{"id":24896,"date":"2026-09-24T11:35:58","date_gmt":"2026-09-24T11:35:58","guid":{"rendered":"https:\/\/recruiterflow.com\/glossary\/?p=24896"},"modified":"2026-09-24T11:35:58","modified_gmt":"2026-09-24T11:35:58","slug":"behavioral-interview","status":"publish","type":"post","link":"https:\/\/recruiterflow.com\/glossary\/behavioral-interview\/","title":{"rendered":"What is a Behavioral Interview?"},"content":{"rendered":"<p dir=\"auto\" data-start=\"35\" data-end=\"416\">A behavioral interview asks candidates for specific examples of how they handled relevant situations in the past and evaluates the evidence against job-related criteria. Questions often begin with phrases such as \u201cTell me about a time\u201d or \u201cDescribe a situation.\u201d The interviewer examines what happened, what the candidate did, why they acted that way, and what changed as a result.<\/p>\n<p dir=\"auto\" data-start=\"418\" data-end=\"771\">The method is based on actual past behavior rather than opinions about hypothetical scenarios. A behavioral interview can be structured or unstructured. Its defining feature is the evidence requested, not the interview format. Strong practice uses the same core questions, planned follow-ups, anchored scoring, and independent notes for every candidate.<\/p>\n<h2 dir=\"auto\" data-section-id=\"qm7vk8\" data-start=\"773\" data-end=\"809\"><span class=\"ez-toc-section\" id=\"Behavioral_interviews_at_a_glance\"><\/span>Behavioral interviews at a glance<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<ul data-start=\"811\" data-end=\"1139\">\n<li data-section-id=\"1qs923p\" data-start=\"811\" data-end=\"870\">Ask for real examples from a candidate\u2019s past experience.<\/li>\n<li data-section-id=\"1im3aq7\" data-start=\"871\" data-end=\"926\">Focus on behavior linked to job-related competencies.<\/li>\n<li data-section-id=\"1l2xsjr\" data-start=\"927\" data-end=\"1006\">Use follow-up questions to separate personal contribution from team activity.<\/li>\n<li data-section-id=\"1pj8ty2\" data-start=\"1007\" data-end=\"1069\">Evaluate evidence rather than storytelling confidence alone.<\/li>\n<li data-section-id=\"pp2hg7\" data-start=\"1070\" data-end=\"1139\">Work more consistently when questions and scoring are standardized.<\/li>\n<\/ul>\n<h2 dir=\"auto\" data-section-id=\"1xbg8we\" data-start=\"1141\" data-end=\"1176\"><span class=\"ez-toc-section\" id=\"How_a_behavioral_interview_works\"><\/span>How a behavioral interview works<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<h3 dir=\"auto\" data-section-id=\"i3o089\" data-start=\"1178\" data-end=\"1209\">Select the evidence to test<\/h3>\n<p dir=\"auto\" data-start=\"1211\" data-end=\"1454\">Start with the outcomes and behaviors required in the role. A sales leadership interview may test coaching, forecast discipline, enterprise negotiation, and handling missed targets. Each area needs a clear definition and observable indicators.<\/p>\n<h3 dir=\"auto\" data-section-id=\"6my8df\" data-start=\"1456\" data-end=\"1491\">Write past-experience questions<\/h3>\n<p dir=\"auto\" data-start=\"1493\" data-end=\"1882\">Ask for one specific event rather than a general description of the candidate\u2019s style. The U.S. Office of Personnel Management describes behavioral questions as requests for past behavior in a situation relevant to the competency being assessed. <a class=\"decorated-link\" href=\"https:\/\/www.opm.gov\/policy-data-oversight\/assessment-and-selection\/other-assessment-methods\/structured-interviews\/\" target=\"_new\" rel=\"noopener\" data-start=\"1739\" data-end=\"1882\">OPM Structured Interviews<\/a><\/p>\n<p dir=\"auto\" data-start=\"1884\" data-end=\"2032\">Example: \u201cTell me about a time your team missed a critical revenue target. What did you diagnose, what action did you take, and what happened next?\u201d<\/p>\n<h3 dir=\"auto\" data-section-id=\"iuqe19\" data-start=\"2034\" data-end=\"2065\">Probe for complete evidence<\/h3>\n<p dir=\"auto\" data-start=\"2067\" data-end=\"2270\">Useful follow-ups clarify the situation, the task, the candidate\u2019s action, and the result. Interviewers may use the STAR framework as a memory aid, yet they should not reward a polished format by itself.<\/p>\n<p dir=\"auto\" data-start=\"2272\" data-end=\"2428\">Ask who made the decision, what the candidate owned, how success was measured, and what they would change. Specific details make the answer easier to score.<\/p>\n<h3 dir=\"auto\" data-section-id=\"1xtlzia\" data-start=\"2430\" data-end=\"2465\">Score against anchored criteria<\/h3>\n<p dir=\"auto\" data-start=\"2467\" data-end=\"2813\">Define what weak, acceptable, and strong evidence looks like before interviews begin. An <a class=\"decorated-link\" href=\"https:\/\/recruiterflow.com\/blog\/interview-scorecard\/?utm_source=chatgpt.com\" target=\"_new\" rel=\"noopener\" data-start=\"2556\" data-end=\"2630\">interview scorecard<\/a> can capture the criteria, ratings, and supporting notes. Score the evidence after each answer and record the reason. Avoid a single overall impression at the end of the conversation.<\/p>\n<h3 dir=\"auto\" data-section-id=\"11un8lu\" data-start=\"2815\" data-end=\"2852\">Debrief after independent scoring<\/h3>\n<p dir=\"auto\" data-start=\"2854\" data-end=\"3064\">Interviewers should submit scores before the group discussion. The debrief can then compare evidence, examine disagreements, and identify unanswered questions without letting the first opinion set every rating.<\/p>\n<h2 dir=\"auto\" data-section-id=\"zz05fi\" data-start=\"3066\" data-end=\"3111\"><span class=\"ez-toc-section\" id=\"Example_from_an_agency_recruiting_workflow\"><\/span>Example from an agency recruiting workflow<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p dir=\"auto\" data-start=\"3113\" data-end=\"3410\">An agency is recruiting an operations director for a staffing firm. The client says the person must improve delivery across several branches. The recruiter translates that goal into three behavioral areas: diagnosing performance gaps, changing a process across teams, and gaining manager adoption.<\/p>\n<p dir=\"auto\" data-start=\"3412\" data-end=\"3657\">Every shortlisted candidate receives the same core question: \u201cTell me about a time you changed an operating process across several teams. What problem did you find, what resistance did you face, what did you do, and what result did you measure?\u201d<\/p>\n<p dir=\"auto\" data-start=\"3659\" data-end=\"4003\">One candidate describes launching a new workflow but cannot explain adoption or business results. Another explains the baseline, local resistance, pilot design, manager coaching, adoption rate, and change in fulfillment speed. The second answer provides stronger evidence against the agreed criteria, independent of title or presentation style.<\/p>\n<p dir=\"auto\" data-start=\"4005\" data-end=\"4191\">The recruiter records the example, score, gaps, and follow-up questions. The client receives a summary tied to the mandate rather than a vague note that the candidate \u201cinterviewed well.\u201d<\/p>\n<h2 dir=\"auto\" data-section-id=\"1qk7r7e\" data-start=\"4193\" data-end=\"4239\"><span class=\"ez-toc-section\" id=\"Behavioral_interview_versus_related_methods\"><\/span>Behavioral interview versus related methods<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<div class=\"group TyagGW_tableContainer\" dir=\"auto\">\n<div class=\"TyagGW_tableWrapper flex flex-col-reverse w-fit\" tabindex=\"-1\">\n<table class=\"w-fit min-w-(--thread-content-width)\" dir=\"auto\" data-start=\"4241\" data-end=\"4935\">\n<thead data-start=\"4241\" data-end=\"4326\">\n<tr data-start=\"4241\" data-end=\"4326\">\n<th class=\"last:pe-10\" style=\"text-align: left;\" data-start=\"4241\" data-end=\"4249\" data-col-size=\"sm\">Point<\/th>\n<th class=\"last:pe-10\" style=\"text-align: left;\" data-start=\"4249\" data-end=\"4272\" data-col-size=\"md\">Behavioral interview<\/th>\n<th class=\"last:pe-10\" style=\"text-align: left;\" data-start=\"4272\" data-end=\"4296\" data-col-size=\"md\">Situational interview<\/th>\n<th class=\"last:pe-10\" style=\"text-align: left;\" data-start=\"4296\" data-end=\"4326\" data-col-size=\"md\">Competency-based interview<\/th>\n<\/tr>\n<\/thead>\n<tbody data-start=\"4353\" data-end=\"4935\">\n<tr data-start=\"4353\" data-end=\"4493\">\n<td data-start=\"4353\" data-end=\"4369\" data-col-size=\"sm\">Main evidence<\/td>\n<td data-start=\"4369\" data-end=\"4410\" data-col-size=\"md\">What the candidate did in a past event<\/td>\n<td data-start=\"4410\" data-end=\"4450\" data-col-size=\"md\">What the candidate says they would do<\/td>\n<td data-start=\"4450\" data-end=\"4493\" data-col-size=\"md\">Evidence mapped to defined competencies<\/td>\n<\/tr>\n<tr data-start=\"4494\" data-end=\"4628\">\n<td data-start=\"4494\" data-end=\"4513\" data-col-size=\"sm\">Typical question<\/td>\n<td data-start=\"4513\" data-end=\"4541\" data-col-size=\"md\">\u201cTell me about a time&#8230;\u201d<\/td>\n<td data-start=\"4541\" data-end=\"4569\" data-col-size=\"md\">\u201cWhat would you do if&#8230;\u201d<\/td>\n<td data-start=\"4569\" data-end=\"4628\" data-col-size=\"md\">May use behavioral, situational, or technical questions<\/td>\n<\/tr>\n<tr data-start=\"4629\" data-end=\"4776\">\n<td data-start=\"4629\" data-end=\"4645\" data-col-size=\"sm\">Main strength<\/td>\n<td data-start=\"4645\" data-end=\"4690\" data-col-size=\"md\">Concrete evidence with context and results<\/td>\n<td data-start=\"4690\" data-end=\"4734\" data-col-size=\"md\">Tests reasoning about a proposed scenario<\/td>\n<td data-start=\"4734\" data-end=\"4776\" data-col-size=\"md\">Creates a broader assessment framework<\/td>\n<\/tr>\n<tr data-start=\"4777\" data-end=\"4935\">\n<td data-start=\"4777\" data-end=\"4795\" data-col-size=\"sm\">Main limitation<\/td>\n<td data-start=\"4795\" data-end=\"4843\" data-col-size=\"md\">Past situations may not match the new context<\/td>\n<td data-start=\"4843\" data-end=\"4884\" data-col-size=\"md\">Intent may differ from actual behavior<\/td>\n<td data-start=\"4884\" data-end=\"4935\" data-col-size=\"md\">Weak competency definitions produce weak scores<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<\/div>\n<\/div>\n<p dir=\"auto\" data-start=\"4937\" data-end=\"5242\">A behavioral interview concerns question type. A <a class=\"decorated-link\" href=\"https:\/\/recruiterflow.com\/glossary\/structured-interview\/?utm_source=chatgpt.com\" target=\"_new\" rel=\"noopener\" data-start=\"4986\" data-end=\"5066\">structured interview<\/a> concerns consistency of questions, administration, and scoring. A competency-based interview concerns the framework being assessed. One interview can use all three approaches.<\/p>\n<h2 dir=\"auto\" data-section-id=\"7e73ch\" data-start=\"5244\" data-end=\"5284\"><span class=\"ez-toc-section\" id=\"What_makes_a_strong_behavioral_answer\"><\/span>What makes a strong behavioral answer<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p dir=\"auto\" data-start=\"5286\" data-end=\"5319\">Strong evidence usually contains:<\/p>\n<ul data-start=\"5321\" data-end=\"5630\">\n<li data-section-id=\"1t3vvvs\" data-start=\"5321\" data-end=\"5377\">a specific event rather than a recurring-duty summary;<\/li>\n<li data-section-id=\"1ng6fdd\" data-start=\"5378\" data-end=\"5437\">enough context to judge scale, difficulty, and relevance;<\/li>\n<li data-section-id=\"d5olq0\" data-start=\"5438\" data-end=\"5506\">a clear account of the candidate\u2019s personal decisions and actions;<\/li>\n<li data-section-id=\"9pud3x\" data-start=\"5507\" data-end=\"5580\">a result supported by a metric, observable change, or credible outcome;<\/li>\n<li data-section-id=\"qb00e\" data-start=\"5581\" data-end=\"5630\">reflection on trade-offs, mistakes, or lessons.<\/li>\n<\/ul>\n<p dir=\"auto\" data-start=\"5632\" data-end=\"5742\">Length is not a quality signal. A concise answer can be strong when it contains relevant, verifiable evidence.<\/p>\n<h2 dir=\"auto\" data-section-id=\"1jr5vbm\" data-start=\"5744\" data-end=\"5779\"><span class=\"ez-toc-section\" id=\"How_to_measure_interview_quality\"><\/span>How to measure interview quality<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p dir=\"auto\" data-start=\"5781\" data-end=\"5816\">Useful operational signals include:<\/p>\n<ul data-start=\"5818\" data-end=\"6345\">\n<li data-section-id=\"c74gm3\" data-start=\"5818\" data-end=\"5902\"><strong data-start=\"5820\" data-end=\"5845\">Scorecard completion:<\/strong> interviews with all required ratings and evidence notes.<\/li>\n<li data-section-id=\"ziwij4\" data-start=\"5903\" data-end=\"5978\"><strong data-start=\"5905\" data-end=\"5931\">Interviewer agreement:<\/strong> the degree to which independent ratings align.<\/li>\n<li data-section-id=\"1jbc9s3\" data-start=\"5979\" data-end=\"6067\"><strong data-start=\"5981\" data-end=\"6003\">Evidence-gap rate:<\/strong> answers missing context, personal action, or a credible result.<\/li>\n<li data-section-id=\"mwdgi\" data-start=\"6068\" data-end=\"6154\"><strong data-start=\"6070\" data-end=\"6088\">Override rate:<\/strong> decisions that depart from the scorecard, with a recorded reason.<\/li>\n<li data-section-id=\"1odj9ok\" data-start=\"6155\" data-end=\"6345\"><strong data-start=\"6157\" data-end=\"6178\">Stage conversion:<\/strong> candidates advancing after the behavioral screen. This can be reviewed alongside other <a class=\"decorated-link\" href=\"https:\/\/recruiterflow.com\/blog\/recruiting-funnel\/?utm_source=chatgpt.com\" target=\"_new\" rel=\"noopener\" data-start=\"6266\" data-end=\"6344\">recruiting funnel metrics<\/a>.<\/li>\n<\/ul>\n<p dir=\"auto\" data-start=\"6347\" data-end=\"6424\">These signals diagnose the process. None proves interview validity by itself.<\/p>\n<h2 dir=\"auto\" data-section-id=\"lqycmq\" data-start=\"6426\" data-end=\"6465\"><span class=\"ez-toc-section\" id=\"Common_behavioral-interview_mistakes\"><\/span>Common behavioral-interview mistakes<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p dir=\"auto\" data-start=\"6467\" data-end=\"6581\"><strong data-start=\"6467\" data-end=\"6501\">Asking for general philosophy.<\/strong> \u201cHow do you lead teams?\u201d invites a rehearsed summary. Ask for a specific event.<\/p>\n<p dir=\"auto\" data-start=\"6583\" data-end=\"6700\"><strong data-start=\"6583\" data-end=\"6636\">Accepting the team\u2019s result as personal evidence.<\/strong> Probe for the candidate\u2019s decisions, actions, and contribution.<\/p>\n<p dir=\"auto\" data-start=\"6702\" data-end=\"6838\"><strong data-start=\"6702\" data-end=\"6745\">Scoring confidence instead of evidence.<\/strong> Fluency, charisma, and interview coaching can affect delivery. Rate the job-related content.<\/p>\n<p dir=\"auto\" data-start=\"6840\" data-end=\"6994\"><strong data-start=\"6840\" data-end=\"6876\">Improvising different standards.<\/strong> Follow-up questions can vary, but the core competency, evidence standard, and scoring anchors should stay consistent.<\/p>\n<p dir=\"auto\" data-start=\"6996\" data-end=\"7149\"><strong data-start=\"6996\" data-end=\"7024\">Using STAR as the score.<\/strong> STAR can organize an answer. The interviewer still needs to assess relevance, difficulty, behavior, result, and credibility.<\/p>\n<h2 dir=\"auto\" data-section-id=\"1m7o8rp\" data-start=\"7151\" data-end=\"7196\"><span class=\"ez-toc-section\" id=\"AI_and_automation_in_behavioral_interviews\"><\/span>AI and automation in behavioral interviews<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p dir=\"auto\" data-start=\"7198\" data-end=\"7460\">AI can transcribe calls, organize notes, identify missing scorecard fields, and draft evidence summaries. An <a class=\"decorated-link\" href=\"https:\/\/recruiterflow.com\/glossary\/ai-interview-note-taker\/?utm_source=chatgpt.com\" target=\"_new\" rel=\"noopener\" data-start=\"7307\" data-end=\"7393\">AI interview note taker<\/a> can help preserve what a candidate actually said for later review.<\/p>\n<p dir=\"auto\" data-start=\"7462\" data-end=\"7727\">Automation should not infer personality, emotion, integrity, or future performance from voice, facial movement, accent, or presentation style. Interviewers need to verify summaries against the source conversation and retain responsibility for ratings and decisions.<\/p>\n<h2 dir=\"auto\" data-section-id=\"1utfj1n\" data-start=\"7729\" data-end=\"7756\"><span class=\"ez-toc-section\" id=\"Where_Recruiterflow_fits\"><\/span>Where Recruiterflow fits<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p dir=\"auto\" data-start=\"7758\" data-end=\"8224\">Recruiterflow can connect interview templates, notes, scorecards, candidate stages, client feedback, and activity history in one workflow. Teams can standardize core questions, capture evidence, assign follow-up tasks, and keep interview feedback attached to the relevant candidate and job. Its <a class=\"decorated-link\" href=\"https:\/\/recruiterflow.com\/blog\/candidate-assessment\/?utm_source=chatgpt.com\" target=\"_new\" rel=\"noopener\" data-start=\"8053\" data-end=\"8138\">candidate assessment workflow<\/a> places interviews and scorecards alongside other ways to evaluate job-related skills.<\/p>\n<p dir=\"auto\" data-start=\"8226\" data-end=\"8399\">AI-supported note capture can reduce manual documentation. Recruiters and clients still define the criteria, evaluate evidence, resolve disagreements, and make the decision.<\/p>\n<h2 dir=\"auto\" data-section-id=\"u7gbci\" data-start=\"8401\" data-end=\"8423\"><span class=\"ez-toc-section\" id=\"Practical_checklist\"><\/span>Practical checklist<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<ul data-start=\"8425\" data-end=\"8837\">\n<li data-section-id=\"1bhr1bw\" data-start=\"8425\" data-end=\"8485\">Define the job-related behaviors before writing questions.<\/li>\n<li data-section-id=\"k21px6\" data-start=\"8486\" data-end=\"8520\">Ask for one specific past event.<\/li>\n<li data-section-id=\"yoxkz7\" data-start=\"8521\" data-end=\"8586\">Use planned probes for context, action, result, and reflection.<\/li>\n<li data-section-id=\"aisn4y\" data-start=\"8587\" data-end=\"8644\">Distinguish individual contribution from team activity.<\/li>\n<li data-section-id=\"18g278x\" data-start=\"8645\" data-end=\"8691\">Score each answer against anchored criteria.<\/li>\n<li data-section-id=\"1alx565\" data-start=\"8692\" data-end=\"8738\">Record evidence and gaps before the debrief.<\/li>\n<li data-section-id=\"109201a\" data-start=\"8739\" data-end=\"8782\">Collect interviewer scores independently.<\/li>\n<li data-section-id=\"gfmnom\" data-start=\"8783\" data-end=\"8837\">Review conversion, agreement, and override patterns.<\/li>\n<\/ul>\n<h2 dir=\"auto\" data-section-id=\"t7zdbf\" data-start=\"8839\" data-end=\"8866\"><span class=\"ez-toc-section\" id=\"Questions_recruiters_ask\"><\/span>Questions recruiters ask<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<h3 dir=\"auto\" data-section-id=\"nl7ia2\" data-start=\"8868\" data-end=\"8916\">Is a behavioral interview always structured?<\/h3>\n<p dir=\"auto\" data-start=\"8918\" data-end=\"9109\">No. Behavioral describes the evidence requested. Structured describes consistent administration and scoring. Behavioral questions become more comparable when used within a structured process.<\/p>\n<h3 dir=\"auto\" data-section-id=\"ge4htl\" data-start=\"9111\" data-end=\"9156\">Is STAR required for a behavioral answer?<\/h3>\n<p dir=\"auto\" data-start=\"9158\" data-end=\"9320\">No. STAR is a useful organizing framework. Candidates can provide strong evidence in another format, and a polished STAR answer can still lack relevant substance.<\/p>\n<h3 dir=\"auto\" data-section-id=\"ffh02r\" data-start=\"9322\" data-end=\"9372\">Can candidates use examples outside paid work?<\/h3>\n<p dir=\"auto\" data-start=\"9374\" data-end=\"9559\">Yes, when the example provides relevant evidence. Education, volunteering, community work, projects, and caregiving may demonstrate a behavior, particularly for early-career candidates.<\/p>\n<h3 dir=\"auto\" data-section-id=\"1f3f6pd\" data-start=\"9561\" data-end=\"9624\">Are behavioral interviews enough to make a hiring decision?<\/h3>\n<p dir=\"auto\" data-start=\"9626\" data-end=\"9756\" data-is-last-node=\"\" data-is-only-node=\"\">Rarely. Combine them with job-related evidence such as work samples, technical assessment, references, or other validated methods.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>A behavioral interview asks candidates for specific examples of how they handled relevant situations in the past and evaluates the evidence against job-related criteria. Questions often begin with phrases such as \u201cTell me about a time\u201d or \u201cDescribe a situation.\u201d The interviewer examines what happened, what the candidate did, why they acted that way, and <a href=\"https:\/\/recruiterflow.com\/glossary\/behavioral-interview\/\" class=\"more-link\">&#8230;<span class=\"screen-reader-text\">  What is a Behavioral Interview?<\/span><\/a><\/p>\n","protected":false},"author":31,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[237],"tags":[],"class_list":["post-24896","post","type-post","status-publish","format-standard","hentry","category-candidate"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v26.7 (Yoast SEO v28.1) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>What is a Behavioral Interview? - Recruiterflow Glossary<\/title>\n<meta name=\"description\" content=\"A behavioral interview asks candidates for specific examples of how they handled relevant situations in the past and evaluates the evidence against job-related criteria.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/recruiterflow.com\/glossary\/behavioral-interview\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"What is a Behavioral Interview?\" \/>\n<meta property=\"og:description\" content=\"A behavioral interview asks candidates for specific examples of how they handled relevant situations in the past and evaluates the evidence against job-related criteria.\" \/>\n<meta property=\"og:url\" content=\"https:\/\/recruiterflow.com\/glossary\/behavioral-interview\/\" \/>\n<meta property=\"og:site_name\" content=\"Recruiterflow Glossary\" \/>\n<meta property=\"article:publisher\" content=\"https:\/\/www.facebook.com\/recruiterflow\" \/>\n<meta property=\"article:published_time\" content=\"2026-09-24T11:35:58+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/recruiterflow.com\/glossary\/wp-content\/uploads\/2026\/07\/Group-6754-e1683281335979.png.webp\" \/>\n\t<meta property=\"og:image:width\" content=\"672\" \/>\n\t<meta property=\"og:image:height\" content=\"140\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/webp\" \/>\n<meta name=\"author\" content=\"Abhishek Sharma\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:creator\" content=\"@recruiterflow\" \/>\n<meta name=\"twitter:site\" content=\"@recruiterflow\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"Abhishek Sharma\" \/>\n\t<meta name=\"twitter:label2\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"6 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\\\/\\\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"https:\\\/\\\/recruiterflow.com\\\/glossary\\\/behavioral-interview\\\/#article\",\"isPartOf\":{\"@id\":\"https:\\\/\\\/recruiterflow.com\\\/glossary\\\/behavioral-interview\\\/\"},\"author\":{\"name\":\"Abhishek Sharma\",\"@id\":\"https:\\\/\\\/recruiterflow.com\\\/glossary\\\/#\\\/schema\\\/person\\\/e49b0f8dc111400d65599717285b3172\"},\"headline\":\"What is a Behavioral Interview?\",\"datePublished\":\"2026-09-24T11:35:58+00:00\",\"mainEntityOfPage\":{\"@id\":\"https:\\\/\\\/recruiterflow.com\\\/glossary\\\/behavioral-interview\\\/\"},\"wordCount\":1280,\"commentCount\":0,\"publisher\":{\"@id\":\"https:\\\/\\\/recruiterflow.com\\\/glossary\\\/#organization\"},\"articleSection\":[\"Candidate\"],\"inLanguage\":\"en-US\",\"potentialAction\":[{\"@type\":\"CommentAction\",\"name\":\"Comment\",\"target\":[\"https:\\\/\\\/recruiterflow.com\\\/glossary\\\/behavioral-interview\\\/#respond\"]}]},{\"@type\":\"WebPage\",\"@id\":\"https:\\\/\\\/recruiterflow.com\\\/glossary\\\/behavioral-interview\\\/\",\"url\":\"https:\\\/\\\/recruiterflow.com\\\/glossary\\\/behavioral-interview\\\/\",\"name\":\"What is a Behavioral Interview? 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