Introduction

It’s a well-known fact that looking at a candidate’s past behavior is the best way to predict their future performance. So don’t waste any more precious interview time asking hypothetical questions. Behavioral interview questions will let you understand in detail how a candidate has acted in previous situations.

Identify Core Behaviors

Firstly, identify the core behaviors you’d like your candidate to demonstrate. Then you can select your specific questions from the list below. Remember to assess all candidates against the same behavioral criteria.

Ability to Handle Stress

1. What has been the most successful stressful situation you have ever faced at work, and how did you handle it?
2. What have you done in the past to prevent situations from becoming too stressful for you and your colleagues to handle?

Adaptability

1. Tell me about a situation in which you had to adjust or change something over which you had no control. How did you handle it?
2. Describe a time when you had to adjust to a crew member’s working style in order to complete a project or achieve your objective.
3. How was your transition from your last job? Did you face any particular problems, and how did you handle them?
4. Tell me about a situation where you had to solve a difficult problem with a crew member. What did you do? What was the outcome? What would you wish you had done differently?

Attention to Detail

1. Describe a time when you were confused by a guest request. What steps did you take to clarify things?
2. Give me an example of a time you discovered an error that had been overlooked by a crew member. What did you do, and what was the outcome?

Guest Focus

1. When have you had to deal with an irate guest? What did you do, and how did you handle the situation? How did it end?
2. Give an example of a time when you went out of your way to ensure a guest received the best possible service from you and the vessel. What was their reaction?
3. Have you ever defended a crew member against a guest? What happened?

Communication

1. Have you ever had to sell an idea to a superior, arguing that your idea was better than their current approach? What was the outcome?
2. What obstacles or difficulties have you faced in communicating your ideas to your superiors?

Creativity

1. When was the last time you felt you shouldn’t obey orders? Why did you not obey them, and what was the outcome?
2. Tell me about a problem that you solved in a unique or unusual way. What was the outcome, and were you satisfied with it?

Decision Making

1. Tell me about a time when you had to make a decision without all the information you needed. How did you handle it?
2. Give me an example of a time when you had to make a quick decision. What obstacles did you face?
3. Provide an example of a decision you made that you ultimately regretted. What happened?
4. Have you ever felt unsafe with certain practices that were occurring? Explain what you did about it.
5. Describe a situation that went against your morals and values. What did you do about it?
6. How have you gone about setting short-term and long-term goals for yourself? What steps did you take to keep yourself accountable?

Initiative

1. Describe an idea, not necessarily your own, that was implemented primarily because of your efforts. What was your role, and what was the outcome?
2. What has been the best idea you’ve come up with during your professional career?
3. Tell me about a time when your initiative caused a change to occur.

Integrity/Honesty

1. Discuss a time when your integrity was challenged. How did you handle it?
2. Tell me about a time when you experienced a loss for doing what was right. How did you react?
3. Provide a specific example of a policy you conformed to that you did not agree with. Why?

Interpersonal Skills

1. Describe a situation where you dealt with someone who didn’t like you. How did you handle it?
2. Describe a recent unpopular decision you made. How was it received, and how did you handle it?
3. Tell me about a time when you had to work on a team with someone you did not get along with. What happened?
4. Describe a situation where you had a conflict with another individual. How did you deal with it? What was the outcome? How did you feel about it?
5. In your opinion, what are the key ingredients to guiding and maintaining a successful team? Give examples of how you made this work for you.

Leadership

1. What is the toughest group you have ever had to lead? What obstacles did you face, and how did you handle the situation?
2. What has been your greatest obstacle in growing within a team?
3. What has been your greatest leadership achievement in your professional environment? Talk about the steps you took to reach it.

Planning/Time Management

1. Describe a situation that required you to manage multiple tasks simultaneously. How did you handle it, and what was the result?
2. How do you prioritize projects and tasks when scheduling your time? Provide some examples.
3. When did a project or event you organized not go according to plan? Why? How did you feel about it?

Teamwork

1. Tell me about a time when you worked with a crew member who was not contributing their fair share of the work. How did you handle it?
2. What was the biggest mistake you made when delegating work to a crew member on a project?
3. What have you found to be the most challenging part of being a crew member rather than a leader? How did you handle this?
4. What was your greatest achievement while working with a team? What happened?

Resilience/Tenacity

1. Tell me about a particular work-related setback you have faced. How did you deal with it?
2. When have you found yourself in a competitive situation professionally? How did you handle it?
3. When have you seen your tenacity or resilience really pay off in a professional setting? What was the outcome?

Conclusion

These questions are designed to elicit specific responses from candidates that will help you understand where they’re coming from, who they are, what motivates them, and whether they will fit into the team. These sets of questions are not the only ones that can help you ascertain whether a candidate is the right fit or not.