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Key takeaways:

• Behavioural interview questions focus on past actions to predict future performance
• Well-designed questions are tied directly to key job competencies
• STAR-based answers (Situation, Task, Action, Result) provide structure and depth
• Behavioural interviews reduce hiring bias and increase predictive accuracy
• Customising questions for each role ensures relevance and better hiring outcomes

Introduction

Hiring the wrong person is costly. Not just in time and money—but in team morale, productivity, and customer satisfaction. That’s why smart organisations in Australia are shifting from gut-feel interviews to structured, behavioural interviews.

Why? Because past behaviour is one of the best predictors of future performance.

Here’s how to create behavioural interview questions that work—so you hire the right person, every time.

What Are Behavioural Interview Questions?

Behavioural interview questions ask candidates to describe how they’ve handled real situations in the past. The goal? To assess whether they can replicate similar success in your role. 

Instead of asking, “Can you handle stress?”, a behavioural question would be:

“Tell me about a time you had to deliver a project under tight deadlines. What did you do, and what was the outcome?”

These questions reveal more than just skills. They uncover values, judgement, resilience, and interpersonal habits.

Why Use Behavioural Interviews?

• They predict future job performance
  Research consistently shows that behavioural interviews are more effective than traditional interviews in assessing capability.
• They minimise hiring bias
  Structured questions asked in the same way help reduce unconscious bias.
• They test real-world competence
  You’re not asking what they would do—you’re hearing what they actually did.

The STAR Method: Structure Matters

Encourage candidates to use the STAR format when answering behavioural questions:

STAR Element	What It Means
Situation	What was the context or challenge?
Task	What were they responsible for?
Action	What specific steps did they take?
Result	What happened, and what did they learn?

Candidates who follow STAR give clearer, more relevant responses.

How to Design Behavioural Interview Questions That Work

Follow these steps:

1. Define What Success Looks Like in the Role

Before writing questions, identify the key competencies required. These might include:

• Communication
• Problem-solving
• Time management
• Leadership
• Collaboration
• Conflict resolution
• Initiative

Tip: Talk to high performers in the role. Ask what makes someone thrive.

2. Write Questions That Reflect Each Competency

Here are sample behavioural interview questions for popular competencies:

Competency	Behavioural Interview Question
Problem-solving	“Describe a time when you faced a complex problem. How did you approach it?”
Communication	“Tell me about a time when you had to explain something complicated to a client.”
Teamwork	“Give an example of how you’ve worked with a difficult team member.”
Initiative	“Tell me about a time you went above your job description to get something done.”
Adaptability	“Describe a situation where you had to adjust to a significant change.”
Leadership	“Share a time when you led a project. How did you motivate others?”

3. Customise Questions for the Role

If you’re hiring for:

• Sales: Focus on negotiation, persistence, and handling rejection.
• Customer service: Ask about conflict resolution and empathy.
• Project management: Probe planning, deadlines, and stakeholder communication.
• IT roles: Ask about troubleshooting, collaboration, and managing complex tasks under pressure.

4. Rate Responses Using a Scoring System

Use a consistent 1–5 scale for each answer. Rate how well they demonstrated:

• Clarity
• Relevance
• Outcome
• Use of STAR format

Example:

Rating	Response Quality
1	Vague, irrelevant, no clear action
3	Basic example, some structure, average result
5	Clear STAR format, relevant, strong result

5. Probe for More Detail

Candidates may be nervous or vague at first. Ask follow-ups like:

• “What was the biggest challenge in that situation?”
• “What did you learn?”
• “What would you do differently next time?”

Common Mistakes to Avoid

• Too hypothetical: “What would you do if…” is not a behavioural question.
• Overloading questions: Keep it simple—ask one competency per question.
• Not scoring consistently: Use a standard rubric for fairness.
• Skipping follow-ups: Dig deeper when answers are surface-level.

Benefits of Using Behavioural Interviews

Benefit	Description
Better hires	You assess real-world capability, not just surface charm
Increased retention	Hiring people who fit the role well reduces turnover
Fairer process	All candidates are assessed against the same standard
Alignment with legal standards	Structured interviews reduce the risk of discriminatory hiring practices
Improved team fit	You can assess alignment with company culture and values

Sample Behavioural Interview Template

Section	Example
Introduction	“We’ll be using behavioural questions to learn how you’ve handled past situations.”
Question 1 (Teamwork)	“Describe a time when you had to collaborate with a team under pressure.”
Question 2 (Problem-solving)	“Tell me about a time you faced a major obstacle. How did you overcome it?”
Question 3 (Leadership)	“Have you ever taken the lead on a challenging task? What was the outcome?”
Wrap-up	“Do you have any reflections on how you approach challenges in general?”

Conclusion

Behavioural interviews aren’t about catching people out—they’re about giving them the chance to show what they’ve actually done. When designed well, they help you hire smarter, fairer, and more confidently.

Need help building a more effective interview process? Explore HR and leadership training with National Training and start hiring with confidence.

FAQs

1. What is the main goal of a behavioural interview?

The main goal of a behavioural interview is to evaluate how a candidate has responded to real-world situations in the past to predict how they’re likely to perform in the future. Rather than relying on hypothetical or theoretical responses, behavioural questions focus on concrete examples that reveal a person’s competencies, values, and problem-solving approach. This method provides a clearer picture of the candidate’s actual work habits, helping hiring managers make evidence-based decisions that reduce risk and improve role fit.

2. How many behavioural questions should I ask in an interview?

An ideal behavioural interview should include between four to six well-crafted questions, each aligned with a specific competency or skill that is critical to success in the role. This allows you to dig deep without overwhelming the candidate or running out of time. Too few questions may not provide enough insight into the candidate’s performance, while too many can lead to fatigue and diminish the quality of responses. Focus on the most important traits for the role, such as teamwork, problem-solving, adaptability, or leadership.

3. Can I use behavioural questions for entry-level roles?

Yes, behavioural questions are highly effective for entry-level roles, even if candidates have limited professional experience. You can prompt them to draw from part-time jobs, school projects, volunteer work, internships, or extracurricular activities. These experiences still offer valuable insights into how candidates manage responsibility, work with others, handle feedback, or solve problems. The key is to frame the question so it’s relevant to their background and gives them the opportunity to show transferable skills.

4. What’s the best way to assess answers?

The best way to assess behavioural interview answers is to use a structured scoring system based on clear criteria—such as relevance, clarity, use of the STAR method, and the outcome achieved. Ideally, each question is rated on a scale (e.g. 1–5), allowing interviewers to remain objective and consistent across candidates. By using this approach, you eliminate gut-feel decision-making and ensure that every applicant is evaluated on merit, using evidence from their own past experiences.

5. How can behavioural interviews improve diversity in hiring?

Behavioural interviews help improve diversity by creating a fair, structured, and consistent process that reduces unconscious bias. Every candidate is asked the same set of role-relevant questions, which shifts the focus away from personal background or superficial impressions and towards demonstrated capability. This method levels the playing field, giving all applicants—regardless of gender, culture, age, or background—an equal opportunity to present their experience and skills in a meaningful way.