to leadership positions within a year.
• 14. How do you handle feedback about your leadership style?
  • Answer:
    • Situation: Feedback indicated a need for more open communication.
    • Task: Improve communication channels without overwhelming the team.
    • Action: Introduced weekly open forums and maintained an open-door policy.
    • Result: Team communication improved, leading to better project outcomes.
• 15. Describe a time when you had to make a tough decision that was unpopular.
  • Answer:
    • Situation: Budget cuts required reducing team size.
    • Task: Ensure company sustainability while handling layoffs compassionately.
    • Action: Analyzed team roles, made necessary cuts, and provided support to those affected.
    • Result: The company remained stable, and affected individuals received ample severance.
• 16. How have you ensured your team stays updated with industry trends?
  • Answer:
    • Situation: Rapid technological changes threatened to make our practices obsolete.
    • Task: Keep the team updated and competitive.
    • Action: Organized training sessions and encouraged conference attendance.
    • Result: Team skills remained cutting-edge, improving our market position.
• 17. Describe a time when you’ve had to change your leadership approach.
  • Answer:
    • Situation: A remote working shift affected team dynamics.
    • Task: Adapt leadership style to the new format.
    • Action: Introduced digital communication tools and organized virtual team events.
    • Result: Team cohesion was maintained, and productivity levels remained high.
• 18. How do you set clear expectations for your team?
  • Answer:
    • Situation: Ambiguous project objectives led to wasted efforts.
    • Task: Clarify goals and reduce inefficiencies.
    • Action: Set clear milestones, provided detailed documentation, and held regular check-ins.
    • Result: Project execution became more streamlined and goal-oriented.
• 19. Describe a time when you led by example.
  • Answer:
    • Situation: Team morale was low due to extended work hours.
    • Task: Boost morale by showing commitment.
    • Action: I was the first to arrive and last to leave, ensuring everyone received necessary support.
    • Result: The team’s spirit improved, noting the shared commitment.
• 20. How do you balance delegation with getting involved directly?
  • Answer:
    • Situation: A critical project was falling behind schedule.
    • Task: Get the project on track without micromanaging.
    • Action: Delegated specific tasks while directly overseeing critical components.
    • Result: The project was completed on time, and team members felt empowered.
• 21. Tell me about a time when you had to manage upwards.
  • Answer:
    • Situation: A proposed initiative faced resistance from senior management.
    • Task: Gain upper management’s approval.
    • Action: Prepared data-driven arguments and presented potential outcomes.
    • Result: The initiative was approved and later contributed to a 20% revenue increase.
• 22. How do you handle a situation where a team member is resistant to your leadership?
  • Answer:
    • Situation: A senior member was skeptical of my strategies.
    • Task: Gain their trust and foster collaboration.
    • Action: Held one-on-one sessions, listened to their concerns, and incorporated their feedback.
    • Result: The member became an active collaborator, enhancing team outcomes.

Is A Coding Interview More Important Than A Behavioral Interview?

A coding interview is not more important than a behavioral interview. They’re both equally important to prepare for and pass individually, to pass an interview process. However, software engineers usually need to spend more time preparing to ace coding interviews because they’re known to be more difficult than behavioral interviews.

How Should A Software Engineer Prioritize Behavioral vs. Technical Interviews?

A software engineer should prioritize the coding interviews (technical interviews) more than behavioral interviews the more junior they are in their career. This is because the coding interview is weighted more towards the evaluation of technical candidates who are earlier on in their careers.

For instance, intern software engineers and new-graduate software engineers should put the vast majority of their interview preparation efforts into preparing for coding interviews. A more senior software engineer like a senior software engineer or staff software engineer should prioritize preparing for behavioral questions more because it’s more important for them.

Where Can A Software Engineer Practice Coding and Behavioral Interviews?

A software engineer can practice coding and behavioral interviews by doing mock interviews. Software engineers can do mock interviews for coding and behavioral interviews on mock coding interview platform websites like Pramp and Interviewing.io.