Behavioral Questionnaire

What they ask

Early in the process, junior and graduate candidates get a fixed set of behavioral prompts, either as a written form or read out by the talent team. Reported prompts, paraphrased:

1. A time you set a personal or academic goal and went beyond what was required to reach it. What drove you and what came of it?
2. A team situation (university, work or volunteering) where people had different opinions or working styles. What did you personally do to keep the group moving?
3. A time you had to adapt fast to a big change or an unexpected problem. What did you do and how did it end?
4. How do you usually handle feedback, especially critical feedback?
5. Bonus: if you joined a team tomorrow, what would you do in your first week to make an impact?

What they look for

• STAR structure with a real, specific situation. Vague "I always work hard" answers score badly.
• Ownership language: "I did", not "the team did".
• For the feedback question, a concrete example of changing something after criticism.
• For the first-week question, curiosity and listening (meeting stakeholders, reading the codebase or the loyalty-program data) rather than promising big changes.

Prepare two stories per prompt; the same stories tend to be reused in the later manager conversation.