Why Senior Candidates Often Perform Poorly in Behavioural Interviews….Even Though They’re Brilliant
This might surprise you.
In our experience at Be Recruitment, some of the most experienced, capable, values-driven leaders consistently underperform in interviews – not because they lack experience, but because they underestimate the questions they think they already know.
And the biggest culprit?
Behaviour-based interview questions.
“I’ve Got This — I’ve Done This for Years”
Senior candidates usually have decades of experience:
• leading teams
• inspiring leaders
• managing stress and complexity
• navigating strong personalities
• driving change in imperfect systems
Because of this, many assume:
“If they ask about leadership, teamwork, or resilience, I’ll be fine.”
So where does the prep time go instead?
Into the questions that feel harder:
• strategy
• transformation
• governance
• funding
• risk and compliance
The irony?
Around 65% of most senior interviews are behavioural-based.
When Experience Becomes the Problem
Behavioural questions sound simple:
• “Tell us about a time you led through change.”
• “Describe how you manage conflict.”
• “How do you support leaders under pressure?”
But this is where senior candidates often stumble.
Why?
Because they have too many examples.
Instead of a clear, compelling story, answers become:
• long
• abstract
• overly strategic
• heavy on theory
• light on specific behaviour
Panels aren’t assessing how much you’ve done; they’re assessing how you think, decide, communicate, and reflect.
The “Autopilot” Trap
When candidates feel confident, they often speak on autopilot.
That leads to:
• generic language
• role descriptions instead of stories
• “we” instead of “I”
• outcomes without decision points
• leadership philosophy without lived detail
The panel is left thinking:
“They’re impressive… but I’m not sure how they actually operate.”
That’s a risky place to be.
Behavioural Questions Aren’t Easy — They’re Precise
Behavioural interviews aren’t testing memory.
They’re testing judgment, under pressure.
Panels are listening for:
• how you handle discomfort
• how you balance empathy and accountability
• how you influence without authority
• how you lead other leaders
• how you respond when things don’t go to plan
This requires deliberate preparation, not confidence alone.
The Fix: Re-Prepare the “Easy” Stuff
Senior candidates don’t need more examples — they need:
• fewer
• sharper
• more intentional stories
Prep 5–6 core examples and know them deeply:
• the context
• the tension
• your specific decisions
• what you’d do differently now
Because when 65% of the interview is behavioural, that’s where the offer is won or lost.
Final Thought
Experience is powerful – but only if you can translate it clearly under pressure.
If you’re preparing for a senior interview, don’t just practise what feels hard.
Revisit what feels familiar.
That’s where most people come undone.
And that’s where the strongest candidates quietly stand out.
If you are interested in having a confidential discussion about new and emerging opportunities in 2026 in the NfP and For Purpose Sector, please reach out to the team at Be: [email protected]
