All You Need To Know About Behavioral Interviews (for software engineers)

In the realm of big tech companies and startups, particularly prominent entities like Amazon, Facebook, and Google, the assessment of software engineering candidates involves a multifaceted approach. Beyond the customary coding and systems design interviews, a third, equally critical component exists: the behavioral interview. This non-technical evaluation plays a pivotal role in determining a candidate's fit within an organization and should be approached with the same seriousness as technical assessments.

Behavioral interviews are distinct from their technical counterparts, focusing instead on non-technical aspects of a candidate's profile. Their format and labeling can vary significantly depending on the interviewing company and other contextual factors. For example, a software engineering behavioral interview at Google is known as a "Googliness and Leadership" interview, with "Googliness" serving as an umbrella term for a candidate embodying ideal human qualities. At Amazon, these interviews rigorously assess a candidate's alignment with Amazon's publicly available Leadership Principles. Conversely, at Facebook, the behavioral interview is simply termed a "non-technical interview."

The structure of behavioral interviews can also differ, ranging from a dedicated 45-minute session to a hybrid format that integrates both behavioral and coding questions. For instance, an interviewer at Facebook experienced a hybrid interview that was half behavioral and half coding. Regardless of their specific nomenclature or format, behavioral interviews uniformly assess similar core attributes and are of paramount importance. They must not be underestimated or treated as a mere formality.

This is a very important interview and if I remember correctly as of 2018 when I was still at Google, the Googliness and Leadership behavioral interview for example, became a mandatory thing at Google that was taken very seriously.

The emphasis on behavioral interviews has steadily increased over time, with major tech companies instituting mandatory requirements and extensive training for interviewers. This rigorous approach underscores the critical role these evaluations play in the hiring process, ensuring that candidates possess not only technical skills but also the essential soft skills and cultural alignment necessary for success within the organization.

Behavioral interviews are designed to uncover a range of positive qualities and traits that are highly valued in both individuals generally and, more specifically, within the context of a software engineering role. These assessments extend beyond technical acumen, evaluating a candidate's interpersonal skills, professional conduct, and problem-solving approaches in real-world scenarios. The goal is to identify individuals who can thrive in collaborative environments and contribute positively to team dynamics.

Behavioral interviews are typically conducted as an extended conversation between the candidate and the interviewer. During this dialogue, interviewers pose a variety of behavioral questions primarily focused on a candidate's past experiences. The objective is to gain clear visibility into these experiences, allowing the interviewer to ascertain whether the candidate possesses the specific traits, qualities, and nuanced skills previously discussed. These questions aim to elicit detailed narratives that demonstrate how a candidate has navigated challenges, collaborated with others, and grown professionally.

Historically, candidates faced a significant challenge in preparing for behavioral interviews compared to technical ones. While numerous platforms and resources exist for coding and systems design interviews, offering sample questions and answers, a similar comprehensive resource for behavioral interviews with legitimate, full-blown sample answers has been notably absent. This disparity often left candidates feeling less prepared for this critical aspect of the interview process, making it difficult to anticipate question types and formulate effective responses.

No such platforms for behavioral interviews. There are no platforms that give you actual behavioral interview questions with legitimate sample answers.

To address this long-standing gap, AlgoExpert has recently launched a dedicated behavioral interview content section. This new resource features 15 videos, with 12 specifically offering sample behavioral interview questions paired with detailed, full-blown answers. This content is offered as a free bonus for anyone who purchases either AlgoExpert or SystemsExpert, providing an invaluable tool for serious preparation.

Excelling in behavioral interviews requires more than just recalling past events; it demands a strategic approach to storytelling and presentation. Candidates can significantly improve their performance by adhering to several key principles that guide the structure and content of their responses. These tips are designed to help articulate experiences in a manner that effectively communicates desired qualities to interviewers, ensuring a positive and impactful impression.

The primary goal of behavioral interviewers is to gain a clear and comprehensive understanding of a candidate's past experiences. This detailed insight allows them to identify specific skills and traits, providing crucial 'signal' about a candidate's capabilities. Consequently, it is imperative to avoid rushing through answers or providing overly vague responses. Candidates should instead paint a vivid story, offering sufficient context and specifics, regardless of the complexity of the project, to truly demonstrate their learning and handling of situations.

While there are no definitively 'right' or 'wrong' answers in a behavioral interview, the choice of past experiences to share is critical. Candidates should wisely select stories that effectively convey valuable traits and skills. The inherent impressiveness or complexity of a project matters less than the narrative's ability to showcase relevant qualities. The story should genuinely reflect how a candidate possesses the attributes sought by the hiring company, rather than merely detailing a project.

An ideal response in a behavioral interview strikes a balance between highlighting individualistic qualities and demonstrating teamwork capabilities. It is important to show personal attributes like intelligence, capability, and initiative. Simultaneously, candidates must illustrate their ability to collaborate effectively, give and receive feedback, and support other team members. Some answers should focus on individual strengths, while others should emphasize collaborative success and mutual support within a team.

Despite drawing from personal history, preparation for behavioral interviews is essential. Candidates should proactively identify and refine stories that effectively highlight their best qualities and experiences. This pre-planning prevents recounting anecdotes that might lack value or inadvertently portray them in an unfavorable light. Practicing with sample questions and reviewing potential answers, perhaps with resources like AlgoExpert, ensures that responses are impactful and well-articulated.

When faced with a behavioral question for which a candidate does not have a pre-planned answer, it is entirely acceptable and often beneficial to request a moment to collect thoughts. Taking 20 seconds to consider the best story or approach to a question allows for a more thoughtful and comprehensive response. It is preferable to deliver a well-crafted story that genuinely highlights strengths and qualities, even if it requires a brief pause, rather than providing a quick but poorly constructed answer that fails to convey valuable insights.