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If you are proficient in coding and have excellent system design concepts, that makes a good resume. But if you believe these skills are enough to help you land an engineering manager's role, then you are mistaken.
Top tech companies also conduct behavioral interviews in addition to these two tests to observe the mindset and attitude of the candidates.
Of course, nobody would value a tech expert with weak decision-making skills or zero empathy.
Behavioral interviews focus on understanding how you have handled various situations in the past.
The idea is that past behavior is a good predictor of future performance. These interviews typically use the STAR method (Situation, Task, Action, Result) to structure questions and answers.
Behavioral interviews are like storytelling sessions where you share your past experiences to showcase your skills and how you handle different situations.
For engineering managers, these interviews focus on your leadership, problem-solving abilities, and how you manage and motivate your team.
Moreover, behavioral interviews focus on the basic characteristics of responsibility, integrity, reliability, initiative, team orientation, adaptability, stress management, creativity, attention to detail, and commitment to growth to help interviewers get an idea of whether the candidate is a potential fit for the role and the company culture.
Behavioral Interview Formats
Behavioral interviews come in different flavors, and two common formats are experiential and hypothetical.
Let's discuss the two types below.
1. Experiential Interviews
Experiential interviews focus on your past experiences. The interviewer wants to hear real stories about what you’ve done in previous jobs.
What To Expect:
- You’ll be asked to share specific examples from your past work.
- The questions are designed to understand how you behaved in real-life situations.
Example Questions:
- "Tell me about a time when you had to meet a tight deadline."
- "Describe a situation where you had to deal with a difficult team member."
2. Hypothetical Interviews
Hypothetical interviews are all about how you would handle situations that might come up in the job.
Instead of asking about past experiences, the interviewer presents you with a scenario and asks how you’d deal with it.
What To Expect:
- You’ll be given a situation and asked to explain what you would do.
- These questions test your problem-solving skills and your ability to think on your feet.
Example Questions:
- "If you were faced with a tight deadline and limited resources, how would you prioritize your tasks?"
- "Imagine a team member is not meeting their goals. How would you address the situation?"
Preparing for These Formats
| Experiential Interviews | Hypothetical Interviews |
|---|---|
| Reflect on Your Past: Think about various situations you’ve faced at work. Use the STAR method (Situation, Task, Action, Result) to structure your stories. | Think on Your Feet: Practice thinking through scenarios quickly. Consider common challenges in the role you’re applying for and how you would handle them. |
| Practice Storytelling: Be ready to share your experiences clearly and concisely, focusing on what you did and what the outcome was. | Explain Your Reasoning: When answering hypothetical questions, explain why you would take certain actions, not just what you would do. This shows your thought process. |
Categories of Behavioral Interview Questions
Behavioral interviews cover a broad range of categories, each designed to assess different aspects of a candidate's skills and experiences.
Here are the main categories typically explored in behavioral interviews:
1. Teamwork
Evaluates how well you work with others and your ability to collaborate in a team setting.
Common Questions:
- "Tell me about a time when you worked as part of a team."
- "How do you handle disagreements with team members?"
2. Problem-Solving
Assesses your ability to identify issues, think critically, and develop effective solutions.
Common Questions:
- "Describe a situation where you had to solve a difficult problem."
- "Can you give an example of a time when you identified a major issue and how you addressed it?"
3. Leadership
Looks at your ability to lead, motivate, and manage a team or project.
Common Questions:
- "Describe a time when you led a project."
- "How do you motivate team members who are not performing well?"
4. Adaptability
Tests how well you adapt to changing circumstances and handle unexpected challenges.
Common Questions:
- "Tell me about a time when you had to adapt to a significant change at work."
- "How do you handle stress or pressure?"
5. Communication
Evaluates your ability to communicate clearly and effectively in various situations.
Common Questions:
- "Give an example of a time when you had to explain a complex concept to a non-technical colleague."
- "How do you ensure your message is understood when communicating with team members?"
6. Conflict Resolution
Assesses how you manage and resolve conflicts in the workplace.
Common Questions:
- "Describe a situation where you had a conflict with a colleague and how you resolved it."
- "What steps do you take to address conflicts within your team?"
7. Time Management
Examines how you prioritize tasks, manage your time, and meet deadlines.
Common Questions:
- "Tell me about a time when you had to manage multiple tasks at once."
- "How do you prioritize your work when you have multiple deadlines?"
8. Decision-Making
Evaluates your decision-making process and your ability to make sound judgments.
Common Questions:
- "Describe a difficult decision you had to make and the outcome."
- "How do you approach making important decisions?"
9. Achievement and Motivation
Looks at your drive, goals, and significant accomplishments.
Common Questions:
- "What is your greatest professional achievement?"
- "Describe a time when you went above and beyond to achieve a goal."
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