By Bob McIntosh
Tough behavioral interview questions can raise the hair on the back of your neck, and behavioral-based job questions usually fall into that category.
One behavioral-based question my clients say catches them off guard is, "Tell me about a time when you failed in your job."
This question is general, and a good interviewer will give the candidate some guidance by adding, "What did you learn from it? How did you make a change/changes to correct your mistake."
The employer's goal with behavioral interview questions is to understand how you have responded to certain situations in the past to predict how you would act in a similar situation if you worked for them.
There are four thoughts you need to keep in mind when answering this question and questions like it:
You must understand a good interviewer will not ask you questions that only call for a positive result. She will also want to hear answers where you talk about possible failures.
Most importantly, don't avoid answering the question.
If you believe you've never failed, you lack self-awareness. Everyone has failed at least once -- albeit some failures are less detrimental than others.
Don't talk about a time your failure was so drastic that it cost the organization tens of thousands of dollars or was the cause of your dismissal (some of my clients admit to this). But do be honest.
There may be a number of reasons why interviewers ask this particular question.
One reason they ask may be that they are looking for someone who can bounce back from failure.
Your predecessor may have failed and was unable to handle his failure. Failure is part of life and can be a learning experience. Smart interviewers realize this and look for candidates who can recognize and recover from failure.
Be prepared to describe a true situation when you failed and you handled it well. Include what you learned as a result of the failure so that you won't repeat it.
During a job club I lead, one of my clients expanded on this question by making it specific to web development, when his employer's customer rejected the plan and design he had developed for their new website.
Here is an example of how he could have answered the question.
The story told well is essential to answering the question. Often the interviewer hears other skills in your story than the one he inquired about.
The story is the most important part of answering this question. It should be shorter than 90 seconds, but more importantly it should give the interviewer a sense of the situation (S), the task (T), the actions you took (A), and the final result (R). The acronym is STAR.
We had a new client, a start-up that wanted us to create, launch, and manage their website for them. I spent a solid week working on the plan for the content and the design of the web pages, presented it with confidence to the client, and was told by them it needed significant work.
When I shared the news with my manager, I could tell she was unhappy. I told her I would see the project through to the end and not disappoint her or the client.
So, I asked the client if I could meet with them a second time to get a better idea of what exactly what they were looking for. This meeting required me to drive 75 miles to the company and back.
In the meeting they told me that they wanted to emphasize the story of their company more than the services they were offering. In addition, they weren't happy with the color scheme; they wanted more pastels. Finally, they wanted graphics that were more colorful.
I set to work on the website the following day. I wrote content that was more aligned with their mission and services offered. I adjusted the color scheme as they suggested. The only thing I was unsure of was how to create the graphics they wanted. But, I knew who could.
Once again I approached my boss. This time I had to persuade her to hire a graphic designer who could produce the graphics our client demanded. I told her that my friend's son had graduated from a local college with a degree in graphic design. He was having a tough time finding work. She said she'd rather hire someone reputable.
I wasn't going to argue the case with her. Instead, I asked my friend's son to point me to his online portfolio, and I showed it to my boss. She was convinced, and agreed to hire him for this one project.
My friend's son and I spent many hours together coming up with the graphics. He was phenomenal and took my instructions extremely well. With the graphics designed, I put the finishing touches on the website.
Originally, the client gave me two weeks to develop a new plan for the website. But within a week I completed the plan with the new design and graphics. The client liked the plan which we implemented quickly, and the client was completely satisfied with the website. In fact, they remain a client of the company to this day. I'd also like to add that my son's friend landed a permanent job shortly after the work he did with me.
I learned that I should have gotten a full understanding of what my client needed before jumping into the project. Listening is extremely important, so I always make it a habit to listen carefully to what my clients need.
Note that after the STAR was shared, the candidate shared what he learned from the experience, a very positive way to end his answer.
Anticipate that you will be asked behavioral questions in interviews. As usual, the best defense is a good offense -- have examples of how you have handled difficult situations, structured as STARs so you clearly present both the situation and the positive result.
Bob McIntosh, CPRW, is a career and LinkedIn trainer who leads more than 17 job search workshops at an urban career center. He also critiques LinkedIn profiles and conducts mock interviews. Bob has gained a reputation as a LinkedIn authority in the community. His greatest pleasure is helping people find rewarding careers in a competitive job market. Visit his blog at ThingsCareerRelated.com. Follow Bob on Twitter: @bob_mcintosh_1, and connect with him on LinkedIn.