How To Answer Behavioral Interview Questions

Behavioral job interview questions are based on the premise that past behavior is the best predictor of future behavior – and that’s why they are so often asked by employers when assessing candidates during a job interview.

These types of competency-based interview questions typically begin with the phrase, “Tell me about a time when…” – and if you’re able to understand the specific requirements of the role before your interview, you’ll be much better prepared to predict these kinds of questions and think about how you’ll answer them.


The golden rule when you’re answering behavioral interview questions is to adhere to what’s called the CAR principle: Context, Action, Result.

Context is about describing a situation and setting the scene for a relevant example. The key here is to choose your example well – one that clearly demonstrates the quality or skill the employer is asking about.

Action is about explaining what action you took. Be really specific rather than making vague statements and outline your steps and rationale.

Result is about detailing the outcome of your action. Offer specific facts relating to the result. For instance, quote figures and statistics that back up your declaration.

Remember these three steps to answering behavioral interview questions and you’ll be well on your way to thoroughly impressing your interviewer.


Q: Tell me about a time when you helped to turn around your team’s sales performance.

Context: “One of my previous employer’s sales divisions had been experiencing decreasing sales – so I was brought in to help reverse the situation. My challenge was to manage the team effectively so they were able to actually exceed (not just meet) their sales targets.”

Action: “Over a six-month period, I introduced several initiatives within the team, including: setting specific and measurable sales targets for each individual within the team; introducing weekly sales meetings for the team and for each individual within the team; and implementing a structured sales training program.

I also conducted market research to identify what our main competitors were doing, set up focus groups with major clients to establish key goals, and introduced a new remuneration system that linked sales performance to remuneration packages.”

Result: “We lifted sales by 60% and exceeded sales targets by 25% in the first quarter, and continued the upward trajectory throughout the next year.”


Your ability to answer behavioural interview questions can make or break your attempt to secure that dream job – so we’ve put together some sample behavioural interview questions to help you more adequately prepare.


“Give an example of a time when you were able to build rapport with someone at work, even in a stressful or challenging situation.”

“Tell me about a time when you had to give someone constructive criticism.”

“Give me an example of how you were able to use your ability to communicate and persuade to gain buy-in from a resistant audience.”


“Give me an example of a time when you had to cope with interpersonal conflict when working on a team project.”

“Tell me about a time when your fellow team members were de-motivated. What did you do to improve morale?”

“Describe a situation where others you were working with on a project disagreed with your ideas. What did you do?”


“Tell me about a difficult problem you were faced with, and how you went about tackling it.”

“Describe a time when you proactively identified a problem at work and were able to devise and implement a successful solution.”

“Have you ever faced a problem you could not solve?”


“Tell me about a situation in which you worked with team members to develop new and creative ideas to solve a business problem.”

“Describe the most creative work-related project you have completed.”

“Give an example of when your creativity made a real difference in the success of a product or project.”

Organisation and planning

“Have you ever managed multiple projects simultaneously? What methods did you use to prioritise and multi-task?”

“What specific systems do you use to organise your day?”

“Describe a time when you failed to meet a deadline.”

Analytical skills

“Describe a situation where you had to interpret and synthesise a large amount of information or data.”

“Give me an example of a recent roadblock and your logic and steps in overcoming it.”

“What was your greatest success in using logic to solve a problem at work?”


“Give an example that demonstrates your professional integrity.”

“Tell me about a time when you had to stand your ground against a group decision.”

“Have you ever had to work with, or for, someone who was dishonest? How have you handled this?”


“Describe some projects that were implemented and carried out successfully primarily because of your efforts.”

“What are three achievements from your last job that you are particularly proud of?”

“What has been your most rewarding professional accomplishment to date?”

By preparing yourself in advance and familiarizing yourself with these and other sample behavioral interview questions, you’ll be primed and ready for any number of behavioral questions that may come your way.


How to Be a More Engaged Employee

The struggle is real, folks. Employee engagement is on the decline, and it’s something every employer — and employee — needs to take seriously. According to Office Vibe’s Global & Real-Time State of Employee Engagement:

The statistics don’t lie: many employees are not engaged. But it’s not just on employers — I firmly believe that employee engagement is a two-way street.

Employers should be engaging with their employees to build meaningful relationships — at my company, we send out bi-weekly pulse surveys to gain regular feedback from our employees — but employees should also show some initiative to become a more engaged employee. Because odds are, becoming engaged will make your day-to-day life at the office a whole lot more enjoyable. It might even boost your work performance!

Having personally read through hundreds of comments submitted by employees, I’ve found myself providing some of the same tips and advice over and over again.

Below are my suggestions on how to become a more engaged employee.

Provide Feedback

How is a company supposed to fix a problem they aren’t aware exists? If your company is investing in surveys and feedback tools, the least you can do is engage and provide your thoughts and feedback. And if your organization does not have these tools, request them!

Transparency is expected in most organizations today. Let your employer know you don’t understand a certain policy or don’t agree with something. If you have a great suggestion, then share it! It doesn’t necessarily mean your new idea will be implemented, but at least you can have your voice heard and be a trusted source of feedback for your employer.

If you don’t speak up now, it’s hard to complain later. Just remember, feedback is nothing without honesty —  that’s what your employer is asking for!

Ask Questions

Question your employer. Not in a rude or “gotcha” fashion, but ask tough questions. I’ve found that when an employee asks a question, and I can provide context as to why a decision was made, it benefits all parties involved. Not only do you get your answers, but you show your employer that you’re invested in the company.

Set-up a regular meeting cadence with your manager — you can ask questions, talk about your performance and set career goals. These meetings don’t have to be long, but dedicating time from you and your manager’s calendar shows how important this meeting is to your success.

Become an Ambassador

You hear a lot today about employer branding (defined as a company’s ability to differentiate and promote its identity to a defined group of candidates that they’re interested in hiring). HR writer, speaker and advisor William Tincupsimply states employer branding is “your unique scent.”

There’s no one better to help share your company’s message than you — an employee of the company. Studies show time and time again that employees are viewed as more trustworthy than CEOs and/or marketing departments, and recommendations from friends and family always rank near the top with respect to trusted referral sources.

When your employer publishes a great blog post, share it with your network. At the next company event, take some fun photos and post them using the company’s branded hashtag. Being an employment brand ambassador will show employers you care about the company, and not just yourself.

Give Back

To give is better than to receive. Whether you’re talking about presents or philanthropy, this statement always rings true. Many companies are fully on board with social responsibility and giving back to the communities where their employees live, work and play.

If your organization sponsors and/or volunteers at these events, do yourself a favor and be present. Sometimes these charitable events are after hours or are on the weekends and not necessarily convenient. However, your attendance will not only impress your employer, but more often than not, will also enrich your life in more ways than one.

No one person, or even team, is responsible for employee engagement. Every employee at an organization adds to or takes away from the company culture. We spend a tremendous portion of our waking hours at work — why not be engaged while you’re there?

7 Facts Recruiters Look for in Your CV !!

Most business decisions are based on hard cold facts, and hiring decisions are no different. If an organisation is going to invest time and money into employing you; they will need to see evidence that you can perform.

By now we all know that clichés and buzzwords do nothing to impress recruiters, but many candidates still do not fully understand which facts are sought in a CV. When writing your role descriptions in particular; you should put yourself in the hiring manager’s shoes and think about the evidence you would require to make an informed hiring decision. Including the following details in your CV’s role descriptions will provide clarity to recruiters and support the case for interviewing and eventually hiring you.

1. Your position in the hierarchy:

If a hiring manager is going to bring you on board, then it’s crucial for them to understand where they can place you within their team. Whether you are sitting at the top of the pile and overseeing largescale operations; leading a small team or working independently with nobody under your management; you need to make your position clear. Be sure to describe who you report to, whether you manage anybody and which people are dependent on you.

2. Who you interact with:

Human interaction plays a vital role in the running of any organisation, so hiring managers will need to be satisfied that you are comfortable dealing with people. Most jobs will require you to interact with a wide range of individuals, so your CV should demonstrate you are capable of this. Show exactly who you interact with from customers and suppliers to management and external regulators; to prove your business-social abilities. Evidence that you can build strong working relationships, and use them to create beneficial outcomes for your employers.

3. Technology expertise:

Technology is used in every line of work; from computer based tools like programming languages and accountancy software, through to hardware such as production machinery and vehicles. Most roles will require some working knowledge of one or more tools, so employers will be keen to understand your ability to use their core systems and hardware. So whether you’re an expert coder or a sports car technician, it’s essential to detail the tools you are able to use and how you apply them within your roles.

4. Work Produced:

The work that you produce will vary greatly depending on your industry.  It could be anything from Excel reports or website pages, to physical products like mobile phones or even buildings. Whatever tangible work you produce within your own roles, include it within your CV and be clear on the volumes you have produced, quality of the work, and how valuable they are to your customers or internal dependents.

5. What your employer actually does:

This may seem obvious, but a surprisingly few candidates include a sufficient explanation of their employers. Before you delve into the specifics of your roles, it’s important that the recruiter understands who you work for and what they do. Without building context around your role, it will be difficult for readers to fully understand your work. However the level of detail you need to include will vary depending on the organisation.

If you work for relatively small business, it’s less likely that recruiters will have heard of them; so you will need to provide a full explanation of the services they offer and markets they operate in. However if you work for a household brand then you will need to place more focus on describing the department you work in, and how it’s function contributes to the success of the wider business.

6. The objective of your roles:

The most important aspect that recruiters will want to know about your previous jobs, is what were you hired to do? It’s all well and good writing a detailed list of your daily activities, meetings and presentations; but without outlining the high level purpose of your role, nobody will understand what all your hard work was for. Every role should start with a clear objective statement so that readers can comprehend the bigger picture of your duties.

7. Numbers:

Recruiters will look for numbers in your CV as a means of quantifying your value to an employer. Figures can provide strong evidence of the return on investment that an employer can expect after hiring you. For example, if you can provide some statistics around revenue that you’ve generated for a firm, or the value of a project you have supported, they are a great way to demonstrate your value. But the figures do not always have to be monetary; you can include figures such as; percentages of targets achieved or time taken to deliver a piece of work.

By including some of the facts above in your own CV role descriptions, you will prove your worth to recruiters and greatly increase your chances of landing job interviews.

Why Being a Confident Leader is Important !!



It’s worth investing the time and effort into working on your self-confidence. Confidence breeds confidence. Once you start getting more confident in your leadership role, the positive impact it will have on you and your organisation will act as a catalyst for you to perpetually become even more confident.

A major factor that holds a lot of us back from being confident is the fear that people will perceive us as arrogant. This is not necessarily true—there’s nothing wrong with being assertive and most people you come into contact with in your position as a leader will be able to tell the difference between assertiveness and arrogance. Remember that if you exude confidence, your subordinates, peers and business associates are likely to be confident in you and the issues that you are leading.

If you feel you have nothing to be confident about, reflect on your skills – would you really have got to where you are today if you didn’t have any qualities or talents that are worth being confident in? Reflecting on our strengths and the wealth of our experiences is not a natural state for humans to be in, so you’ll have to consciously sit down and make a list of the things you’re good at and the value that your various experiences have added to your skill set. If you really can’t think of any strengths, ask those who know you well what they are.

Enhancing your levels of confidence isn’t something you have to do by yourself, even if you’re supposed to be ‘the one in charge’. Don’t be afraid to seek support, no matter how senior your position. Ask your employer about training, as specific courses in self-assertiveness or public speaking can help you in areas of confidence that you’re struggling with. Look into whether there are any such in-house training opportunities that the organisation can sign you up for. Alternatively, consider attending external training. Taking a day or two off work to attend an outside course is a worthy investment into your professional and personal development.

In addition to formal training, advice and support from your superiors and peers can often be useful. Keep lines of communication with your employer well open and don’t be afraid to discuss matters with them. By having a good relationship with those associated with your work, you’re likely to feel confident in your work environment.

Sometimes you may have to act confidently before you really feel confident. By holding yourself properly, speaking with authority, voicing your opinions and taking immediate charge of situations, you’ll begin to build genuine confidence, even if it isn’t there to start with. Acting confidently will lead to you believing you can be genuinely confident—and, in time, you will be.


Five Job-Search Tactics That Work And That Don’t !!

 One of the biggest problems for job-seekers is that the standard recruiting process is so broken, you can’t easily tell whether your job-hunting strategy is working or not.

When you fill out countless online job applications and hear nothing back from dozens of employers, you might wonder if there’s something wrong with your background.

Or, you might conclude that nobody hears anything back from employers after completing online job applications and figure that you just need to keep filling out applications until finally, somebody responds.

There’s nothing wrong with your background, but you can’t keep lobbing applications into the void and hoping that an employer will finally give you a chance.Filling out online job applications is the least effective way to get a job.

Here are five job-search tactics that work  and five that don’t.

Five Job-Search Tactics That Work:

1. Networking:

Networking is a fantastic job-search channel, but it doesn’t work quickly. You cannot view networking as a transaction, where you tell a friend “I’m job-hunting!” and they say “Great, I know someone who can hire you!”

Networking takes time and patience, and you have to be willing to give back as much or more as you get out of each networking relationship. You have to be ready to help your friends think through their problems when you meet with them. Everybody needs moral support, advice and introductions  not just folks who are job-hunting.

2. Consulting:

 Getting your own consulting business card and networking your way into small consulting jobs is a fantastic job search approach, because it not only opens doors for you but also grows your muscles, confidence and income at the same time.

3. The Direct Approach:

 The direct approach to hiring managers with your Pain Letters and Human-Voiced Resume is a powerful job search channel.

It takes more time and effort than typing answers into an online application form. You have to conduct research to write a good Pain Letter, and that is why so few people do it. That’s good for you if you take the plunge!

4. Recruiters:

 Recruiters are a great job search channel if you have a recruiter-friendly resume. Your first step is to update your LinkedIn profile. Then, sign up to have recruiters contact you if they’re interested in talking with you about one of their open positions.

5. Temp-to-Perm:

 Temp-to-perm means taking temp jobs to give you an income and a chance at full-time opportunities in your client firms as they learn how smart and capable you are.

If you take this approach, remember that an organization who uses your services as a temp cannot hire you as a full-time employee for free. It will cost them a search fee to change you from temporary to full-time status. Some employers will happily do it, and others will balk.

Five Job-Search Tactics That Don’t Work:

1. Online job applications:

 Completing online job applications may be the worst way to get a job because when you fill out an online job application, you feel like you’ve really accomplished something  but have you?

Most online job applications never get seen  by human eyes.

2. Resume blasting:

 You can pay a service to blast out your resume to hundreds of employers, but why would those employers want to receive your unsolicited resume out of the blue?

Their problem is not that they don’t receive enough resumes!

You can blast your own resume to many companies and some job-seekers do, but this is not your best job-search approach.

3. Job Fairs (with exceptions):

 Job fairs used to be a great way to get hired and, of course, to hire people. I hired scores of people through job fairs, but these days many recruiters who attend job fairs merely sit at their company‘s booth and don’t talk to candidates.

What’s great about job fairs from a recruiter’s perspective is that you can talk to a lot of people quickly and determine whether it makes sense to invite them back to the company’s facility for a longer conversation. If those mini-interviews are not happening at the job fair, what is the point of it?

Some recruiters attend job fairs but tell applicants “Check out our open positions on our company’s website.”

Why would a job applicant pay to dry-clean your business attire and pay for gas and parking to stand in a long snaking line of people just to be told “We’re not taking resumes today.”?

Some job fairs buck the trend and are very active and useful. In my experience, they are typically highly specialized job fairs for people in one function and/or industry.

4. Calling or emailing HR:

 Some job-seekers make a habit of calling an employer’s HR department over and over or emailing them to say “Are you interested in my background?”

Those folks are deluged with calls and email messages. They cannot respond to all of them, and even if you reach someone live on the phone they’re not likely to say “Oh yes! I remember your resume.”

The days when that might have happened are long gone.

5. Waiting for employers to find you:

 With the rise of social media some folks have taken to growing their blog or podcast audience in hopes of getting employers to notice them as emerging thought leaders and hire them. This a tough road to follow! Everybody is information-overloaded these days.

Even if someone from one of your target companies happened to find your blog or podcast, it doesn’t follow that they will contact you and say “I want to interview you!”

It’s much more likely that if they did contact you, they would want to interview you for the company newsletter or have you come and speak on a panel in exchange for a free lunch.

You have to be more purposeful and pointed in your job search intentions than growing a social media presence just to get employers’ attention!

Invest your precious time and energy on the most effective job search tactics, and leave the rest behind!

Resumes That Work !!!

Do you believe that having a strong resume is important in landing a job or an interview? If you answered yes, then it’s time to rework your resume.

Although this post is geared toward job seekers, I believe that everyone would benefit from a resume redo once a year. Whether you are looking for a job or are content in your current position, it’s always a good idea to go through the exercise of writing your resume. Why? Because it’s important to you have a clear understanding of what you have to offer, what your expertise is, what successes need to be highlighted, and how to best represent yourself to others.

In reworking your resume think of yourself as the Product. And if that’s the case then your resume, along with your collateral materials, have to reflect your product’s personal brand. Gone are the days when your resume used words such as:

  • responsible for
  • managed
  • handled
  • led

Instead, your resume should be much more focused on your major accomplishments and the value you add for your employer. It should be skills focused and success oriented with quantitative results used whenever possible that demonstrate your impact on revenue generation, cost reduction, team building, problem solving, and relationship building.

Hard skills (years of experience, education) are what get you in the game. It’s the soft skills (accomplishments, how you work) that provide the differentiating factors when decisions are made between who to bring in for an interview and which resumes to delete.

Think of how you can “show” rather than “tell” your story. For example, if you led a team through a particular project, rather than state that you led a team on Project A, start with the result, the impact, and the benefit to your company.

A strong resume speaks to an employer’s needs and demonstrates how you can help them.

When putting together your branded resume, try to answer the following questions:

  • What are my assets? Hard and soft skills, job and life experiences, education, extra-curriculars.
  • What are my greatest successes? Quantitative examples should be used here to validate.
  • How am I different/better than my competitors? For example: language skills, international experience, awards, promotions, education.
  • What do I bring to the job/company that is unique? Brainstorm with others: co-workers, coach, managers, mentors.
  • What are the prospective employer’s greatest needs and how does what I offer help them? This is a great place to “show” by using examples.
  • What weaknesses or shortcomings do I have that might prevent me from getting the interview/job? How can I ameliorate them?

Your resume should be geared to the particular job for which you are applying. The more tailored your resume, the more time you spend customizing it, the better your chances at getting that call you’re waiting for.

Thinking about getting a new job?

 The shift from your current job that you may be comfortable in, to a brand new job is a significant transition. Once settled into one working environment, with colleagues you know and a working routine that you’re accustomed to, breaking out of that and making a change can be daunting.  That next, new job could be better or worse! It’s a bit of a risk but it can also be really exciting.

There are new colleagues to meet and get to know, a new working environment, structure and hierarchy.  The role is different and your responsibilities now for a different organization and in a different setting to the one before.  It’s a chance to start fresh and to break out of any moulds or pigeon hole that you may have been placed in before. It’s also a learning opportunity where you can gain new skills, develop and grow.

Before making the move, get clear about why you are moving and what you are looking for. Try to understand what your motivations are and what you want from your next job.  If you are leaving your first role because you are bored, it’s useful to think about what you found boring about it and how to continue your learning and growth in your career.

Many people shift from job to job without really thinking about what they are after – so they jump into a new role thinking that they’ll learn more and normally they do learn something, but whether it’s taking them in the right direction and down the most efficient path to where they want to ultimately end up – who knows! Usually they haven’t thought about it and so we meander in a longwinded kind of way before reaching anywhere near where we want to get to.  Whether it’s a specialist in a certain area, starting your own business or getting to the top of the corporate tree – think about what you want, why you want it and how you’re going to get it.

Make sure that your next job is a stepping stone and that it is taking you in the right direction.  Hopping around from job to job without any career plan can work for a while but then one day you’ll wake up, wonder where all the years have gone and ask yourself why you haven’t really moved anywhere useful!

10 Tips for Staying Positive While Job Searching !!

It is easy to become frustrated or disheartened during a job search, particularly if you’ve been unemployed or job hunting for an extended period of time. However, it is important to try to remain positive throughout the job search process.

Feeling positive will help motivate you to continue with your job search. Also, your positive attitude will come across during interviews and networking opportunities, increasing your chances of making a strong first impression.

 10 Tips for Staying Positive While Job Searching:

1. Create a Daily Job Search Routine:

If possible, treat your job search like a 9 – 5 job. Wake up early, take a lunch break, and end your job search activities before dinner. Creating a regular routine, and keeping your job search organized, will keep you focused and motivated. Also, setting a start and end time to your job search forces you to stop thinking about your job search in the evenings, and spend time focusing on other important aspects of your life, like your friends and family.

2. Find Time to Not Think About Your Job Search:

It’s easy to always have your job search in the back of your mind. However, excessive worry about your job search only increases your stress and keeps you from enjoying other aspects of your life. Set aside time each day to forget about your job search and do something you enjoy, like going for a walk (exercise is an important way to de-stress!) or going to a movie.

3. Volunteer:

Helping others is a good way to help you feel more purpose-driven. Find a volunteer organization that is related to your personal interests, or even to your career. Volunteer organizations also provide an opportunity for networking.

4. Join (or Start) a Job Search Club:

Joining an organization of other job seekers will provide you with much-needed support.

A job club can help you stay on top of your own job search, and may even provide you with job search tips and job leads. Look to networking sites, your local library, or your college career center for possible clubs.

5. Set Reasonable, Concrete Goals:

At the start of each week, make a list of specific, manageable goals that you would like to achieve. Perhaps you’d like to write five cover letters that week, or go to three job fairs. By focusing on small, achievable goals, you will feel more accomplished throughout your job search.

6. Celebrate Small Victories:

It is easy to focus on the negative during a job search, such as the interview you didn’t land or the job you didn’t get. Instead, focus on even the smallest wins. Be proud of yourself for getting a phone interview, even if you don’t get asked for an in-person interview. Pat yourself on the back when you make a new LinkedIn connection or someone comments on your blog post. Celebrating the small wins will help you focus on the positive.

7. Move On Quickly:

If you apply for a job or interview for a position, it is easy to become fixated on waiting for a reply from the employer. Yes, you should keep track of the jobs to which you apply, and you can contact the employer if you do not hear a response in a week or two.

However, if you do not hear any response, or if you do not get the job, move on. Simply cross that job off of your list and focus on the next opportunity.

8. See Everything as an Opportunity:

It’s easy to become tired of writing cover letters, going to interviews, and networking. However, try to think of each activity as an opportunity that will only make you a better job candidate. If you are interviewing for a job you don’t think you really want (or don’t think you will get), try to think of the interview as a chance to network and work on your interview skills. Think of each cover letter as the chance to hone your writing and editing abilities.

Simply thinking of tasks as opportunities rather than chores will put you in a positive mindset.

9. Focus on Your Positives:

When job searching, it is useful to make a list of your best qualities, skills, and accomplishments. This list will help you when crafting your cover letters and when practicing for an interview. Keep this list where you can see it, and review it regularly. Remembering what makes you a successful job candidate and a talented, unique person will help boost your confidence during the job search process.

10. Focus on What You Can Control:

You can’t control if and when an interviewer will call you back, or whether those networking contacts you emailed will provide you with any leads. If you feel yourself worrying about something that is out of your control, do something that you can control, such as writing and sending out a cover letter, or attending a networking event. By focusing on what you can do to help your job search, you will worry less about what is out of your hands.

Why Opt For Morpheus Human Consulting ?


Morpheus Human Consulting is a leading Recruitment Consultancy in India, with more than 18 branches and around 150+ consultants in our recruiting team in India and the Middle East. We serve to a wide range of clients throughout India & across a variety of Industry sectors. It is our mission to provide effective recruitment solutions which enable our Clients to develop and achieve their objectives. We do this by being Innovative, Professional and Honorable in regards to every aspect of our Recruitment practice.
Our Vision is to build ethical recruitment partnerships based on trust, integrity and honesty. We focus on the best people and find them great environments to work in. We are dedicated to ensuring that our skilled and enthusiastic team focus on providing the very best service. That way, we build lasting relationships with our clients and candidates alike. Our recruiters provide bespoke consultancy tailored to your company, not a ‘one-size-fits-all’ approach, we understand what many agencies don’t, that quality and understanding matters. Our recruiting strategies help our client companies to meet the staffing and manpower demands of each individual project, and our fresh no-nonsense approach to recruiting means that we will deliver the right person for their vacancy on time and with the minimum disruption to your business.

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