Behavioral interview skills are probably the most overlooked skill interviewees pay attention to during their preparation to land a job.
I understand how challenging it has become to land great opportunities recently. After a decade in the power and energy industry, serving in different roles, my career took a rewarding turn. Having learned many things that helped me transition into a Senior Electrical Engineer role, I believe that the lessons I have learned will be beneficial to you.
This guide will serve you better and prepare you to succeed in your career.
You should know the top essential non-technical interview questions asked in every interview.
Please note: Just so you know, you do not have to memorize these answers. However, these examples are provided to help you figure out your answers. Kindly use your unique experience to tell stories that align with the position and the value you can offer to the respective company.
Table of Contents
Question 1: How to Work with a Difficult Team Member
How did you handle working with a difficult team member?
♦ Tip (the key word here is “difficult”): This is where you demonstrate crisis management skills. The main hurdle here is dealing with a difficult person. But who is a difficult person? We all have encountered people in our lives that we may consider “difficult.” Are they adamant? The one we consider complicated may also think the other person is “difficult.” Nonetheless, workplace crisis is a common challenge that hinders teamwork and progress. The hiring team or manager would love to see how you can deal with such issues without escalation. You should demonstrate empathy and genuine listening skills to understand the other person. We turn to have clarity if we listen to each other to understand and not to respond. Then, you can propose a way forward. Behavioral interview skills are essential in our workplace for maximum team coherence.
Answer/Response: In 2021 (consider providing brief details about the project; for example, a 150 megawatt AC solar PV project in Texas ), I worked with a colleague who was quite resistant to feedback and often interrupted team members during meetings. This behavior hindered the team’s progress in completing individual tasks, and we were one week late meeting our 60% target.
To address this, I scheduled a one-on-one chat with him to better understand his perspective. I listened actively to his concerns and then shared my observations in a constructive manner. We agreed on a few ground rules for our meetings, such as allowing everyone to finish their points before responding.
We also agreed that one effective way to be productive collectively as a team is to listen to understand rather than respond. Fostering open communication and showing empathy improved our working relationship and enhanced our team’s overall productivity. The management was impressed that we finally achieved our milestone three days ahead of the 90% milestone.
Question 2: Task Prioritization is a High-Level Behavioral Interview Skill
Question 2: How do you prioritize tasks when you have multiple deadlines?
♦ Tip (the key word here is “prioritize”): It is common to have multiple tasks to complete for various projects. However, it is crucial to be aware that not all projects or assignments will have the same level of urgency or importance. Respond to this question by demonstrating awareness, due diligence, and control. This is where you prioritize based on how critical a task needs to be completed, considering schedule, budget, and other resource constraints. Most hiring managers would love to see you demonstrate prioritization as a vital behavioral skill during the interview.
Answer/Response: The first half of (year) was a very busy season for my team. We had a lot of projects on our desks, and I was taking the lead in designing and engineering (mention something specific … for instance, substation, protection, and low & medium-voltage electrical systems). Essentially, I was involved in every project at different stages (conceptual, design, studies, operations & maintenance). However, the burden of meeting deadlines was becoming unrealistic. To mitigate the stress while achieving my goals, I used a combination of the Eisenhower Decision Matrix and a digital task management tool (planning & scheduling) to prioritize my tasks.
First, I categorize tasks based on urgency and importance. Urgent and important tasks are handled immediately, while important but not urgent tasks are scheduled for later. I also set clear milestones and deadlines for each task, ensuring that I allocate enough time for review and adjustments. I regularly review my progress to help me stay on track and adjust priorities as needed, ensuring that I meet all deadlines effectively.
Using the Eisenhower Decision Matrix technique would continue to be my blueprint in managing future multiple tasks, ensuring that prioritization is given to urgency and important tasks.
Question 3: How to Persuade Someone is a Unique Soft Skill
Describe a situation where you had to persuade someone to see things your way. What was the outcome?
♦ Tip (the key word here is “persuade”): In our career, we constantly face different options at work. How would you convince others to accept your ideas as a team player? The act of persuading is to plead with others using concrete and convincing reasons why they should agree with you. Your intention is not to win an argument or look down on your teammate’s suggestion. Demonstrate the value and benefits of your proposition. People typically share a common understanding if they are convinced your ideas are for the team’s success. Persuasion is a critical soft skill that could make a lot of difference in developing a business in the workplace.
Answer/Response: During a project (it is best to provide brief details of the project you were working on) proposal meeting, I had to convince my team to adopt a new software tool (I recommend you mention the name of the software tool or whatever the proposal is about) that I believed would streamline our workflow. I prepared a fifteen (15) minute presentation highlighting the tool’s benefits, including case studies and a cost-benefit analysis. Subsequently, I arranged a thirty (30)-minute demo session for the team to experience firsthand the tool. By addressing their concerns and demonstrating the tool’s potential impact, I gained my colleague’s support. The successful adoption of the new tool led to a 30% reduction in project completion time and increased our profit margin by over 12%.
Question 4: Handling Stress and Pressure Demonstrates Behavioral Interview Skills
How do you handle stress and pressure?
♦ Tip (the key phrase here is “stress and pressure”): Stress and pressure are prevalent workplace challenges. Identify some things that make you feel tired. Are you having less sleep or rest? Do you often multitask? Since this is a job interview, you should mention only workplace-related issues and how you managed or overcame those struggles while still being a top performer. It is recommended to leave personal or relationship-related matters out of your interview, especially if those do not help your case well.
Answer/Response: In 2022, I handled over ten projects per week. This was unusual, but also it was because our clients trusted us and gave us more exciting projects. At the time, I had only one other engineer who helped me with those projects (you can mention a project technology like wind or solar or any specific project as an example to explain your point).
I was stressed navigating through multiple strategies in effective project management. I managed the stress by maintaining a healthy work-life balance and practicing mindfulness techniques to turn things around. When faced with pressure, I broke down tasks into smaller, manageable steps and focused on one task at a time. I also prioritize self-care by engaging in activities such as playing soccer, meditation, and spending time with loved ones. Also, I talked with my manager about the workload and stress.
I asked for help from other team members who were less busy then, and to my amazement, two engineers came to my assistance. I learned that open communication with my team helped distribute the workload effectively, reducing everyone’s stress. Ultimately, we accomplished our projects’ deliverables without missing deadlines and not feeling burnt out.
Question 5: Handling Failure is a Rare Soft Skill
Tell me about a time you failed. How did you handle the situation?
♦ Tip (the key word here is “failed”): Failure is not uncommon to those who try new things or achieve better results. However, think about a time you failed in something at work (or business) and what lesson you got from such a painful experience. How did the failure make you better? Most critical positions are only available to people who have failed at something before and had a solution. Failure is undesired. However, the lessons of failure demonstrate that high-level behavioral interview skills are helpful in future events/projects.
Answer/Response: In a previous role, I missed an important deadline due to poor time management. I immediately took responsibility for my oversight and informed my supervisor of the situation. To resolve the issue, I worked overtime (say 2 hours per day for a week) to complete the task.
I reduced the number of days the project would have been delayed to just one day, which wasn’t as bad as it would have been for over five days. I implemented a new time management strategy to prevent future occurrences. This experience taught me the importance of effective planning and seeking help when needed. It also reinforced my commitment to continuous improvement and accountability. The lesson of such a failure helped me re-strategize time management, which led to achieving project deliverables 2 days ahead of deadlines.
Question 6: Adaptation to Changes Shows a Key Soft Skill
How do you adapt to changes in the workplace?
♦ Tip (the key word here is “adapt”): The world is constantly changing in many ways of doing things. This is also very true for workplace evolutions. We must adapt to these changes to be productive, proactive, and efficient. For instance, if you are used to working in the office, the COVID-19 pandemic lockdown in 2020 resulted in remote working. How did you cope with such a drastic change? Now, most companies are returning to their offices; how do you adapt to office work again?
Answer/Response: Over the past five years, I have always worked on-site and not as a desktop engineer until everything changed after I switched to engineering consultancy. I love to physically fix things on-site and now have to learn how to do the same on the computer screen all the time. I couldn’t imagine embracing such a drastic change.
To adapt to this change, I stayed flexible and open-minded. When faced with changes, I took time to understand the reasons behind them and how they align with the organization’s goals. I proactively asked for help, training opportunities, and resources to enhance my skills and knowledge. Working all the time on the computer and remotely was less appealing.
Additionally, I maintain open communication with my supervisor and colleagues to share insights and support each other during transitions. This proactive approach allowed me to adapt quickly and contributed positively to new initiatives that increase our department’s profit by 8% by mid-year 2022.
Question 7: How to Resolve a Conflict is a Critical Behavioral Interview Skill
Describe a time when you had to resolve a conflict within your team.
♦ Tip (the key word here is “conflict”): Workplace disagreement is almost everywhere. There is no perfect place. We think, feel, act, and have different opinions; most often, people do these things differently. Doing things differently has the potential to lead to disagreements. As such, having conflicts is normal. However, conflicts unresolved strategically have the potential to destroy trust and teamwork. Remember how you resolved a disagreement without putting the other person or team down. This requires you to have emotional intelligence.
Do you think emotional intelligence is better than artificial intelligence?
Answer/Response: In 2018, I worked with a dynamic and proactive team of engineers. We were assigned to a group project (please give a summary of the specific project). Unfortunately, two team members disagreed over the project’s direction, which was affecting the team’s morale and enthusiasm.
As the team lead, I arranged a mediation session where both parties could express their viewpoints in a respectful environment. I facilitated the discussion by asking open-ended questions and guiding them toward common goals.
By focusing on shared objectives and fostering empathy, we reached a solution that satisfied both parties. The lessons we learned in the conflict resolution process improved the team’s dynamics significantly. We completed the project three days ahead of schedule and saved the engineering department $55,000 of the allocated budget.
Question 8: How to Communicate Effectively with a Team is a Soft Skill
How do you ensure effective communication in a team setting?
♦ Tip (the key word here is “communication”): Communication is one of the most vital skills to have in all endeavors of life. But when we talk or send email or any other means of sharing information, do the receiver and sender both understand each other? Most often, deep meaning to tasks is lost if we communicate poorly. It is important not to assume your message is understood without due diligence. Effective communication leads to clarity and reduces time-wasting or re-works.
Answer/Response: In the last decade of my career, communication has been the most critical piece of such an experience. I prioritize clarity and transparency in all my communications. Working in a vibrant team of over 120 (give a specific number or range) professionals could be challenging.
To be effective, I use various tools, such as emails, instant messaging, and video calls, to ensure everyone is informed and engaged. My favorite one is face-to-face discussions, where we get to connect. I encourage open dialogue by fostering an inclusive environment where team members feel comfortable sharing their ideas and concerns and, most importantly, asking questions.
For instance, in 2019, when a team member misunderstood an email I sent him, I scheduled a one-on-one meeting to keep everyone aligned and informed. Interestingly, this was the best way we both understood each other and got back to work. This led to avoiding reworks and wasting effort and time.
I also actively listen to feedback and adjust my communication style as needed to suit the team’s preferences. My approach has boosted the team’s confidence and trust, helping us exceed (year) goals by a 12% profit margin.
Question 9: Taking Initiatives Showcases your Behavioral Interview Skill
Tell me about a time when you took initiative on a project.
♦ Tip (the key word here is “initiative”): Many people lack initiative due to fear of failure, being ignored, and/or lack of trust or support. Identify some weaknesses or flaws or poor organizations within your department. How can you optimize those weaknesses? Do you have customers who never show up again or express dissatisfaction? Take advantage of your downtime to fix work problems without someone telling you to put things in order. Showcase high-level behavioral skills in the interview and continue with the same soft skills even after securing a job.
Answer/Response: My department was slow in the first quarter of 2021 (year) due to inadequate work (or projects) inflow. I noticed an opportunity to improve our customer feedback system, so I researched best practices and proposed a new feedback process to my supervisor.
After receiving their approval, I led a team of three (3) to implement the upgrades and changes, including new survey tools and follow-up procedures. By the middle of (year), we started to test and implement the changes to new customers.
Seeing that the new projects resulted in a 20% increase in customer feedback response rates is satisfying. My initiative provided valuable insights that informed my organization’s future business strategies.
Question 10: Giving Feedback to Team Members
How do you handle giving feedback to colleagues?
♦ Tip (the key word here is “feedback”): How would your team member or colleague know they are on the right path? Most often, individuals may ask for feedback, seeking ways to improve themselves. Use this opportunity to tell them what they have done effectively and what they may consider improving. The ability to provide proactive and sincere feedback demonstrates that you have a soft skill that not only serves you but also others within your team.
Answer/Response: I have been fortunate to work with a great team at (company name). In January 2025 (mention month and year), two (2) of my colleagues asked for feedback for the previous (year). They genuinely want to improve their best for the team’s success and advance their career.
I approach their feedback thoughtfully, ensuring it is constructive and specific. I structured my feedback using the “SBI” model—Situation, Behavior, Impact. Before giving feedback, I ensured the timing and environment conducive to a positive conversation were appropriate.
I focused on observable behaviors and their impacts rather than personal attributes. Additionally, I invited my colleagues to share their perspectives and suggest collaborative solutions to address any issues. This approach fostered mutual respect and continuous improvement in our workplace and professional relationships.
Summary
Most people focus on technical interview questions and are poorly prepared for soft skills or behavioral interview skills questions. Almost every organization cares about behavior.
- Will you be a company culture fit?
- How would you relate with other team members?
- Are you a team player or challenging to work with?
- Do you communicate effectively? These questions and many others determine whether you would fit the position or give employers key insights about you.
Interviews are the gateway to landing jobs. Adequate preparation, besides having the skills, makes the most difference. Leave no stone unturned, especially considering how relevant behavioral interview skills have become in organizational growth.
Please let me know what your thoughts are in the comment session.
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