An Attorney’s Guide to Behavioral Interview Success

Has an interviewer ever asked you to discuss a time when you faced a challenging situation in your practice and how you handled it?  If your answer is yes, then you’ve experienced a behavioral interview question. 

Behavioral interview questions are becoming a staple in the lateral attorney hiring process. Unlike traditional interviews that focus on hypothetical situations, these questions allow interviewers to assess your past actions to predict future performance. For attorneys seeking lateral moves, preparing for these questions can be critical to making a strong impression and landing your desired role.

What Are Behavioral Interview Questions?

Behavioral interview questions are designed to uncover how candidates have handled specific challenges or situations in their past roles. They help law firms and companies evaluate traits like problem-solving, adaptability, communication, teamwork, and leadership based on real-life examples. Most responses are structured using the STAR method:

• Situation: Describe the context or background of the scenario.

• Task: Outline the challenge or objective you faced.

• Action: Explain the steps you took to address the challenge.

• Result: Highlight the outcome, emphasizing measurable achievements or lessons learned.

For example, instead of being asked, "What would you do if faced with a tight deadline?" you might hear, "Can you tell me about a time you worked under a tight deadline and how you handled it?"

Why Are Behavioral Questions Used in Legal Interviews?

Behavioral interviews are highly effective in the legal industry because they evaluate core competencies essential for success in the field. They provide predictive insights by using a candidate’s past performance to assess how they may handle similar situations in the future. The structured evaluation process also reduces bias, allowing hiring teams to objectively compare candidates based on specific examples. Additionally, these interviews give candidates the opportunity to showcase critical legal skills such as analytical reasoning, client management, and teamwork, all supported by real-life evidence. By focusing on real-world scenarios, law firms and companies can make more informed hiring decisions, reducing the risks of a poor fit or underperformance.

How to Prepare for Behavioral Interview Questions

Proper preparation is key to acing behavioral interview questions. Follow these six steps to ensure you're confident and ready.

1. Understand the Role

Thoroughly research the role you’re interviewing for and pinpoint the key skills or competencies required. For example, if you're pursuing a litigation role, focus on examples showcasing advocacy, strategic thinking, and resilience under pressure.

2. Identify Key Experiences

Reflect on your professional history and identify situations where you excelled or learned valuable lessons. Look for experiences involving:

• Resolving conflicts among team members.

• Handling high-stakes cases or tight deadlines.

• Taking initiative on complex legal matters.

• Navigating ethical dilemmas.

Make a list of these examples and ensure they align with the STAR framework.

3. Practice STAR Responses

Structure your examples using the STAR method, keeping responses concise yet impactful. Rehearse delivering them naturally to avoid sounding robotic. For instance:

• Situation: "While working at XYZ Firm, the firm was tasked with representing a client during a high-profile defamation case."

• Task: "I was responsible for conducting extensive legal research and preparing key sections of the motion to dismiss."

• Action: "I analyzed precedents, drafted compelling arguments, and collaborated closely with senior attorneys to ensure a cohesive strategy."

• Result: "The motion was granted, resulting in significant savings for our client and recognition from the firm for my contributions."

4. Anticipate Common Questions

When preparing for legal interviews, it's important to anticipate common behavioral questions. Examples of these include describing a time when you resolved a disagreement with a colleague, sharing a case where you had to adapt quickly to unexpected changes, and explaining how you managed a particularly challenging client.

5. Focus on Relevant Results

Showcase tangible outcomes wherever possible. Did your research contribute to a favorable verdict? Did your client counselling lead to stronger relationships? Interviewers want to see how your efforts translate into measurable success.

6. Prepare Questions for the Interviewer

Finally, asking thoughtful questions about the firm's use of behavioral interviews or team culture can demonstrate your engagement and interest in the firm.

Examples of Behavioral Questions and How to Answer Them

Here are some sample questions you might encounter, accompanied by effective answers using the STAR method:

Question: Describe a time you had to handle a difficult client.

Answer:

• Situation: "At my previous firm, I represented a high-profile client involved in litigation who often requested updates and questioned strategic decisions."

• Task: "I needed to ensure the client was informed, reassured, and aligned with our legal strategy without compromising progress."

• Action: "I scheduled weekly update calls, providing thorough explanations of our approach and key milestones. I also proactively shared memos that answered anticipated questions."

• Result: "This approach built trust and reduced unnecessary delays, leading to a successful outcome in the case and positive feedback from the client."

Question: Tell me about a time when you disagreed with a team member and how you resolved it.

Answer:

• Situation: "During a pro bono project, a colleague disagreed with the strategy for cross-examination."

• Task: "My goal was to address the disagreement professionally and arrive at the best strategy for the case."

• Action: "I initiated a meeting where we shared our perspectives and carefully evaluated potential outcomes. By reviewing similar past cases and consulting a senior attorney, we successfully reached a compromise."

• Result: "Our combined approach strengthened the case, ultimately resulting in a favorable outcome for the client."

Question: Can you provide an example of a time when you had to learn a new skill quickly to achieve a goal?

Answer:

• Situation: "I was asked to assist with a patent litigation case, an area I had limited experience in."

• Task: "I needed to familiarize myself with technical aspects of the industry to effectively contribute."

• Action: "I dedicated evenings to studying relevant materials, attended industry webinars, and consulted with a mentor who specialized in IP law."

• Result: "I successfully drafted a key portion of the brief, which impressed the supervising attorney and contributed to my broader skill development."

Transforming Interviews into Opportunities

Behavioral interviews provide a chance to not only showcase your qualifications but also highlight how your experiences make you the ideal fit for the role. By preparing examples, practicing STAR responses, and tailoring your answers to the firm’s needs, you’ll approach the interview with the confidence to leave a lasting impression.

For attorneys seeking lateral moves, investing the time to master behavioral questions isn’t just about acing the interview; it’s about advancing your career.

Take the Next Step with Foxstone Recruiting

Whether you're actively searching or just beginning to explore new possibilities, our team specializes in guiding attorneys through every stage of the process, from identifying the right roles to mastering behavioral interviews and negotiating offers. Reach out today for a confidential conversation and let our team help you turn your next interview into a career-defining opportunity.