Behavioral Interview Advice

I've interviewed 100s of people for 6-figure roles. (Here's what nobody tells you...) It's not the most qualified candidate who gets the job. It's the best prepared for the interview. How to prep like the top 1%: 1. Research the company like you already work there. ↳ Know their challenges, victories, and latest news. 2. Practice your answers out loud. ↳ What sounds good in your head may not when spoken. 3. Prepare 3 specific stories that showcase your skills. ↳ Focus on your adaptability and leadership. 4. Study the job description. Find the top 3 skills they want. ↳ Then craft examples proving you have them. 5. Do a mock interview with a trusted person. ↳ Someone who will give you honest feedback. 💡 And 7 questions to ask that make YOU stand out: 99% of candidates ask basic questions at the end. Don't waste this opportunity to impress! Ask these instead: ➟ What does success look like in the first 90 days? ➟ What are the biggest challenges facing the team that I could help solve? ➟ How would you describe the management style of the person I'd be reporting to? ➟ What distinguishes your top performers from everyone else? ➟ How does the company support professional development and growth? ➟ What made YOU decide to join this company, and what keeps you here? ➟ What do new employees find surprising after they start? The best candidates don't just answer questions. They create meaningful conversations. Remember: Interviews are a two-way street. You're evaluating them just as much as they are you. You spend 90,000 hours of your life at work. Choose a company and manager that support your growth. Your career will thank you. P.S. What's your best tip for nailing your interview? Share in the comments to help others prepare. ♻️ Valuable? Repost to share with your network. 🔖 Follow Justin Wright for more on career success. Want my 80 best cheat sheets? Get them here for free: BrillianceBrief.com   

I'll forever be grateful to those who took a chance on me. Because they didn’t just hire me for what was on paper. Dan Mian reminded me of how everyone has had someone take a chance on them. When I pivoted from public accounting to tech, my resume wasn’t perfect. My background was different. I didn’t have years of experience in the industry. But someone saw potential and gave me the opportunity. I quickly became the team's trusted point of contact. Hiring managers, here’s why you should take a chance: ↳ The perfect resume doesn’t always equal the best fit. The right mindset, motivation, and transferable skills often outweigh experience. Job seekers, here’s how to stand out when your resume doesn’t check every box: 1/ Do Your Research & Make It Known ↳ Understand the product, the company, and how you can help. Share that in your interview. 2/ Connect Your Transferable Skills ↳ Don’t assume the interviewer will connect the dots for you. Show them how your skills can directly apply to their needs. 3/ Act as a Thought Leader ↳ Present hypotheses on how you could contribute. Offer fresh ideas, even if they’re not perfect. When you show you’re eager, adaptable, and ready to learn, hiring managers will notice. And if they don’t, the right opportunity will. — ♻️ Repost if someone’s taken a chance on you. 🔔 Follow Angela Lau for more. 📌 If you feel stuck in your job search, let’s chat: https://lnkd.in/gWkQmNct

You didn’t bomb the interview. But you didn’t win it either. And that $200K+ offer quietly slipped away. Here’s what even smart, capable leaders don’t realize: Interviews aren’t just conversations. They’re business negotiations. And after helping 100s of professionals land 6-figure roles, I’ve seen the same 5 mistakes derail even the most promising candidates: 1. Showing up unprepared → The interviewer’s LinkedIn is public. → Spend 3 minutes and find one real connection. → It shows respect, and makes you memorable. 2. Asking entry-level questions → “What’s the culture like?” won’t cut it. → Ask: “What are the biggest challenges your team is focused on solving this quarter?” → It positions you as a strategic partner. 3. Rambling without structure → Use the STAR method. → Keep it to 90 seconds. → Communicate like an exec. Be concise and clear. 4. Talking money too soon → Getting in the weeds in the first round? → It weakens your leverage. → Wait until they’re invested. 5. Sending generic follow-ups → Skip the templated thank-you. → Share a relevant insight or market POV. → Make them see you as the one they need. Your competition isn’t more qualified. But they might be more strategic. Asking smarter questions. Prepping like consultants. Follow up like advisors. You’re already good. With the right approach, you’ll be unstoppable. What’s the hardest part of interview prep for you? Reshare ♻️ to help someone in your network. And give me a follow for more posts like this.

“My mind went blank. I knew the answer… but the words wouldn’t come out.” That’s what a student told me after freezing in front of an Accenture recruiter. He had the skills. He had the resume. But his nerves cost him the job. And trust me — he’s not alone. Even the most brilliant candidates lose offers not because they aren’t capable, but because the brain treats interviews like survival threats. 💡 Here’s what science says: 👉 The amygdala hijacks your brain under stress, triggering “fight or flight.” 👉 Cortisol spikes, reducing clarity of thought and memory recall. 👉 That’s why even well-prepared candidates stutter, sweat, and forget. But here’s how I help my students flip the script ⬇️ ✅ Reframe the Interview Stop thinking of it as a “test.” Think of it as a business conversation. You’re not proving yourself, you’re solving a problem for the company. ✅ Use the 4-7-8 Breathing Rule Science-backed by Harvard Medical School — inhaling for 4, holding for 7, and exhaling for 8 lowers cortisol within minutes. It instantly shifts your body from panic to presence. ✅ Anchor Yourself With Cue Cards Instead of memorizing paragraphs (which sounds robotic), write 1–2 keywords per common question. This activates memory recall while keeping your answers natural. ✅ Practice in “High Pressure” Mode Most people rehearse in front of a mirror. But that’s not how real interviews feel. Do at least 2 mock interviews with a coach/peer on Zoom. Record yourself. Watch for tone, pauses, and body language. Research shows candidates who rehearse under “simulated stress” perform 33% better in real interviews. ✅ Stack Your Wins Before You Enter Write down 3 achievements you’re proud of and read them before the interview. This primes your brain with confidence and reminds you that you belong in that room. ✅ Leverage STAR + Data Every behavioral question should be answered with the STAR method (Situation, Task, Action, Result). But here’s the secret most miss: add numbers. Recruiters skim for impact. “Improved process efficiency” won’t land. “Reduced process time by 30%, saving ₹5 lakh annually” will. I’ve seen anxious candidates walk into rooms shaking… and walk out as leaders once they mastered these shifts. If you’ve been ghosted after interviews despite having the right skills, it’s not your capability, it’s your strategy. Preparation + Psychology + Practice = Job Offer. 👉 Save this post before your next interview. And if you want me to personally guide you with resume building, LinkedIn optimization, or mock interviews, drop me a message. Let’s turn your anxiety into offers. #interviewtips #careergrowth #jobsearch #dreamjob #resumetips #linkedinoptimization #salarynegotiation

Behavioral questions are a common sight in job interviews! Here is a typical question and how to answer it: 𝗤𝘂𝗲𝘀𝘁𝗶𝗼𝗻: "Describe a situation where you had to work with a difficult team member." 𝗦𝘁𝗿𝘂𝗰𝘁𝘂𝗿𝗲𝗱 𝗔𝗻𝘀𝘄𝗲𝗿 1. 𝗦𝗶𝘁𝘂𝗮𝘁𝗶𝗼𝗻: Start by describing the context. "In my previous role, I was leading a data project where we were working with a tight deadline, and one team member consistently missed his goals and resisted feedback." 2. 𝗧𝗮𝘀𝗸: Explain your responsibility in the situation. "My task was to ensure the project stayed on track and to address any team dynamics that were causing delays." 3. 𝗔𝗰𝘁𝗶𝗼𝗻: Detail the steps you took to address the problem. "I initiated a one-on-one meeting with the team member to understand their perspective and any challenges they were facing. I discovered they were overwhelmed with their workload. We discussed ways to redistribute tasks and set more manageable deadlines. Additionally, I provided support and resources to help improve their skills." 4. 𝗥𝗲𝘀𝘂𝗹𝘁: Highlight the outcome of your actions. "By addressing the root cause of their difficulties and providing the necessary support, the team member's performance improved significantly. They met future deadlines, and the project was completed successfully, on time, and within budget." Prepare for behavioral questions by using real examples and the STAR (Situation, Task, Action, Result) method. It helps you to demonstrate your problem-solving skills and ability to work effectively in a team. What behavioral questions have you faced in interviews? ---------------- ♻️ Share if you find this post useful ➕ Follow for more daily insights on how to grow your career in the data field #dataanalytics #datascience #interviewpreparation #jobinterview #careergrowth

I’ve bombed so many interviews because I thought memorizing answers would make me sound prepared. Turns out I sounded like a robot reading from a script (who knew?) Then one night, after getting yet another rejection email, I knew I needed to change my strategy. I started using ChatGPT not to write my answers, but to help me practice telling my own story. Today, these are my 10 go-to AI prompts to nail all of my interviews: 👉 1. Practice real mock interviews ↳ Get custom questions that actually match your target role, both technical and behavioral. 👉 2. Generate role-specific questions ↳ AI creates questions divided into technical, behavioral, and situational categories for YOUR specific job. 👉 3. Build STAR Stories that sound like you ↳ Structure your experiences using Situation, Task, Action, Result. Without sounding rehearsed. 👉 4. Turn your resume into stories ↳ Identify your key achievements and transform them into confident, results-driven narratives. 👉 5. Explain complex stuff simply ↳ Learn to break down technical concepts for both technical and non-technical interviewers. 👉 6. Get honest feedback on your answers ↳ AI evaluates your tone, clarity, and structure, then helps you sound more natural and confident. 👉 7. Master the HR and behavioral rounds ↳ Test your emotional intelligence and communication for those culture-fit conversations. 👉 8. Create your personal 7-day prep plan ↳ Build a daily routine with mock questions, review topics, and reflection exercises. 👉 9. Customize Answers for Each Company Align your responses with specific company values, mission, and role expectations. 👉 10. Nail "Tell Me About Yourself" ↳ Craft an intro that connects your journey, skills, and goals to the role, in under 2 minutes. Interview prep isn't about having perfect answers memorized. It's about knowing your story so well that you can tell it naturally, no matter how they ask the question. ChatGPT should be your practice partner, not your scriptwriter. Try these prompts before your next interview. You might surprise yourself with how prepared you actually are 👏 ♻️ Reshare this for someone prepping for interviews and follow me for more AI and career tips!

Stop preparing for the wrong interview questions. While everyone else is googling "What are your weaknesses?" Meta is asking: "Tell me about a time you disagreed with your manager." Netflix wants to know: "What would you change about our culture deck?" Google cares about: "Tell me about a time you failed and what you learned." After preparing 100+ clients for interviews, here's what most people miss: The questions that actually decide your fate? They're not about your skills. They're about your judgment, self-awareness, and cultural alignment. I've compiled 45 REAL competency questions from Meta, Apple, Google, and Netflix interviews. Questions that test: → How you handle conflict with leadership → Your ability to learn from failure → Your approach to cross-functional collaboration → Your understanding of their unique culture → Your method for handling competing priorities → Your strategy for building stakeholder trust Here's the practice method that's landed my clients offers: 1️⃣ Set up your camera and put a photo of someone you trust on your screen 2️⃣ Record yourself delivering answers to them (this makes it feel more natural) 3️⃣ Watch it back and analyse: - Does your answer follow STAR (Situation, Task, Action, Result)? - Are you telling specific stories with clear outcomes? - Did you quantify your impact where possible? - Would your answer resonate with their culture? Because here's what separates offers from rejections: It's not about having perfect answers. It's about showing how you think, work, and grow through real experiences. The best candidates don't just share what they did. They reveal how they think. I'm sharing these 45 questions because I'm tired of seeing talented people fail interviews they could have crushed with the right preparation. ⬇️ I'm attaching the full question list below ⬇️ Save it. Share it. Your network needs this. Drop a comment below if you've ever faced these questions in interviews. Would love to hear your stories!

“The candidate who failed an interview—not because of skill.” The room was tense but quiet. A panel of three senior leaders sat across the polished table, papers stacked neatly, pens clicking softly. The faint hum of the AC mixed with the sound of his nervous breathing. The candidate walked in—a sharp resume, impressive credentials, technical answers flowing like clockwork. He knew the numbers. He knew the frameworks. Every question, he answered. Every detail, he nailed. And yet… something was missing. Each time he spoke, his eyes dropped to the floor, or flickered to the ceiling. Not once did he meet the gaze of the people deciding his future. To the panel, it didn’t matter that his answers were correct. What they felt was hesitation. Uncertainty. A lack of presence. After the interview, one of the panelists sighed and said: “Brilliant on paper. But I just couldn’t see him leading people.” That was his vulnerability. Not lack of knowledge. Not lack of preparation. But lack of connection. I sat down with him later. He looked at me and confessed: “I avoid eye contact because it makes me nervous. I feel like they’ll see through me.” I told him gently: 👉 “And that’s exactly the problem. Eye contact doesn’t expose weakness—it signals confidence. It tells people: ‘I believe in what I’m saying.’” So we worked on it. Step by step. • Practicing power gazes: holding eye contact long enough to build trust, not intimidation. • Using triangular eye movement: moving naturally between left eye, right eye, and mouth—so it never feels like a stare. • Pairing body posture with steady gaze—open chest, shoulders back, grounded presence. At first, he struggled. His voice cracked, his palms sweated. But slowly, he began to notice—when he looked up, people leaned in. Weeks later, in his next interview, he walked in with calm shoulders, lifted his eyes, and looked directly at the panel as he answered. The difference was electric. The panel nodded. Pens scribbled notes. One interviewer even smiled and said: “You sound like someone who belongs here.” This time, he didn’t just pass. He got the offer. 🌟 Lesson: People don’t just hire résumés. They hire presence. Because in leadership, knowledge may answer the question—but presence wins the room. #ExecutivePresence #CommunicationSkills #SoftSkills #BodyLanguage #LeadershipDevelopment #Fortune500 #Interviews #PersonalBranding #Leadership #Confidence

I succeeded as an executive in part because I knew how to command a room. Today, it’s not enough to show up strong in person. Here are 3 ways to build a strong video presence: Note: video presence isn’t just for people aiming for leadership roles. Video interviews are the default, so presence on video matters to anyone looking for a new job. Here are three direct actions I recommend to increase your online hireability: 1) Image and Location Don’t take video calls from the car or train, and turn your camera on. Make sure you are in a quiet, peaceful location with a neutral backdrop. You don’t need to be in a professional studio, but your environment should say “I am taking this seriously.” Practical truths: --If it is a small call and you already have credibility with everyone on it, you can get away with the occasional call from bad locations. Make this choice intentionally and sparingly. --You can go off camera only when you are truly a lurker, with no expectation of being asked anything or needing to say anything. You cannot have presence as a black screen. 2) Be animated Make eye contact, use gestures and facial expressions, and don’t speak in a monotone. If you want people to be engaged with what you are saying, you also need to be engaged. 3) Enjoy the conversation and be present If it seems like you would rather be somewhere else, your team (or the interviewers) will notice. They will be less compelled to support you, work for you, or hire you. Your energy and excitement is a lever- use it. In today’s newsletter, startup founder Simran Dua has packed in pages of specific tips for how she projected presence as the new CEO of a team just as COVID forced everyone onto Zoom. She explains how to inject your virtual meetings with more energy for you and the team, how to get engagement from the group (and avoid the dreaded Zoom silence), and how to structure each piece of the meeting (including your background) for maximum impact. The piece is filled with tactical advice that you can begin using in your meetings today. Find the article here: https://lnkd.in/gZfS9HB9 Readers- What is the biggest virtual meeting mistake you regularly see?

I stare at the video screen in frustration. "Anna, you have a habit of telling two things in your stories. To tell an impactful story, you need to focus on one point. One story, one point," my storytelling coach, Matt, says. Matt is one of the best storytellers in the US. "Look at it this way: You can use the same story but craft it differently to make another point," he says. "That’s the beauty of storytelling." When I started my adventure in storytelling, I wanted my stories to convey multiple points. But I've learned that to tell my story with impact, I had to choose one message. We all have stories to tell, but finding the core message can sometimes feel like searching for a needle in a haystack. If you've ever struggled with pinpointing the main theme of your narrative, you're not alone. Here are three techniques to help you uncover the heart of your story: 1. Begin with the End in Mind. Think about the impact you want your story to have on your audience. What do you want them to take away from it? By envisioning the result, you can work backwards to identify the key message to drive your story forward. Example: if you want your audience to feel inspired by your resilience, your core message might revolve around overcoming adversity. 2. Identify the Turning Points. Look for pivotal moments in your story where a significant change or realization occurred. These turning points often highlight the essence of your narrative and can help you zero in on the core message. Example: If a turning point in your career was realizing your passion for storytelling, your core message might be about the power of following your true calling. 3. Ask Yourself 'Why?' Repeatedly. Continuously asking "why" about different aspects of your story can peel back the layers and reveal the underlying message. This technique, often called the "Five Whys," helps you dig deeper into the reasons behind your experiences and actions. Example: Why did you start your own business? To have more control over your work. Why did you want more control? To pursue your creative ideas freely. Why is pursuing creativity important to you? Because it leads to innovation and fulfilment. Hence, your core message might be about the importance of creative freedom in achieving personal and professional satisfaction. Finding the core message in your story is about understanding the impact you want to create, identifying pivotal moments, and continuously questioning your motives. These techniques will help you craft a compelling narrative that resonates with your audience. P.S. What's the core message of your latest story? Share below, I'd love to hear it. - Hi, I’m Anna Ong. I am the creator and host of What's Your Story Slam, an event similar to stand-up comedy, but instead of jokes, people tell stories. Our events provide a platform for people to connect and inspire each other through storytelling. Keen to learn more? DM me, and let's chat!