Behavioral Interview Questions and Answers Examples from a REAL Google Hiring Manager

[@shanghailumpia]

Your videos and frameworks for answering are extremely useful. Thank you!

[@CoachErika]

Wonderful! Glad to be helpful!

[@keshavlakhotia1432]

This is GOLD.

[@CoachErika]

Thank you Keshav!

[@chrisogonas]

Awesome! Helpful 👏

[@CoachErika]

Glad it was helpful!

[@KP-bm4uo]

Extremely helpful!!

[@quantumhelium]

This is an excellent video. Outstanding.

[@CoachErika]

I appreciate your kind words 🙏

[@kumaresanmk1473]

This is a fantastic one. I was lucky to get in here

[@CoachErika]

Really appreciate your comment! Let me know if there are other topics you want me to cover!

[@yupitsme112]

Thanks for the video. Your examples seem to be from the perspective of people who are high level or at the executive level. What about people who have beginner to mid experience levels and don't have the grandiose experiences in your answer examples? I think the reason these questions stump people is because they likely haven't experienced the situations before.

[@CoachErika]

You have to answer the question with the closest experience you have that addresses the question, yes.

[@spparida1]

Really fantastic valuable resource!!! Thanks

[@CoachErika]

Glad it was helpful! Let us know if you have any follow up questions or clarifications we can help with.

[@KP-bm4uo]

Thank you very much!!

[@moestietabarnak]

Most of what you present is LEADERSHIP question, being 'just' a software engineer mean : - all internal conflict are resolve immediately with discussion, design issue are debated with argument and data when needed. - If there an inter-dept. issue, I would generally give my input to my leader, provide data as backup when needed, but THEY would negotiate with the other team, I have NO authority to tell the other team leader to comply to any request.

[@CoachErika]

One might argue that everyone has the right and authority to be a leader and that it doesn't matter if you are a SWE.

[@friendlyfiresyeah]

Brilliant! Thanks

[@CoachErika]

Wonderful! Let us know if you have other topics you'd like us to cover!

[@ddg170]

The key activity to the behavior question - always always sit down

[@CoachErika]

Yes, sitting down is helpful! I've never had anyone stand during an interview, but I think it would be a surprise if they did!

[@ddg170]

@@CoachErika zoom interview not uncommon to see people standup

[@CoachErika]

@@ddg170 good point! If you have a standing desk and are most comfortable standing, please do! IMO as an interviewer, the most important thing is that the candidate is comfortable so they can have their best interview.

[@yardofshe]

This is absolute gold!!! thank you :)

[@CoachErika]

Thank you! Let me know if there are other topics you'd like me to cover in the channel, and I can add it to my backlog!

[@yardofshe]

@@CoachErika Yes! I'm going for an APMM role, I'm keen to understand leadership behavioural strategies more and Case study questions more! If you know anything on those, I'd totally appreciate it :)

[@CoachErika]

@@yardofshe I don't have any ready-made content, but I do have a suggestion for you if you are actively interviewing. Check out this website: pocketboard.co. They have mentors who help with interview prep for PM, Eng, PMM roles and more. I founded the platform after realizing how important it is for people to get individualized help and practice, after learning the foundations on YT. One mentor who may be ideal for you is Alka, who is an expert on case studies...she is a Harvard MBA and VP of Product and hires PMMs. Her profile: pocketboard.co/mentor/alkat In the meantime, I will add this request to the list for us to create for the channel!

[@bellatube6486]

Great video, I have one question, does Recruiters or hiring managers take into consideration candidates who have stutter a little bit throughout the phone and in-person interview procedure. ( for those who born stutter that have speaking challenges is there a consideration or treat them the same us other applicants )

[@CoachErika]

Let the recruiter know if you have any disability or need any accommodations!

[@rebbekkahirsch9200]

How do you answer if you haven't experienced a situation that is asked about?

[@CoachErika]

Think of something similar, explain how it's close to the question answered, and move forward. Example: you are asked to describe a time you had to performance manage someone out. But you haven't done that before. Start by saying that you haven't had to fire someone from a job before but that you have had to do something similar, like remove someone from a project, fire a vendor, or reject a candidate from being hired. Ask if they are interested in hearing that story. Then, tell your story (assuming the interviewer doesn't reroute you to a different question).

[@ShiriishBohare1]

Hi, can you give a few examples of relevant GCA questions for agency partnership roles?

[@CoachErika]

Thanks for the question. We're working on a video about GCA questions. Be sure to subscribe to this channel so you get that video as soon as we launch it. GCA questions aren't entirely role specific, though if your role is more business focused you should expect ones that lean more toward business acumen vs estimation type GCA questions. Some examples of business acumen style GCA questions: (1) you're on the board of X company. What strategies do you think the company should pursue? (2) Imagine you are the CEO of Y company. What new products or business lines should you create? (3) why do you think company A bought company B (based on recent events)? What does this imply about their long term strategy? Was it a good decision to buy?

[@tridipchakraborty89]

Very good tips.. helpful.. will try them.. However, one feedback is I didn't like the background music, it was distracting for me ..

[@CoachErika]

Thanks for the positive feedback on the content! I hear you on the background music, and am adjusting for future videos!

[@tridipchakraborty89]

@@CoachErika Awesome to know that you appreciate it and will work on it..

[@BD-bv5yn]

Quick question. Should we always add what I'd do different to every situational question during the interview? Will it make each answer too long?

[@CoachErika]

Great question. It's Erika, the founder of Pocket Board, responding. I always describe either what I'd do differently or what I've done differently since then (with a quick example). Very few interviewers aren't going to be interested in what you're saying at that point, because it's giving them so much signal on you as a growth minded individual. If you sense you need to wrap early (for example if the interview time is wrapping up), you can end with what you learned. But don't skip what you learned!

[@deepeshsingh007]

Video is distracting. :P I had to replay every question.

[@CoachErika]

You mean that the visuals are distracting you, or that the video content is so good that you wanted to watch and rewatch it?

[@crome2sniper]

Deepesh bhai light lo..

[@deepeshsingh007]

@@CoachErika Visuals are distracting me from the content. They are amazing, but while watching them, I loose track of the main audio content.

[@deepeshsingh007]

@@crome2sniper Are light hi hai.. just wanted to help with some some positive feedback and a different perspective.

[@CoachErika]

@@deepeshsingh007 got it! Some of our recent videos are more video interview style, hopefully that works better for you!

[@adiii_pramanik]

Thank you!

[@CoachErika]

Absolutely! Let us know if you have any follow up questions!

[@adiii_pramanik]

@@CoachErika Sure mam, thank you so much😀. I'm still waiting for the next round so as to finally get to the behavioral round and use this awesome information, fingers crossed 😬

[@PauloTheDev]

This was amazing. How can I book an individual coaching session with you?

[@CoachErika]

You can book me (erikag) or other amazing interview prep mentors on pocketboard.co! I recommend Griselda as well, for behavioral interviewing.

[@PauloTheDev]

@@CoachErika Thank you ! I will very likely book a session soon!

[@zahrashekarchi6139]

This is awesome! thanks for sharing! btw, the background is too distracting :D

[@CoachErika]

We started making different video recordings without the background visuals, I hope this helps!

[@moestietabarnak]

So, you will pass over a very good coder/designer which have difficulties communicating, but look ok on a okay coder if it has charisma... In the end of the quarter, you want a working product that sell, not a failing product by a nice communicating team was. i.e: prefer charismatic people that can sell their side, even if wrong, over nerds

[@CoachErika]

I don't think that is the intent of behavioral questions, but it is what happens at times. At the end of the day it's peers who interview you, and peers who decide if you passed the interview. The company wants good products, yes, but your coworkers want to work with someone who communicates effectively and who brings more to the workplace than just great code or designs.

[@lehuong2328]

nice

[@CoachErika]

Thank you!! Let me know if there's anything you like me to dive into for future videos!

[@quantumhelium]

This music. Shoot me now.

[@CoachErika]

I know :( And I can't change it once it's uploaded. Sorry about that.