Common Myths and Misconceptions
Many candidates underestimate the importance of behavioral interviews because they misunderstand their purpose.
In reality, these interviews can be the deciding factor between you and another equally qualified candidate.
Let’s break down the most common myths and misconceptions and set the record straight.
Myth 1: “Behavioral Interviews Are Just Casual Conversations”
The myth:Some people believe behavioral interviews are informal chats meant to fill time before or after technical rounds.
The truth:Behavioral interviews are structured assessments that carry significant weight in hiring decisions.Companies use them to evaluate competencies like problem-solving, collaboration, and adaptability—traits that are essential for long-term success in a software engineering role.
Why it matters:Treating these interviews casually can lead to vague, unfocused answers that fail to demonstrate your skills.
Myth 2: “They Don’t Matter as Much as Coding Rounds”
The myth:Candidates often assume that if they ace the technical interviews, the job is practically theirs.
The truth:Many offers are withdrawn after stellar technical performance because the candidate struggled in behavioral interviews.Companies hire people, not just problem-solvers. If you can’t work well with others, communicate effectively, or handle challenges gracefully, your technical skill alone won’t carry you through.
Myth 3: “I Can Just Wing It”
The myth:You can walk in and “talk about your experience” without any preparation.
The truth:Without preparation, you risk rambling, forgetting important details, or failing to connect your stories to the competencies the interviewer is assessing.The best candidates prepare concrete examples, practice structuring them with the STAR method, and tailor them to the role.
Myth 4: “It’s All About Telling Success Stories”
The myth:You should only share moments when everything went perfectly.
The truth:Interviewers often learn more from how you handled failures, challenges, or conflicts than from your smooth successes.Owning mistakes, explaining what you learned, and showing how you applied those lessons in the future demonstrates maturity and growth mindset.
Myth 5: “Every Answer Should Be Unique”
The myth:You need a different story for every question.
The truth:A single well-chosen example can often be adapted to multiple questions such as teamwork, problem-solving, and adaptability, if framed appropriately.The key is connecting the dots between your story and the skill being assessed.
Myth 6: “Behavioral Interviews Are the Same Everywhere”
The myth:If you’ve done one behavioral interview, you’ve done them all.
The truth:While the core concepts are similar, different companies emphasize different competencies.A big tech company may focus heavily on leadership principles, while a startup might prioritize adaptability and initiative.Tailor your preparation to the company’s values and the role’s requirements.