The premise behind behavioral interviewing is that the most accurate predictor of future performance is past performance in similar situations. Employers use the behavioral interview technique to evaluate a candidate's experiences and behaviors so they can determine the applicant's potential for success. The interviewer identifies desired behaviors that the company has decided are important for a particular position.

For example, if teamwork is critical to the position you are interviewing for, an employer might ask a question such as: "Describe a situation where others you were working with on a project disagreed with your ideas. What did you do?".

In the interview, your response needs to be specific and detailed. Candidates who tell the interviewer about particular situations that relate to each question will be far more effective and successful than those who respond in general terms.

Ideally, you should briefly describe the situation, what specific action you took to have an effect on the situation, and the positive result or outcome. Frame it in a three-step process, usually called a S-A-R statement: