Behavior-based interviews are designed to assess how you've handled situations in the past because employers often view past behaviour as one of the best predictors of future performance.

These interviews focus on the key competencies and skills required for a specific role. Interviewers craft questions around these competencies and look for candidates to share real-life examples that demonstrate how they’ve applied them in similar situations.

These questions usually begin with phrases like:

• Tell me about a time when...
• Describe a situation where...
• Recall an instance when…
• Give me an example of...

Start by identifying the core skills and traits listed in the job posting or program description. Then, reflect on past experiences—whether from work, volunteering, academics, or other areas—that showcase those abilities.

Common behaviour-based interview themes include:

• Working under pressure and meeting tight deadlines
• Problem-solving and decision-making (using logic and judgment, making decisions with limited information)
• Conflict resolution and influencing others
• Creative thinking and adaptability (thinking creatively, adapting to change)
• Collaboration and respecting diverse perspectives
• Client and stakeholder management (handling difficult clients, explaining complex ideas)
• Leadership and delegation
• Resilience and overcoming setbacks
• Time and task management (prioritizing tasks, organizing workload)

Use a structured storytelling model to respond to behavioural questions

The" STARS" Approach

• Situation – Set the scene (role, organization, context)
• Task – Define the challenge or goal
• Action – Describe the steps you took
• Result – Share the outcome and who benefited
• Summary – Connect the experience to the role you’re applying for

Stories should be specific, detailed, and relevant—avoid speaking in general terms.

Tips for strong responses:

• Be specific and detailed—avoid generalities.
• Focus on your actions and the impact—how did you help the organization, team, or client?
• Keep it concise—aim for 60–90 seconds per story.
• Make it memorable—highlight creative or unique approaches.
• End on a positive note—show growth, success, or learning.

Throughout the interview, the unspoken question is: “Why should we choose you?” Be ready to explain:

• What sets you apart—skills, experiences, or perspectives
• How you align with the employer’s needs—do your research
• What value you bring—quantify your impact when possible

Examples of contributions to highlight:

• Increased revenue or reduced costs
• Saved time or improved efficiency
• Solved a persistent problem
• Attracted or retained customers
• Enhanced reputation or community relationships
• Launched a new product or service
• Improved internal processes or team performance

Each story should include a clear beginning, middle and end. The results of your actions should always end on a positive note. Back up your claims with examples and be ready to provide references who can confirm your impact.

Example of a STARS response:

Situation: As Program Coordinator for TTT’s Challenge & Change initiative, I was responsible for coordinating local programs and raising awareness about homelessness.
Task: I noticed a 30% drop in community participation over three years and set out to reverse the trend.
Action: I launched a new promotional campaign in collaboration with our volunteer board. We created displays at the public library and community events and increased our presence on Twitter and Facebook. I also gathered feedback and facilitated monthly roundtable discussions.
Result: We improved internal systems and boosted visibility. Participation rose by 19% in the first year and 25% the next, and we were recognized by the Pillar Nonprofit Network for our community impact.
Summary: This experience strengthened my marketing and leadership skills and deepened my commitment to community engagement—skills I’m eager to bring to future roles.