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Behavioral interviews ask you to explain how you handled real situations; technical interviews assess role-related knowledge and how you apply it. A technical round is not always a coding test, and many hiring processes include both. Prepare by matching real examples and relevant skills to the job description, then ask the recruiter what each round will involve.
How behavioral and technical interviews differ
The main difference is the evidence an interviewer wants to hear. A behavioral interviewer asks about past actions and outcomes to understand how you may handle similar situations. A technical interviewer looks for role-specific knowledge, problem-solving and application of skills. Both may also reveal how clearly you communicate.
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| What to compare | Behavioral interview | Technical interview |
|---|---|---|
| Evidence sought | Relevant past examples, decisions, actions and outcomes | Role-specific knowledge, problem-solving and skill application |
| Typical prompt or task | “Tell me about a time…” or another competency-based question | A practical task, coding problem or conceptual discussion |
| Preparation | Choose truthful examples tied to the job requirements and outline them with STAR | Review relevant fundamentals, practice likely formats and explain your reasoning |
| What varies | Competencies, structure and follow-up questions | Discipline, seniority, task format and permitted tools |
| A useful recruiter question | Which competencies or experiences will this round focus on? | What format, tools, languages and skills should I expect? |
These categories are not mutually exclusive rounds, and there is no single format used by every employer. The University of Pennsylvania Career Services and UT Austin College of Natural Sciences Career Services describe a range of interview approaches; ask about the process rather than assuming it from the job title.
What happens in a behavioral interview
Expect questions asking for a specific example: a challenge you handled, a collaboration, a problem you solved, a setback, or a time you used a skill named in the job requirements. The competencies depend on the role. Interviewers may ask follow-up questions about your choices, your individual contribution or what happened afterward.
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Prepare examples with STAR
UT Austin CNS Career Services recommends STAR as a way to organize behavioral answers. Use it as a guide, not a script:
- Situation: Briefly establish the context.
- Task: Explain what you were responsible for.
- Action: Describe what you did, making your own contribution clear.
- Result: State the outcome and, where useful, what you learned.
Review the job description and select several truthful examples from work, study, volunteering or other relevant experience. Choose examples that show different skills instead of relying on one story for every question. Penn Career Services also advises researching the organization and role and preparing examples that illustrate the skills sought.
What happens in a technical interview
A technical interview tests skills relevant to the position, but its format depends on the field and employer. In software and computing roles, UT Austin CNS Career Services identifies live coding, coding on a whiteboard or paper, and conversational questions about concepts. A technical assessment in another discipline may use different role-specific tasks; “technical” does not automatically mean programming.
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Prepare for the likely format
- Identify the technical skills and requirements named in the job description.
- Review relevant fundamentals and practice representative problems or tasks in a format similar to the one you expect.
- Practice explaining your reasoning as you work, rather than focusing only on the final answer.
- Review relevant coursework and projects, including the decisions you made and your specific contribution.
UT Austin CNS Career Services outlines these technical interview formats and recommends reviewing relevant coursework and project experience. If you do not know which format applies, ask the recruiter before preparing for a coding exercise that may not be part of the round.
How to prepare for both types
- Read the job description. Note the interpersonal competencies, technical requirements and responsibilities it emphasizes.
- Research the organization and role. Use that context to choose relevant examples and prepare thoughtful questions, as Penn Career Services recommends.
- Prepare behavioral stories and technical practice separately. Stories help you explain past decisions; technical practice helps you apply job-related skills. Do not substitute one for the other.
- Clarify the interview plan. If the invitation is unclear, ask the recruiter what each round will assess and what format to expect.
- Prepare questions for the interviewer. Ask about responsibilities, projects, culture or next steps. UT Austin CNS Career Services frames the interview as a two-way conversation, so use it to assess fit as well.
What to ask the recruiter
A short, specific message can prevent avoidable surprises. For example: “Could you share what each interview round will focus on? For the technical round, will it involve live coding, a take-home task, a practical exercise or a conceptual discussion? Are there particular tools or programming languages I should use or avoid? For the behavioral round, are there specific competencies you recommend I review?”
Adjust the questions to the role. For a non-software technical interview, ask what kind of practical or subject-specific assessment is planned rather than presuming coding. Recruiter guidance can clarify the format, but it does not guarantee the exact questions.
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For general interview preparation, Penn Career Services lists Big Interview and Exponent. Harvard FAS Career Services names Cracking the Coding Interview as an optional coding-practice resource for technology interviews; it is not a general guide to behavioral interviews or technical assessments in every field.
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