{"id":10088,"date":"2026-09-09T01:08:20","date_gmt":"2026-09-09T01:08:20","guid":{"rendered":"https:\/\/voicit.com\/?page_id=10088"},"modified":"2026-09-09T09:30:38","modified_gmt":"2026-09-09T09:30:38","slug":"behavioral-interview-questions","status":"publish","type":"page","link":"https:\/\/voicit.com\/en\/interview-questions\/behavioral-interview-questions\/","title":{"rendered":"Behavioral Interview Questions to Ask Candidates"},"content":{"rendered":"<style>\n.ast-article-single .entry-title{max-width:820px;text-wrap:balance}\n.vq{font-family:Manrope,-apple-system,BlinkMacSystemFont,'Segoe UI',sans-serif;color:#161616;max-width:820px;margin:0;font-size:18px;line-height:1.7;counter-reset:vqq}\n.vq h2{font-size:1.5em;line-height:1.25;margin:2.4rem 0 1rem;color:#161616;text-wrap:balance}\n.vq h3{font-size:1.15em;margin:1.5rem 0 .55rem;color:#161616;text-wrap:balance}\n.vq p{margin:0 0 1.05rem}\n.vq a{color:#046bd2}\n.vq .vq-crumb{font-size:.88em;margin:0 0 1.2rem;color:#6E6E6E}\n.vq 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heredados del tema dentro de las tarjetas *\/\n.vq--hub .vq-card,.vq--hub .vq-card *,\n.vq--hub .vq-pillar,.vq--hub .vq-pillar *,\n.vq--hub .vq-relcard,.vq--hub .vq-relcard *{text-decoration:none !important}\n\/* Con una o dos gu\u00edas en un grupo, la rejilla de 3 dejaba la tarjeta sola pegada a\n   la izquierda. Se centran hasta que el grupo crezca. *\/\n.vq--hub .vq-grid:has(>:last-child:nth-child(-n+2)){grid-template-columns:repeat(auto-fit,minmax(300px,352px));\n  justify-content:center}\n.vq--hub .vq-howcard{background:#F7F7F4;border-radius:14px}\n.vq--hub .vq-cta{margin-top:3rem}\n.vq--hub .vq-author{max-width:780px;margin-left:auto;margin-right:auto}\n@media(max-width:900px){\n  .vq--hub .vq-grid,.vq--hub .vq-how{grid-template-columns:repeat(2,1fr)}\n  .vq--hub .vq-stat{padding:0 1.2rem}\n}\n@media(max-width:600px){\n  .vq--hub .vq-grid,.vq--hub .vq-how{grid-template-columns:1fr}\n  .vq--hub .vq-stats{flex-direction:column;gap:.9rem}\n  .vq--hub .vq-stat{border-right:0;padding:0}\n  body.page-id-9573 .ast-article-single .entry-title{font-size:1.9em}\n}\n@media(max-width:600px){.ast-article-single .entry-title{margin-top:1.6rem}\n.vq{padding-bottom:2.6rem;font-size:17px}.vq table{font-size:.88em}\n  .vq .vq-toc ol{columns:1}\n  .vq .vq-author{flex-direction:column;gap:.7rem}}\n<\/style>\n<div class=\"vq\" data-no-translation>\n<p class=\"vq-crumb\"><a href=\"https:\/\/voicit.com\/en\/interview-questions\/\">Interview Questions Library<\/a> &nbsp;\/&nbsp; Behavioral Interview Questions to Ask Candidates<\/p>\n<div class=\"vq-byline\"><img loading=\"lazy\" decoding=\"async\" src=\"https:\/\/www.gravatar.com\/avatar\/9606a7cf8a077e463d66ccba5e8cd71f?s=96\" width=\"36\" height=\"36\" alt=\"\u00c1lvaro Arrescurrenaga\" loading=\"lazy\"><span>Updated: August 2026 \u00b7 By <b>\u00c1lvaro Arrescurrenaga<\/b>&nbsp;\u00b7 CEO of Voicit<\/span><\/div>\n<ul class=\"vq-chips\">\n<li>24 questions<\/li>\n<li>Scoring rubric 1&ndash;5<\/li>\n<li>Updated August 2026<\/li>\n<\/ul>\n<div class=\"vq-answer\"><span class=\"vq-lbl\">Short answer<\/span><\/p>\n<p>A behavioral interview question asks for one real past situation, not an opinion: \u00abTell me about a time you\u2026\u00bb. The evidence is in the details the candidate can give (what they did, why, what happened). Ask two per competency, follow up with STAR, and score the evidence on the same 1-5 scale for every candidate.<\/p>\n<\/div>\n<p>Behavioral questions are the highest-validity tool an interviewer has, and also the easiest to waste. Most lists online are written for candidates: how to prepare a polished answer. This one is for the person asking. Each of the 24 questions below tells you which competency it measures, what a strong answer contains, the follow-up that separates a real story from a rehearsed one, and the red flag that should make you dig deeper.<\/p>\n<nav class=\"vq-toc\"><span class=\"vq-lbl\">On this page<\/span><\/p>\n<ol>\n<li><a href=\"#sec-1\">How to ask a behavioral question so the answer is usable<\/a><\/li>\n<li><a href=\"#sec-2\">Communication<\/a><\/li>\n<li><a href=\"#sec-3\">Teamwork and collaboration<\/a><\/li>\n<li><a href=\"#sec-4\">Problem solving<\/a><\/li>\n<li><a href=\"#sec-5\">Results orientation<\/a><\/li>\n<li><a href=\"#sec-6\">Adaptability<\/a><\/li>\n<li><a href=\"#sec-7\">Leadership (for roles with reports)<\/a><\/li>\n<li><a href=\"#sec-8\">Scoring the answers<\/a><\/li>\n<\/ol>\n<\/nav>\n<h2 id=\"sec-1\">How to ask a behavioral question so the answer is usable<\/h2>\n<p>Three rules. One: ask for a specific situation, never a habit (\u00abtell me about a time\u00bb, not \u00abhow do you usually\u00bb). Two: follow the STAR structure with your follow-ups, not with the question itself: if the candidate skips the Action or the Result, ask for it. Three: write down what they did, in their words. You will score that, not your impression of them.<\/p>\n<div class=\"vq-tw\">\n<table>\n<tr>\n<td>STAR part<\/td>\n<td>What you are listening for<\/td>\n<td>Follow-up if it is missing<\/td>\n<\/tr>\n<tr>\n<td>Situation<\/td>\n<td>A concrete context: team, deadline, constraint<\/td>\n<td>\u00abWhen was this, and what was your role exactly?\u00bb<\/td>\n<\/tr>\n<tr>\n<td>Task<\/td>\n<td>What was expected of them, not of the team<\/td>\n<td>\u00abWhat were you personally responsible for?\u00bb<\/td>\n<\/tr>\n<tr>\n<td>Action<\/td>\n<td>First-person verbs and decisions<\/td>\n<td>\u00abWhat did you do first? And then?\u00bb<\/td>\n<\/tr>\n<tr>\n<td>Result<\/td>\n<td>An outcome they can measure or describe honestly<\/td>\n<td>\u00abHow did it end? What would you do differently?\u00bb<\/td>\n<\/tr>\n<\/table>\n<\/div>\n<h2 id=\"sec-2\">Communication<\/h2>\n<p>You are testing whether they adapt the message to the listener and check that it landed.<\/p>\n<div class=\"vq-q\"><span class=\"vq-ask\"><span>Tell me about a time you had to explain something complex to someone who did not share your background.<\/span><\/span><span class=\"vq-look\"><b>What a strong answer shows:<\/b> They name the listener, what they simplified, and how they checked understanding.<\/span><span class=\"vq-flag\"><b>Red flag:<\/b> They describe the topic at length and never mention the other person.<\/span><\/div>\n<div class=\"vq-q\"><span class=\"vq-ask\"><span>Describe a situation where a misunderstanding cost you or your team time. What did you change afterwards?<\/span><\/span><span class=\"vq-look\"><b>What a strong answer shows:<\/b> They own their share and made a concrete change (written follow-up, a different channel, a summary).<\/span><span class=\"vq-flag\"><b>Red flag:<\/b> The misunderstanding is entirely the other person&#8217;s fault.<\/span><\/div>\n<div class=\"vq-q\"><span class=\"vq-ask\"><span>Give me an example of difficult feedback you gave to a colleague or a report.<\/span><\/span><span class=\"vq-look\"><b>What a strong answer shows:<\/b> Specific behaviour, delivered privately and early, with a follow-up.<\/span><span class=\"vq-flag\"><b>Red flag:<\/b> \u00abI am very direct\u00bb with no example, or feedback that was really a complaint to a third party.<\/span><\/div>\n<div class=\"vq-q\"><span class=\"vq-ask\"><span>Tell me about a time you had to deliver bad news to a client or manager.<\/span><\/span><span class=\"vq-look\"><b>What a strong answer shows:<\/b> They led with the fact, brought data and an alternative.<\/span><span class=\"vq-flag\"><b>Red flag:<\/b> They delayed the news until it was unavoidable.<\/span><\/div>\n<h2 id=\"sec-3\">Teamwork and collaboration<\/h2>\n<p>Conflict handled well, credit shared, dependencies managed without blame.<\/p>\n<div class=\"vq-q\"><span class=\"vq-ask\"><span>Tell me about a disagreement with a colleague and how it was resolved.<\/span><\/span><span class=\"vq-look\"><b>What a strong answer shows:<\/b> They tried to understand the other position before winning the argument; the outcome is stated.<\/span><span class=\"vq-flag\"><b>Red flag:<\/b> The story ends with them being right and the other person leaving.<\/span><\/div>\n<div class=\"vq-q\"><span class=\"vq-ask\"><span>Describe a project where you depended on other people to deliver your part.<\/span><\/span><span class=\"vq-look\"><b>What a strong answer shows:<\/b> They managed the dependency actively: early alignment, visible deadlines, escalation when needed.<\/span><span class=\"vq-flag\"><b>Red flag:<\/b> The delay is described as something that happened to them.<\/span><\/div>\n<div class=\"vq-q\"><span class=\"vq-ask\"><span>Give me an example of a time you gave up something you wanted for the good of the team.<\/span><\/span><span class=\"vq-look\"><b>What a strong answer shows:<\/b> A real trade-off with a reason, and no resentment.<\/span><span class=\"vq-flag\"><b>Red flag:<\/b> They cannot think of one.<\/span><\/div>\n<div class=\"vq-q\"><span class=\"vq-ask\"><span>Tell me about a colleague who was not pulling their weight. What did you do?<\/span><\/span><span class=\"vq-look\"><b>What a strong answer shows:<\/b> A direct conversation first, then escalation with facts.<\/span><span class=\"vq-flag\"><b>Red flag:<\/b> They covered for the person indefinitely, or went straight to the manager.<\/span><\/div>\n<h2 id=\"sec-4\">Problem solving<\/h2>\n<p>How they frame a problem, what they ruled out, and how they decided with incomplete information.<\/p>\n<div class=\"vq-q\"><span class=\"vq-ask\"><span>Tell me about a problem nobody on the team knew how to solve. What did you do?<\/span><\/span><span class=\"vq-look\"><b>What a strong answer shows:<\/b> They broke it down, tested a hypothesis, and asked for help at the right moment.<\/span><span class=\"vq-flag\"><b>Red flag:<\/b> A heroic solo effort with no method.<\/span><\/div>\n<div class=\"vq-q\"><span class=\"vq-ask\"><span>Describe a decision you made with incomplete information.<\/span><\/span><span class=\"vq-look\"><b>What a strong answer shows:<\/b> They stated their assumptions, decided, and corrected course when data arrived.<\/span><span class=\"vq-flag\"><b>Red flag:<\/b> They waited for certainty that never came.<\/span><\/div>\n<div class=\"vq-q\"><span class=\"vq-ask\"><span>What is the biggest professional mistake you have made, and what did you learn?<\/span><\/span><span class=\"vq-look\"><b>What a strong answer shows:<\/b> A real mistake with a root cause and a changed behaviour.<\/span><span class=\"vq-flag\"><b>Red flag:<\/b> A disguised strength (\u00abI work too hard\u00bb).<\/span><\/div>\n<div class=\"vq-q\"><span class=\"vq-ask\"><span>Give me an example of a process you improved. How did you measure the improvement?<\/span><\/span><span class=\"vq-look\"><b>What a strong answer shows:<\/b> A before-and-after number, even a rough one.<\/span><span class=\"vq-flag\"><b>Red flag:<\/b> \u00abEveryone said it was better.\u00bb<\/span><\/div>\n<h2 id=\"sec-5\">Results orientation<\/h2>\n<p>Whether they set targets, hit them, and stay honest when they do not.<\/p>\n<div class=\"vq-q\"><span class=\"vq-ask\"><span>Tell me about the achievement you are proudest of. How did you measure it?<\/span><\/span><span class=\"vq-look\"><b>What a strong answer shows:<\/b> A number, a deadline, and their specific contribution inside a team result.<\/span><span class=\"vq-flag\"><b>Red flag:<\/b> A team result presented as personal, or no measure at all.<\/span><\/div>\n<div class=\"vq-q\"><span class=\"vq-ask\"><span>Describe a time you missed a target. What happened?<\/span><\/span><span class=\"vq-look\"><b>What a strong answer shows:<\/b> Honest analysis and what they would do differently.<\/span><span class=\"vq-flag\"><b>Red flag:<\/b> They have never missed one.<\/span><\/div>\n<div class=\"vq-q\"><span class=\"vq-ask\"><span>Tell me about a goal that seemed unrealistic when you received it.<\/span><\/span><span class=\"vq-look\"><b>What a strong answer shows:<\/b> They negotiated scope or built a staged plan with milestones.<\/span><span class=\"vq-flag\"><b>Red flag:<\/b> They accepted it silently and missed it silently.<\/span><\/div>\n<div class=\"vq-q\"><span class=\"vq-ask\"><span>Give me an example of a time the goal changed halfway through.<\/span><\/span><span class=\"vq-look\"><b>What a strong answer shows:<\/b> They re-planned quickly and communicated what would be dropped.<\/span><span class=\"vq-flag\"><b>Red flag:<\/b> They finished the original plan anyway.<\/span><\/div>\n<h2 id=\"sec-6\">Adaptability<\/h2>\n<p>Resistance acknowledged, then overcome. Learning under time pressure.<\/p>\n<div class=\"vq-q\"><span class=\"vq-ask\"><span>Tell me about a tool or process change you found hard to adopt.<\/span><\/span><span class=\"vq-look\"><b>What a strong answer shows:<\/b> They admit the resistance and describe how they got past it.<\/span><span class=\"vq-flag\"><b>Red flag:<\/b> \u00abI love change\u00bb with no example.<\/span><\/div>\n<div class=\"vq-q\"><span class=\"vq-ask\"><span>Describe a situation where the rules changed overnight.<\/span><\/span><span class=\"vq-look\"><b>What a strong answer shows:<\/b> They prioritised, communicated, and executed.<\/span><span class=\"vq-flag\"><b>Red flag:<\/b> They waited for someone to tell them what to do.<\/span><\/div>\n<div class=\"vq-q\"><span class=\"vq-ask\"><span>How did you learn something new when there was no time to learn it properly?<\/span><\/span><span class=\"vq-look\"><b>What a strong answer shows:<\/b> A personal method: who they asked, what they read, what they skipped.<\/span><span class=\"vq-flag\"><b>Red flag:<\/b> They cannot think of a time they had to.<\/span><\/div>\n<div class=\"vq-q\"><span class=\"vq-ask\"><span>What has changed your mind recently at work?<\/span><\/span><span class=\"vq-look\"><b>What a strong answer shows:<\/b> A concrete fact or argument that moved them.<\/span><span class=\"vq-flag\"><b>Red flag:<\/b> Nothing has.<\/span><\/div>\n<h2 id=\"sec-7\">Leadership (for roles with reports)<\/h2>\n<p>Only ask these if the role manages people or influences without authority. Otherwise skip them; a strong individual contributor should not be penalised for a thin leadership story.<\/p>\n<div class=\"vq-q\"><span class=\"vq-ask\"><span>Tell me about someone you developed. Where are they now?<\/span><\/span><span class=\"vq-look\"><b>What a strong answer shows:<\/b> A plan, delegated responsibility, and an outcome for the person.<\/span><span class=\"vq-flag\"><b>Red flag:<\/b> They developed \u00abthe whole team\u00bb and nobody in particular.<\/span><\/div>\n<div class=\"vq-q\"><span class=\"vq-ask\"><span>Describe an unpopular decision you had to make.<\/span><\/span><span class=\"vq-look\"><b>What a strong answer shows:<\/b> They explain the reasoning they gave and owned the cost.<\/span><span class=\"vq-flag\"><b>Red flag:<\/b> They cannot think of one, or blame the decision on someone above them.<\/span><\/div>\n<div class=\"vq-q\"><span class=\"vq-ask\"><span>Give me an example of negative feedback you gave to a strong performer.<\/span><\/span><span class=\"vq-look\"><b>What a strong answer shows:<\/b> Specific, timely, with a way forward.<\/span><span class=\"vq-flag\"><b>Red flag:<\/b> They avoid feedback with people who deliver.<\/span><\/div>\n<div class=\"vq-q\"><span class=\"vq-ask\"><span>Tell me about a time your team disagreed with you. What did you do?<\/span><\/span><span class=\"vq-look\"><b>What a strong answer shows:<\/b> They listened, decided, and explained the decision.<\/span><span class=\"vq-flag\"><b>Red flag:<\/b> The team \u00abcame around\u00bb with no detail on how.<\/span><\/div>\n<h2 id=\"sec-8\">Scoring the answers<\/h2>\n<p>Use the same 1-5 scale for every candidate and every question, and write the evidence next to the score. A score without the sentence that justified it is worthless a week later.<\/p>\n<div class=\"vq-tw\">\n<table>\n<tr>\n<td>Score<\/td>\n<td>What the evidence looks like<\/td>\n<\/tr>\n<tr>\n<td>1<\/td>\n<td>No example, or an example that contradicts the competency<\/td>\n<\/tr>\n<tr>\n<td>2<\/td>\n<td>Generic or hypothetical; the candidate talks about what they would do<\/td>\n<\/tr>\n<tr>\n<td>3<\/td>\n<td>A real example, limited in scope or with a vague result<\/td>\n<\/tr>\n<tr>\n<td>4<\/td>\n<td>A real example with a measurable result and a lesson<\/td>\n<\/tr>\n<tr>\n<td>5<\/td>\n<td>Exceptional and repeated: more than one situation, consistent behaviour<\/td>\n<\/tr>\n<\/table>\n<\/div>\n<div class=\"vq-dl\"><span class=\"vq-dl-eyebrow\">Free scorecard<\/span><\/p>\n<p class=\"vq-dl-p\"><b>Download the interview scorecard.<\/b> The 1-5 rubric, the weighted score calculated for you, 30 questions by competency and a feedback template. Excel, Word or PDF. No sign-up. Better still: tell Voicit which scorecard you use and it fills it in for you after every interview, with the candidate&#8217;s literal answers.<\/p>\n<p class=\"vq-dl-btns\"><a href=\"https:\/\/voicit.com\/en\/descargas\/scorecard-xlsx\/\" class=\"vq-dl-btn\">Excel (.xlsx)<\/a><a href=\"https:\/\/voicit.com\/en\/descargas\/scorecard-word\/\" class=\"vq-dl-btn vq-dl-btn--sec\">Word<\/a><a href=\"https:\/\/voicit.com\/en\/descargas\/scorecard-pdf\/\" class=\"vq-dl-btn vq-dl-btn--sec\">PDF<\/a><\/p>\n<\/div>\n<div class=\"vq-cta\">\n<p><strong>Stop writing up interviews by hand.<\/strong> Voicit records the interview, transcribes it and fills your scorecard against the competencies you defined &mdash; so you can listen instead of typing.<\/p>\n<p><a href=\"https:\/\/voicit.com\/en\/human-resources\/\">See how it works<\/a><\/div>\n<h2>Frequently asked questions<\/h2>\n<div class=\"vq-faq\">\n<h3>What is a behavioral interview question?<\/h3>\n<p>A question that asks for a specific past situation (\u00abtell me about a time you\u2026\u00bb) rather than an opinion or a hypothetical. The premise is that past behaviour predicts future behaviour better than stated intentions.<\/p>\n<h3>How many behavioral questions should I ask in one interview?<\/h3>\n<p>Eight to twelve in a 45-60 minute interview: two per competency, four to six competencies. More than that and you stop following up, which is where the evidence is.<\/p>\n<h3>What is the STAR method for interviewers?<\/h3>\n<p>A way to check an answer is complete: Situation, Task, Action, Result. You do not need to explain it to the candidate; use it to decide which follow-up to ask when a part is missing.<\/p>\n<h3>What is the difference between behavioral and situational questions?<\/h3>\n<p>Behavioral questions ask about something that happened (\u00abtell me about a time\u00bb); situational questions ask about a hypothetical (\u00abwhat would you do if\u00bb). Behavioral answers are harder to fake and easier to verify.<\/p>\n<h3>How do I score behavioral interview answers?<\/h3>\n<p>On a 1-5 scale per competency, writing the literal evidence next to the score. Weight the competencies by how much they matter for the role and compare candidates on the weighted total, not on overall impression.<\/p>\n<h3>Can I use these questions for junior candidates?<\/h3>\n<p>Yes, but accept examples from studies, internships or personal projects. The competency is the same; the context is smaller.<\/p>\n<\/div>\n<h2>Keep reading<\/h2>\n<div class=\"vq-rel-grid\"><a class=\"vq-relcard\" href=\"https:\/\/voicit.com\/en\/interview-questions\/interview-questions-to-ask-candidates\/\">Interview questions to ask candidates: the complete guide<\/a><a class=\"vq-relcard\" href=\"https:\/\/voicit.com\/en\/interview-questions\/interview-scorecard-template\/\">Interview scorecard template (free Excel, Word, PDF)<\/a><a class=\"vq-relcard\" href=\"https:\/\/voicit.com\/en\/blog\/human-resources\/critical-incident-interview\/8337\/\">The behavioral event interview (BEI), step by step<\/a><\/div>\n<div class=\"vq-author\"><img loading=\"lazy\" decoding=\"async\" src=\"https:\/\/www.gravatar.com\/avatar\/9606a7cf8a077e463d66ccba5e8cd71f?s=160\" width=\"64\" height=\"64\" alt=\"\u00c1lvaro Arrescurrenaga\" loading=\"lazy\"><\/p>\n<div>\n<div class=\"vq-author-name\">\u00c1lvaro Arrescurrenaga<\/div>\n<div class=\"vq-author-role\">CEO and co-founder of Voicit<\/div>\n<p>Voicit records interviews and meetings, transcribes them and writes the report against the template each team defines. These question sets come from working with recruitment consultancies and in-house talent teams across Europe.<\/p>\n<\/div>\n<\/div>\n<\/div>\n<p><script type=\"application\/ld+json\">{\"@context\": \"https:\/\/schema.org\", \"@type\": \"FAQPage\", \"mainEntity\": [{\"@type\": \"Question\", \"name\": \"What is a behavioral interview question?\", \"acceptedAnswer\": {\"@type\": \"Answer\", \"text\": \"A question that asks for a specific past situation (\\\"tell me about a time you\u2026\\\") rather than an opinion or a hypothetical. The premise is that past behaviour predicts future behaviour better than stated intentions.\"}}, {\"@type\": \"Question\", \"name\": \"How many behavioral questions should I ask in one interview?\", \"acceptedAnswer\": {\"@type\": \"Answer\", \"text\": \"Eight to twelve in a 45-60 minute interview: two per competency, four to six competencies. 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The competency is the same; the context is smaller.\"}}]}<\/script><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Interview Questions Library &nbsp;\/&nbsp; Behavioral Interview Questions to Ask Candidates Updated: August 2026 \u00b7 By \u00c1lvaro Arrescurrenaga&nbsp;\u00b7 CEO of Voicit 24 questions Scoring rubric 1&ndash;5 Updated August 2026 Short answer A behavioral interview question asks for one real past situation, not an opinion: \u00abTell me about a time you\u2026\u00bb. The evidence is in the details [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":0,"parent":9573,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"site-sidebar-layout":"default","site-content-layout":"","ast-site-content-layout":"","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"","ast-breadcrumbs-content":"","ast-featured-img":"","footer-sml-layout":"","theme-transparent-header-meta":"","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"default","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"var(--ast-global-color-4)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-gradient":""},"tablet":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-gradient":""},"mobile":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-gradient":""}},"ast-content-background-meta":{"desktop":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-gradient":""},"tablet":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-gradient":""},"mobile":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-gradient":""}},"footnotes":"","rank_math_title":"24 Behavioral Interview Questions to Ask (by Competency)","rank_math_description":"24 behavioral interview questions organised by competency, with the STAR follow-ups, what a strong answer shows, the red flags and a 1-5 scoring scale.","rank_math_focus_keyword":"behavioral interview questions"},"class_list":["post-10088","page","type-page","status-publish","hentry"],"_links":{"self":[{"href":"https:\/\/voicit.com\/en\/wp-json\/wp\/v2\/pages\/10088","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/voicit.com\/en\/wp-json\/wp\/v2\/pages"}],"about":[{"href":"https:\/\/voicit.com\/en\/wp-json\/wp\/v2\/types\/page"}],"author":[{"embeddable":true,"href":"https:\/\/voicit.com\/en\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/voicit.com\/en\/wp-json\/wp\/v2\/comments?post=10088"}],"version-history":[{"count":2,"href":"https:\/\/voicit.com\/en\/wp-json\/wp\/v2\/pages\/10088\/revisions"}],"predecessor-version":[{"id":10295,"href":"https:\/\/voicit.com\/en\/wp-json\/wp\/v2\/pages\/10088\/revisions\/10295"}],"up":[{"embeddable":true,"href":"https:\/\/voicit.com\/en\/wp-json\/wp\/v2\/pages\/9573"}],"wp:attachment":[{"href":"https:\/\/voicit.com\/en\/wp-json\/wp\/v2\/media?parent=10088"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}