5 behavioural interview questions and how to answer them

By Beth Wallace

Behavioural interview questions are one of many tools that recruiters use to assess a candidate’s suitability for a role.

Such questions, which typically start with “Tell me about a time when…”, give employers insight into how candidates have handled real-life situations. 

Interviewees’ responses are also a good indicator of future performance, explains Caroline Edwards, business director at Hays Australia. 

“These questions help assess key competencies such as problem-solving, teamwork, adaptability and leadership, which are critical in high-pressure, detail-oriented roles,” she says.

The best way to answer behavioural interview questions is with specific, concise examples that demonstrate both the candidate’s skills and problem-solving ability, says Daniel Rogers, Australian managing director at Robert Walters.

“Focus on results and be honest, clear and direct in your responses,” he advises.

What is the STAR method when interviewing? 

One proven way to answer behavioural interview questions is with the STAR method. This technique presents a straightforward format for telling a story, laying out the situation, task, action and result:

• Situation: Briefly describe the context or situation.
• Task: Outline the specific responsibility or challenge.
• Action: Detail the steps taken to address the task.
• Result: Share the outcome, emphasising measurable or positive results.

The STAR method helps candidates avoid rambling or missing critical details and allows interviewers to easily follow and evaluate the response, Edwards says. 

“This method allows candidates to tell a story, which lets a potential employer see more of their personality,” she adds. 

“When we recall a situation through storytelling, the emotions that were felt at the time also tend to come through, revealing more about a person than a rehearsed answer.”

Common behavioural interview questions

Here, Edwards and Rogers share five common behavioural interview questions and offer tips for answering them using the STAR method.

Question 1: Can you tell me about a time you identified an error in financial data and how you handled it?

Purpose: To assess attention to detail, analytical skills and accountability.

Preparation tip: Choose an example where your diligence prevented a potential financial or reputational risk.

Sample answer:

• Situation: While reviewing quarterly reports, I noticed a discrepancy in the expense figures.
• Task: My responsibility was to identify the root cause.
• Action: I cross-referenced financial records, discovered a duplicate entry and corrected it.
• Result: This avoided a A$50,000 misstatement in financial reporting and earned recognition from senior management.

Question 2: Can you describe a time when you had to work under tight deadlines to deliver financial reports?

Purpose: To evaluate time management, prioritisation and the ability to work under pressure.

Preparation tip: Focus on a scenario that highlights both efficiency and accuracy.

Sample answer:

• Situation: During the end-of-year reporting cycle, an unexpected audit request required urgent preparation of additional documents.
• Task: I was responsible for collating and verifying financial data within 48 hours.
• Action: I prioritised critical documents, delegated tasks effectively and worked extended hours.
• Result: The audit proceeded without delays and our team received positive feedback for preparedness.

Question 3: Can you tell me about a time you worked with a difficult team member?

Purpose: To understand conflict resolution, emotional intelligence and teamwork.

Preparation tip: Share an example where you maintained professionalism and achieved a positive outcome.

Sample answer:

• Situation: A colleague was consistently missing deadlines, affecting our month-end close process.
• Task: I needed to address the issue without escalating tensions.
• Action: I scheduled a one-on-one meeting, expressed my concerns respectfully and offered support to manage their workload.
• Result: They appreciated the conversation, improved their time management, and we successfully met our deadlines.

Question 4: Can you share an example when you had to explain financial information to a non-financial stakeholder?

Purpose: To assess communication and the ability to simplify complex financial data.

Preparation tip: Highlight clarity, patience and adaptability in your response.

Sample answer:

• Situation: I had to present quarterly financial results to a board consisting of non-financial executives.
• Task: My role was to ensure they understood the implications of key financial trends.
• Action: I prepared a simplified presentation with visual aids and avoided jargon.
• Result: The board members engaged actively and made informed strategic decisions based on my presentation.

Question 5: Can you tell me about a time you improved a process?

Purpose: To measure problem-solving and process optimisation.

Preparation tip: Talk about how you improved efficiency.

Sample answer:

• Situation: In my previous role, our month-end closing process was taking longer than expected, primarily due to a reliance on manual data entry.
• Task: I was tasked with finding a way to streamline the process.
• Action: I proposed and implemented an automated solution. 
• Result: The month-end closing time was reduced by 30 per cent and errors decreased significantly, improving overall efficiency and accuracy.

How to answer behavioural interview questions when you don’t have experience

When recruiters ask about a scenario you’ve never faced, Rogers recommends emphasising similar experiences or transferable skills.

“Show your problem-solving abilities and willingness to learn,” he suggests. “For example, instead of saying ‘I haven’t managed tight deadlines before’, you could say something like ‘I haven’t had the opportunity to manage tight deadlines in this role yet, but I’ve handled similar situations by organising tasks and communicating effectively’.”

Edwards agrees, adding that candidates can still provide strong answers by drawing on academic projects, volunteer work or personal experiences. 

“The key is to demonstrate the competency or behaviour the question seeks, even if the context differs,” she says.

This approach reassures employers of the candidate’s ability to adapt, learn and grow into the role, says Edwards, “even without direct experience”.