Behavioural Questions in Medical Interviews | How to Answer Them Properly

Behavioural questions are a core component of medical interviews, including Multiple Mini Interviews (MMIs), panel interviews, and specialty training selection.

These questions usually sound like:

• “Tell me about a time you worked in a team.”

• “Describe a situation where you handled conflict.”

• “Give an example of a mistake you made.”

• “How do you cope under pressure?”

They are deceptively simple — and one of the most common reasons strong candidates underperform.

Not because their experiences are weak, but because their answers lack structure and clarity under time pressure.

This article explains:

• what behavioural interview questions are actually assessing

• why many candidates score lower than expected

• and how to structure strong answers without sounding scripted

What Are Behavioural Questions in Medical Interviews?

Behavioural interview questions are designed to assess past behaviour as a predictor of future performance.

In medical interviews, they are used to evaluate:

• communication skills

• professionalism

• teamwork and leadership

• insight and self-awareness

• alignment with the values of medicine

Interviewers are not looking for impressive achievements.

They are listening for how you think, act, and reflect in real situations.

Why Behavioural Interview Answers Often Fall Apart

Most candidates know the STAR method in theory.

In practice, their answers struggle because they:

• spend too long setting the scene

• speak vaguely about what “we” did

• rely on over-rehearsed scripts

• fail to show insight or reflection

Under time pressure, memorised answers collapse.

What remains is often rambling, surface-level storytelling that doesn’t clearly demonstrate judgement or growth.

How Interviewers Actually Assess Behavioural Questions

When listening to behavioural interview answers, interviewers are assessing four key things:

1. Clarity — can they easily follow your response?

2. Judgement — did you make reasonable, professional decisions?

3. Ownership — what you did, not the group

4. Reflection — what you learned or would do differently

A simple example delivered clearly with insight will score higher than a complex story delivered poorly.

Using Structure Without Sounding Scripted

Behavioural questions in medical interviews are commonly answered using a structure referred to as STAR:

• Situation

• Task

• Action

• Result

  (optional reflection if time allows)

The mistake is treating STAR as a script.

Instead, it should act as a mental framework that keeps your answer focused and easy to follow.

How to Use STAR Effectively in Medical Interviews

Situation and Task: Be brief

One or two sentences is enough.

Your goal is to move quickly to the Action.

Over-explaining context wastes valuable time.

Action: Where marks are made

This should take most of your answer.

Be explicit about:

• what you noticed

• what you decided

• what you said or did

• why you chose that approach

Use first-person language.

Avoid vague phrases like “we decided” or “we communicated better”.

Result: Focus on impact

Results don’t need to be dramatic.

They might include:

• improved communication

• reduced tension

• safer outcomes

• better teamwork

Credibility matters more than heroics.

Reflection: The differentiator

If time allows, add reflection.

High-scoring candidates show:

• insight

• self-awareness

• learning

Reflection demonstrates maturity and readiness for clinical training.

Choosing Strong Examples for Behavioural Questions

You should prepare examples for:

• teamwork

• conflict

• communication

• mistakes or failure

• resilience

• leadership

Strong examples often come from:

• work or volunteering

• healthcare exposure

• customer-facing roles

• personal challenges (handled appropriately)

Avoid relying solely on generic university group work.

Specificity differentiates.

Practising Behavioural Interview Answers Properly

Writing answers word-for-word is a common trap.

Effective preparation involves:

• practising out loud

• recording yourself

• refining structure, not wording

• pressure-testing under time limits

Confidence does not appear on interview day.

It is built through intentional, structured practice.

If behavioural interview questions feel uncomfortable, that’s normal, they’re designed to expose how you think under pressure.

If you want help doing this properly:

• My Free MMI PDF includes practical answer structures you can start using immediately

• The MMI Medical Interview Program walks through worked behavioural examples and shows you how to compare your answers to strong, offer-level responses

• 1:1 coaching is available for applicants who want targeted feedback and pressure-testing

• Unsure how to answer ethical dilemmas? Check out my blog post on that here

Choose the level of support that matches where you’re at — but don’t confuse familiarity with readiness.