30 Behavioral

Interview Questions
to Identify High-Potential
Candidates

Talent Solutions
Table of contents

Why behavioral interview questions matter 3

6 soft skills that reflect potential 4
Adaptability questions 5
Culture add questions 7
Collaboration questions 9
Leadership questions 11
Growth potential questions 13
Prioritization questions 15
Creative questions 17

30 Behavioral Interview Questions 2

Why behavioral interview
questions matter
Great businesses are built on people. People who not only have
the right skills and experience, but who have the potential to
do great things in the role, the team and in the company.

However, screening candidates for potential is the toughest

part of an interview. Oftentimes you assess someone’s
potential by looking at their soft skills and unqiue perspectives.
Yet in a 30 minute conversation, it’s really difficult to fully
understand the person behind the profile.

The good news is that behavioral interview questions are a

proven way to reveal a person’s potential, specifically their
ability to adapt, grow, collaborate, prioritize, lead, and
strengthen company culture. By looking at their past behavior
as well as their skills and experience, you’ll instinctively know
if they have all the qualities you need in your next hire.

To help you be more efficient and effective, we surveyed nearly

1,300 hiring managers for their top behavioral interview
questions. Scroll through for the best questions to ask, and
tips to glean the answers you need.

30 Behavioral Interview Questions 3

6 soft skills that reflect potential
Potential can be interpreted many ways, but there are common soft skills and characteristics found among successful hires and high-potential
people. Here are the most important soft skills hiring managers look for during interviews (ranked in order of importance):

1 Adaptability 4 Leadership

2 Culture add 5 Growth potential

3 Collaboration 6 Prioritization

30 Behavioral Interview Questions 4

Adaptability

30 Behavioral Interview Questions 5

How to screen for
adaptability M O ST P O P U L A R

1 Tell me about a time when you were asked to do something you

69
had never done before. How did you react? What did you learn?

% the time when we had to do 60 wpm

Describe a situation in which you embraced a new system, process,

of hiring managers say adaptability is the most

2 technology, or idea at work that was a major departure from the
old way of doing things.
important soft skill they screen for. It makes sense -
to stay competitive today, your company needs to be
able to adapt to a changing economy and business
3
Recall a time when you were assigned a task outside of your job
needs. That means you need employees who can description. How did you handle the situation? What was the outcome?
adapt as well, and high-potential people often have
this ability. the time when we had to do 60 wpm | teach kids |

Here are some of the most popular questions to ask: 4 Tell me about the biggest change that you have had to deal with.
How did you adapt to that change?

the time when we had to do 60 wpm | teach kids |

5 Tell me about a time when you had to adjust to a colleague’s working

style in order to complete a project or achieve your objectives.
work till the frontend team finishes

30 Behavioral Interview Questions 6

Culture add

30 Behavioral Interview Questions 7

How to screen for
culture add M O ST P O P U L A R

1 What are the three things that are most important to you in a job?

When we talk about culture fit, we don’t mean falling challenging, serving higher purpose and expand the horizons of tech

2
into a “hire like me” mentality. If all of your employees Tell me about a time in the last week when you’ve been satisfied,
act and think the same, your company won’t thrive. energized, and productive at work. What were you doing?

Instead, look for candidates who share the same

3
beliefs and values as your organization, but also What’s the most interesting thing about you that’s not on
bring diversity of thought and experience that will your resume?
drive your company forward. We call this a “culture
add”. Plus, research shows that employees who are
a good culture fit are more likely to stay with your
company and will have greater performance and
4 What would make you chose our company over others?

job satisfaction.

Here are some of the most popular questions to ask: 5 What’s the biggest misconception your coworkers have about
you and why do they think that?

30 Behavioral Interview Questions 8

Collaboration

30 Behavioral Interview Questions 9

How to screen for
collaboration M O ST P O P U L A R

Give an example of when you had to work with someone who

1 was difficult to get along with. How did you handle interactions
with that person?
Done right, collaboration keeps the business moving at
a fast pace. Done wrong, employees find it extremely
distracting. When you look at an organization’s top
collaborative contributors, and look at employees who
are recognized as top performers, there is about a
2 Tell me about a time when you were communicating with someone
and they did not understand you. What did you do?

50 %*
overlap. So hiring people who can collaborate effectively
3 Tell me about one of your favorite experiences working with a team
and your contribution.

and work well with others is essential to success.

4
Describe the best partner or supervisor with whom you’ve worked.
Here are some of the most popular questions to ask: What part of their managing style appealed to you?

5 Can you share an experience where a project dramatically shifted

directions at the last minute? What did you do?

30 Behavioral Interview Questions 10

* Collaboration Overload
Leadership

30 Behavioral Interview Questions 11

How to screen for
leadership M O ST P O P U L A R

Tell me about the last time something significant didn’t go

1 according to plan at work. What was your role? What was
the outcome?
Research shows that organizations with high quality
leaders are

13x 2
Describe a situation where you needed to persuade someone to see
things your way. What steps did you take? What were the results?

more likely to outperform their competition.* During the

3
Give me an example of a time when you felt you led by example.
interview, assess if the candidate can inspire, motivate,
What did you do and how did others react?
and unleash potential in others.

Here are some of the most popular questions to ask:

4
Tell me about the toughest decision you had to make in the last
six months.

5
Have you ever had to “sell” an idea to your coworkers or group?
How did you do it? What were the results?

* 10 Ways to Grow Leaders in Your Business 30 Behavioral Interview Questions 12

Growth potential

30 Behavioral Interview Questions 13

How to screen for
growth potential M O ST P O P U L A R

Recall a time when your manager was unavailable when a

1 problem arose. How did you handle the situation? With whom
did you consult?
Today’s fast-paced work environments require
employees who can do the job now, and have the
potential to grow into new roles or leadership
positions at your company in the future. After all, if
an employee leaves, it costs your company
2 Describe a time when you volunteered to expand your knowledge
at work, as opposed to being directed to do so.

1.5x
that employee’s salary to replace her.* That means
3 What would motivate you to make a move from your current role?

that hiring people who have the potential to grow

within your company not only saves you the pain of
4 When was the last occasion you asked for direct feedback from a
superior? Why?
replacing them, but also saves you money.

You can predict if a candidate has what it takes by 5 What’s the biggest career goal you’ve ever achieved?
screening for goal setting and self-motivation. Here
are some of the most popular questions to ask:

30 Behavioral Interview Questions 14

* Why More Employees Are Considering Leaving Their Companies
Prioritization

30 Behavioral Interview Questions 15

How to screen for
prioritization M O ST P O P U L A R

1 Tell me about a time when you had to juggle several projects at the
same time. How did you organize your time? What was the result?
When juggling multiple tasks, we have to be able to
decide which ones need to be tackled immediately, and
which ones can wait. Hiring someone who can’t get this
right means that key due dates and project timelines 2 Tell me about a project that you planned. How did you organize
and schedule the tasks?
can fall through the cracks, ultimately hurting your
business. People who can manage their time and
prioritize effectively will help your business thrive.
3 Describe a time when you felt stressed or overwhelmed. How
did you handle it?
Here are some of the most popular questions to ask:

4 Give an example of a time when you delegated an important

task successfully.

5 How do you determine what amount of time is reasonable for

a task?

30 Behavioral Interview Questions 16

Creative Questions

30 Behavioral Interview Questions 17

Leaders share their most creative questions
To keep things interesting, we collected unconventional questions that top business and talent leaders like to ask. Sprinkle in one of these during
your interview. The answer can reveal a lot about the candidate’s personality and the way they think.

1 2 3 4 5
“Why shouldn’t “How would your “It’s 12 p.m. “Is better to submit “On a scale of
I hire you?” manager describe one year from a project that’s 1 to 10, how
Adam Grant you? Now tell now. What are perfect and late, weird are you?”
Wharton professor me, how would you doing?” or one that’s good Tony Hsieh
and best-selling your best friend Angela Bortolussi and on time?” CEO at Zappos
author
describe you?” Partner at Social Obed Louissant
Recruiting
Krista Williams VP of HR at IBM
Talent Acquisition
Manager at Swarovski

30 Behavioral Interview Questions 18

Get the answers you need
While these interview questions help you identify high-potential candidates and select the best, asking the right questions doesn’t guarantee great
answers. Push candidates to give you better information by doing the following:

1 2 3 4
Use the S.T.A.R. Don’t except situational Give them time: Often Follow up: Hone in
system: As the responses: When good answers come on a specific piece of
candidate answers you ask for specific after a moment of missing information
each question, make examples, make sure reflection, so don’t rush in their response to
sure they describe candidates don’t give you candidates or write dig deeper into the
the Situation, Task, situational (hypothetical) them off if they don’t situation.
Action, and Result. information. answer quickly.

30 Behavioral Interview Questions 19

Be prepared for the reverse interview
After putting candidates in the hot seat, they’re ready to turn the tables on you. Give them the info they’re hungry for: 70% of candidate say they want
more details into the role & responsibilities, followed by how they fit within the team, and information about the company mission and vision*.

Be prepared to answer the following questions:

1 2 3 4 5 6
What’s the biggest What does If you could What type How did the Why do
opportunity success look describe your of person is company people say
for this role? like in this team in 3 works well determine its
What’s the most position? words, what with this team? mission? about your
challenging would they be company?
element about and why?
this role?

30 Behavioral Interview Questions 20

* Inside the Mind of Today’s Candidate
Can’t get enough?

If you’re still hungry for interview questions, there’s so

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30 Behavioral Interview Questions 21

Methodology About the authors

In May 2016, LinkedIn surveyed 1,297 Hiring Managers

in the US, Canada, UK, Netherlands, Australia and India. Lydia Abbot
Hiring Managers are defined as those who currently Blog Editor & Associate Content Marketing Manager
manage people and either recently hired, are currently
trying to hire or are planning to hire new people for
their team (based on survey responses). Members
were selected at random to take our survey and are
representative of the LinkedIn sample. The LinkedIn Maria Ignatova
sample (and our analysis) is influenced by how Global Content Marketing Lead, Thought
members choose to use the site, which can vary based Leadership and Insights
on professional, social, and regional culture, as well
as overall site availability and accessibility. These
variances were not accounted for in the analysis.
Allison Schnidman
Senior Manager, Research Operations

30 Behavioral Interview Questions 22

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