In the world of job interviews, you’ll encounter many interview question types. Two of the most common—and often confused—are situational and behavioral questions. While they may sound similar, understanding the difference between situational vs behavioral questions is crucial for providing the right kind of answer.

This article will break down the behavioral vs situational interviews distinction, so you can identify each type and respond with confidence.

Behavioral Questions: Rooted in the Past

As we’ve explained in our Guide, the premise of a behavioral question is that past performance predicts future success. These questions are designed to uncover how you actually behaved in a real-world scenario.

• The Prompt: They start with phrases like, “Tell me about a time when…” or “Give an example of…”
• The Goal: The interviewer wants a concrete story from your work history.
• Your Answer: Should be a specific, real-life example structured using the STAR method.

Example: “Tell me about a time you had to deal with an angry customer.”

To learn more, read our detailed explanation: How Behavioral Questions Work.

Situational Questions: Focused on the Future

The situational interview meaning is centered on hypotheticals. These questions present a fictional but plausible work-related scenario and ask how you would handle it. They are designed to assess your judgment, problem-solving skills, and alignment with company values.

• The Prompt: They often begin with, “What would you do if…” or “Imagine a scenario where…”
• The Goal: The interviewer wants to evaluate your thought process and decision-making abilities.
• Your Answer: Should outline the steps you would take, explaining the reasoning behind your choices.

Example: “What would you do if you realized you were going to miss a deadline for an important project?”

To learn more, read our detailed explanation: How Situational Questions Work.

At a Glance: Key Differences

Feature	Behavioral Questions	Situational Questions
Time Frame	Past (What you did)	Future (What you would do)
Basis	Real-life experience	Hypothetical scenario
Assesses	Proven skills & competencies	Judgment & problem-solving
Best Answer	A specific, detailed story	A logical, step-by-step plan

Why Interviewers Use Each Type

Interviewers choose between behavioural and situational interview questions based on what they want to learn. They use behavioral questions to verify past experience, especially for seasoned candidates. They use situational questions to gauge the potential of candidates with less direct experience or to assess judgment in unique, company-specific scenarios. Learn more about When to Use Each Type .

While the approach is different, a structured response is always best. You can even modify the STAR method for situational questions. For more on this, check out our guide on Adapting STAR for Different Question Types  and compare other techniques in STAR vs. SMART: Which Interview Technique is Right for You?.

Find your way back to the main guide: The Ultimate Guide to Behavioral Interviews.