What is a behavioral interview?
A behavioral interview is a type of job interview where candidates are asked to share specific examples of how they’ve handled situations in the past. Instead of focusing on hypothetical questions like "What would you do if...?", behavioral interviews ask questions like "Tell me about a time when you..." to assess how a candidate’s past actions align with the skills and qualities needed for the role.
For small business owners, behavioral interviews are a great way to move beyond the resume and get real insights into how a candidate thinks, solves problems, and interacts with others. If you’re looking to simplify your hiring process from interview scheduling to onboarding, sign up for Homebase to manage hiring, documentation, and team organization—all in one place.
Why behavioral interviews matter for small businesses
In small teams, every hire matters. The wrong fit can throw off your whole workflow, while the right hire helps your business thrive. Behavioral interviews help you:
- Assess real-world skills and problem-solving abilities
- Understand how candidates handle conflict or high-pressure situations
- Get insight into teamwork, communication, and leadership qualities
- Make more informed hiring decisions based on proven experience—not just personality or interview charm
Especially in roles where teamwork, customer service, or adaptability are important, behavioral questions give you a clearer picture of how someone will actually perform on the job.
How behavioral interviews work
The core idea behind behavioral interviews is that past behavior is often the best predictor of future behavior. Instead of asking "Can you handle a difficult customer?", you might ask, "Can you describe a time when you successfully resolved a customer complaint?" The candidate’s answer helps you assess their approach and soft skills.
To structure behavioral questions effectively, many hiring managers use the STAR method:
- Situation – Ask the candidate to describe the context or challenge they faced.
- Task – Understand the goal or responsibility they were working toward.
- Action – Focus on what the candidate did specifically.
- Result – Ask about the outcome of their actions.
This format encourages candidates to give complete, meaningful answers.
Example behavioral interview questions
Here are some questions you might include in a behavioral interview, depending on the role:
- Customer service: "Tell me about a time when you dealt with an unhappy customer. How did you handle the situation?"
- Teamwork: "Describe a situation where you had to work closely with someone whose personality was very different from yours."
- Adaptability: "Give me an example of how you handled a last-minute change or unexpected problem at work."
- Problem-solving: "Can you share a time when you identified a problem and came up with a solution on your own?"
- Leadership (if applicable): "Describe a situation where you had to lead a team or take charge of a project. How did you ensure success?"
For entry-level or hourly positions, keep the questions relevant to their experience—even if that includes school projects, volunteer work, or personal examples.
How to prepare for behavioral interviews as an employer
- List the key skills or traits needed for the role – For example, communication, time management, customer service, or leadership.
- Develop behavioral questions tied to those skills – Use the STAR method as your framework.
- Be consistent across candidates – Ask the same or similar questions to everyone to keep your process fair.
- Take detailed notes – Document responses to refer back to during your decision-making process.
- Look for specific examples – Answers that are vague or focus too much on "we" instead of "I" may not give you the insight you need.
What to watch out for in behavioral interviews
- Over-rehearsed answers – Some candidates may prepare canned responses. Follow up with questions like "What did you learn from that experience?" or "Would you do anything differently now?"
- Blaming others in examples – Look for candidates who take ownership and reflect on their actions.
- Lack of detail or unclear examples – If answers are too general, ask for more specifics.
Behavioral interviews are most effective when you dig deeper and encourage candidates to reflect honestly on their experiences.
How Homebase supports a structured hiring process
Homebase helps small business owners stay organized and consistent through every stage of the hiring process—including behavioral interviews. With Homebase, you can:
- Post open roles to top job boards and track applicants
- Schedule interviews and send reminders directly to candidates
- Store interview questions, notes, and feedback all in one place
- Move candidates through your hiring pipeline easily and keep your team aligned
- Send digital offer letters and onboard new hires seamlessly
Explore Homebase’s hiring and onboarding tools to simplify your hiring process, keep interviews consistent, and make smart hiring decisions with less stress.