What Makes a Good Behavioral Interview Story?

The most popular category of podcasts on The Exclusive Career Coach were those about interviewing, so I thought it time to drop an interviewing episode into this podcast.

Let’s do a deep dive into what makes a good behavioral interview story. Often times when I’m doing interview coaching with clients, they proceed to tell me a story that either they, I, or both of us agree doesn’t quite hit the mark. In other situations, the story is good enough – but then they think of a better story.

So what makes a story “good?”

1.    Front-door method vs. Back-door method

2.    It needs to have a shape.

C: Challenge

A: Action

R: Result

L: Lessons Learned or “What I think this story illustrates…”’

3.    It needs to have relevance.

If you are applying for a position in a manufacturing facility, do you have some stories about your experience in that type of facility? If the question is about your ability to turn around underperforming teams, when have you done that?

Of course, sometimes you don’t have a story that perfectly matches the question they’ve asked – just make sure you narrate the pivot you are making.

4.    Objects in the rearview mirror get smaller as time goes by.

You can use older stories – if they are major.

5.    Variety is the spice of life…except when it isn’t.

It’s okay to reuse stories – it doesn’t have to be one-and-done.

6.    Provide enough color to make it memorable.

This is where it is incredibly helpful to work with someone like me – who can give you feedback on whether your stories are too detailed, or not detailed enough.

7.    Not every story has to be a raving success.

Sometimes the best stories are when you missed the mark – particularly if you use the L: Lessons Learned. Particularly when they specifically ask about a time when you failed.

8.    Practice makes perfect…just don’t sound like a robot.

Practice enough that your main points come across, but not so much that you sound like you are on autopilot.