Behavioral Interview Insights From Recruiters

I've interviewed nearly 100 people over the last few months for openings at CNN. Here's what the most successful candidates did well: 1. They told a clear story. Every answer had a beginning, middle and end (or a conflict, action & solution). They didn't repeat themselves and didn't include a lot of extraneous information. For example, to answer the common question "What's a mistake you've made recently?" the strongest candidates started with a BRIEF summary of where & when the mistake happened, walked through the actions that led to the mistake, explained clearly how they handled the error and then ended with what they learned from the incident. The worst candidates monologued; I had one who spoke for 16 minutes straight after the first question. If you find yourself rambling, stop yourself, take a deep breath and apologize. Then try to summarize your answer to the question again in a few sentences. 2. They had examples ready to share. Every question is an opportunity to let the interviewer know about a great story you produced, or a time when you shined. Have a list of your best moments handy so you can weave those concrete examples into your answers in an authentic way. 3. They showed their passion. Employers want to know that you're excited about the opportunities this job presents. Find a chance to share what motivates you and/or your career origin story (aka why you became a journalist/video editor/writer/etc.) One of my favorite candidates ended the interview by thanking us for our time and expressing how much they were interested in tackling the challenges the job would bring. 4. They acknowledged what they don't know. For example, when asked what they would do differently if they were on the team, one candidate explained what they would do but caveated it with the fact that they are viewing our content as a single user, not knowing our strategy and how data informs it. That showed me they understand audiences are diverse, and would lean into data to inform their strategy as a leader. Another smart candidate said they haven't had the opportunity to use our content management system but "couldn't wait" to get their hands on it and learn quickly. I'd rather have a fast learner than someone who knows the current system but can't pick up the next one.

I’ve been a recruiter for 5+ years, and I’ve closely seen how Hiring Managers make decisions. If you’re looking for a job in the U.S., these strategies are GOLD. I’ve been in dozens of debriefs where the candidate looked great on paper, answered questions well, and still didn't get hired. Because hiring managers aren’t just asking, “Can they do the job?” They’re asking: → Do they understand the role? → Can they think through messy problems? → Will they communicate clearly with the team? → Are they coachable? → Will they take ownership? Here’s how you can show hiring managers that you are the right fit. 1. Show your thinking, not just your answer. When walking through a project or technical solution, don’t jump straight to the outcome. Walk through the decisions you made, what tradeoffs you considered, and what you’d do differently now. That shows maturity and reflection, which managers love to see. 2. Ask better questions. Skip the generic: What’s the culture like? Instead ask: What does success look like in the first 90 days? What challenges is the team currently facing? Hiring managers remember candidates who sound like future teammates. 3. Own your gaps. You don’t need to pretend to be perfect. In fact, the best candidates I’ve seen are the ones who say: I haven’t done X before, but here’s how I’d approach it. That shows adaptability. Most roles evolve, so this matters more than checking every box. 4. Match your energy to the team. If the team is collaborative, curious, and fast-paced, show that you work the same way. Not by saying it, but through your tone, your responses, and the way you engage. You don’t need to perform. You need to connect. That’s what makes hiring managers say, “Let’s bring them in.” Repost this so others crack interviews. P.S. If you are a job seeker in the U.S. and found this post helpful, follow me for more honest job-search advice. Let's get you hired in the next 90 days.

In the last 20+ years, I have conducted hundreds of interviews. In that time, I’ve seen so many candidates sabotage themselves by saying 1 of 5 things: 1. “I don’t have any weaknesses.” (or give me a fake one like ‘i’m too organized’) That either signals you’re unaware or hiding something. Instead: Share a real (but manageable) weakness and how you work around it. It builds trust, and helps you avoid jobs where that weakness would derail you. Example: "I sometimes get overwhelmed by ambiguous projects. I've learned to ask clarifying questions upfront and break large tasks into smaller, concrete steps." ____ 2. “It’s all on my resume.” Hiring managers read hundreds of resumes daily. We literally forget what was on which resume between interviews. Instead: Re-express your resume highlights with insight. Add context: what you learned, why you left, what you loved. That's what they'll remember. ____ 3. “What’s the bonus and raise schedule?” You're asking "How will you reward me before I've proven my value?" Bonuses depend on performance and company profits, impossible to predict. The better question: "What are the ways I can know I'm being successful in this role?" This reveals how they measure and celebrate success while showing you're focused on performance first. ____ 4. “I hated my last boss.” Even if true, it backfires. There's a phenomenon called "spontaneous trait transference." When you say negative words about others, the interviewer's brain unconsciously associates those traits with YOU. Say your boss is "disorganized" and they'll start questioning YOUR organization skills. Safe alternatives: • "It wasn't the right fit" • "The timing wasn't great for us" • "I felt it was important to move on" Most hiring managers understand something didn't work without the details. ____ 5. Any question you can Google • “What’s your mission” • “What does your company do?” •“How you’re different from your competitor?” Asking about company size, basic mission, or job responsibilities (all available online) screams "I didn't prepare." Research-based questions that impress: • "What challenges is the team currently facing?" • "What does success look like in the first 90 days?" • "Based on your experience here, what do you enjoy most about the company culture?" Remember: You want the interview to feel like a conversation, not an interrogation. The more casual and natural you can make it feel, the better rapport you'll build. When they're just reading through your resume like a checklist, nobody's connecting—and connection is what gets you hired. What's the worst interview mistake you've made or witnessed?

In the last eight years, I have interviewed 500+ Software Engineers for various roles. Here are the most actionable tips I can give you on how to do better during your behavioral round. 1/ Set the Stage Clearly - Describe the Situation or Task that needed solving. Focus on the challenge. - Example: "The API response times were too slow, affecting user experience, and I was tasked with optimizing it within a sprint." - Keep it short. If the interviewer wants more details, they’ll ask. 2/ Focus on Key Actions - Highlight 3 core actions you took to solve the problem. - Example: "I profiled the API calls, implemented caching for frequent queries, and reduced payload size by 30%." - Stick to impactful actions. Each action should take under 2 minutes to explain. 3/ Use “I” to Show Ownership - Make it clear what you did to demonstrate leadership and initiative. - Example: "I spearheaded the migration from monolithic architecture to microservices, improving scalability by 40%." - Avoid saying "we" too much. The interviewer needs to know if you led the effort or just contributed. 4/ Stick to Facts, Avoid Emotions - Keep your answers factual, even when discussing challenges. - Example: Instead of "I was frustrated with a teammate’s slow progress," say, "I scheduled a pair programming session to help them meet the deadline." 5/ Understand the Purpose of the Question - Think about what the interviewer is trying to assess—teamwork, problem-solving, leadership, or technical expertise. - Example: If asked about handling conflict, they want to see how you navigate disagreements productively. Frame your response accordingly. 6/ Use Data to Back Your Results - Quantify your impact wherever possible. - Example: "After optimizing the query logic, I reduced database read times by 40%, cutting down page load times by 2 seconds." - Data shows real impact and demonstrates the value you bring. 7/ Keep It Interactive - Make your responses concise to encourage follow-up questions from the interviewer. - Example: "I automated the deployment pipeline, cutting release times from 2 hours to 15 minutes. If you'd like, I can explain the challenges I faced setting up the CI/CD tools." 8/ Maintain good eye contact -Eye contact showcases confidence -In the era of online interviewing, it’s even more critical to showcase your focus via eye contact. And one thing you should never do in the behavioral interview is makeup details. It’s visible how shallow a story is if someone grills you on the details. I hope these tips will help you achieve great results. – P.S: Follow me for more insights on Software engineering.

After interviewing over 25,000 people in my career, here’s what I’ve learned about candidates... And it’s probably not what you think. 🎯 You’re often hiring the best interviewer, not the best candidate— Polished answers can mask performance gaps (not always, but dig deeper). That’s why we also structure interviews around behavioral assessments and use validated tools to see beyond charm and into actual capability. 💡 People tell you who they are, if you know how to listen— It's the follow-up. The pause. The way they describe other people. The questions they ask you. Want to see someone’s EQ? Ask who their biggest influence was—and watch how they talk about that person. Plus, we can also administer our EQ assessments. :) 🧠 True high-performers rarely credit themselves— They talk about the team, the mission, or what they learned along the way. Humility + ownership is a signal. So is curiosity. I listen closely for both. 🚩 When someone overuses vague language— "Collaborative,” "change agent," "servant leader," —it often means they’re repeating job board jargon, not reflecting their own experience. Okay.. So, describe 'servant leadership' please... And then they're frozen. Red flag. Ask for specifics. “Tell me what that looked like on Tuesday at 10 a.m.” That one prompt has changed entire hiring decisions. 🕵️♀️ If you want honest answers, you have to earn them— Candidates mirror your tone. If you open up and show some vulnerability, you’ll get real stories—not rehearsed ones. The best interviews don’t feel like interviews. My slogan is: I would never sponsor a candidate I wouldn't want to work with, and I would never represent a company I wouldn't want to work for! #RecruitingInsights #ExecutiveHiring #SmartHire #TalentAcquisition #WTS #InterviewWisdom #25KInterviewsLater

I listened to 704 interviews. Observation 1: The people who got $200k-$500k+ offers talked extensively about 3 topics: - mentors they learned from - metrics they measure (and why) - how they drive revenue for the business Observation 2: The people who got these offers only talked ~50% of the time. They asked intentional questions about the - hiring manager - company - culture - team - goals Observation 3: The people who did NOT get offers - didn't ask questions throughout the call - didn't talk about business outcomes - didn't talk about metrics - didn't give credit to mentors/team - tried to look completely perfect If I were interviewing right now, I would - list the metrics I measure (and why) - know how I drive revenue for the business - research the company/interviewers - ask Qs that can't be answered by Google - know the value I bring to the company - make a list of my mentors + send them a note of gratitude for teaching me XYZ Not sure if this is helpful for other folks, but feel free to share if it is. If these insights are helpful, you might also enjoy the CareerSprout Newsletter. Each week, Gaurav and I share resources, tools, thoughts about growing a meaningful career. Everything we recommend comes from lessons we’ve personally learned, resources we trust, and systems we teach to our clients. If that’s your jam, you can join our community below 👇🏼 https://lnkd.in/g-zzZZzA

The truth about what recruiters are really looking for in your interview ↓   I've been on both sides of the hiring table, and there's something most candidates get wrong about recruiter interviews.   Here's what I've learned: most recruiters aren't deeply technical experts in your field.   We're not primarily evaluating if you can code in Python or execute a specific accounting procedure.   What we're actually assessing is much more fundamental:   First, we're looking at fit.   Will you thrive in this specific team? Will your communication style work with this manager? Do you approach problems in a way that aligns with how the company operates?   Second, we're evaluating risk.   Based on your past experiences and how you present yourself, how likely are you to succeed in this role? Are there any red flags that suggest you might struggle?   This is why we ask those behavioral questions about past challenges, team conflicts, or how you've handled difficult situations.   We're looking for patterns that help us predict your future performance.   Understanding this completely changes how you should prepare.   Rather than just demonstrating technical perfection, focus on clearly communicating how you'll fit into this specific environment and why you're a low-risk, high-potential hire.   I've seen many technically brilliant candidates get passed over because they couldn't effectively show they'd thrive in the company's particular culture.   What's been your experience with recruiter interviews? How do you demonstrate fit beyond just technical qualifications?   Check out my newsletter for more insights here: https://lnkd.in/ei_uQjju   #executiverecruiter #eliterecruiter #jobmarket2025 #profoliosai #resume #jobstrategy #hiringprocess #interviewpreparation #recruiterperspective #culturalfit