3 Ways Storytelling Can Enhance Your Interview

Whenever we meet someone new, we’re actively engaged in storytelling. We start by introducing ourselves and, depending on whom we’re meeting, cater our story to that particular audience. This can become tricky when we’re engaging with potential employers; what should we include in our stories, and what types of stories do employers want to hear?

Storytelling in interviews doesn’t simply mean providing a storybook narrative for all of your answers. Employers are looking for specific types of stories, and these can vary depending on the type of question being asked. Below we’ve identified three specific ways in which storytelling can enhance your interview, while highlighting the specific ways employers prefer these stories to be told.

Resume Questions

When an employer brings you in for an interview, it means you’ve submitted a strong resume. Since a resume is often what gets you through the door, the employer will most definitely have questions about the content in the document. Therefore, it’s essential that you can tell a story about everything on your resume, including those volunteer and extracurricular experiences you may have only been involved with for a few months (or days, or hours).

It’s essential that you can tell a story about everything on your resume, including those volunteer and extracurricular experiences…

This doesn’t mean that you have to prepare a story with a beginning, middle and end for everything on your resume. It means being prepared to justify the inclusion of everything on your resume, since we can’t anticipate what an employer will want to know more about. If you choose to include a list of relevant courses on your resume, you should be prepared to talk more about each of those courses in case an employer has a question about a specific one. For example, an employer may ask: “I see on your resume that you took a course called ‘Advertising & Society.’ What was that class about?” Take some time to review everything on your resume so that, if an employer asks a question about something, you can answer more thoughtfully than “I thought it would make me look good!”

Behavioral Interview Questions

One of the most common types of questions you’ll encounter in interviews are behavioral questions, which are designed to understand how you’ve handled a particular scenario in a previous role. These questions are popular with employers, as one of the strongest indicators of a candidate’s future performance in a position comes from understanding how they handled similar situations in the past. Behavioral questions require you to tell a specific story from a past job, class or extracurricular experience, but employers are looking for a specific structure to this story. Specifically, you should answer these questions by touching on four key areas: the situation, the task, the action, and the result. Together, these make up a formula best remembered as the acronym STAR. Let’s break this down with an example.

Behavioral Question: “Tell me about a time when you had to address an angry customer?”

  • Situation — Set the scene for the employer (e.g. Where were you working when you addressed this angry customer, and why was he/she upset?)
  • Task — The goal you set to accomplish in this situation (e.g. To diffuse the situation and ensure the customer leaves satisfied.)
  • Action — The transferable skills you implemented to achieve the task and address the situation. (e.g. Listening, communication and conflict resolution skills would make sense here.)
  • Result — The happy ending to your story! (e.g. “After implementing the above skills, the customer was pleased and left satisfied.”)

Following the STAR formula when answering behavioral interview questions will ensure that you are not only telling a complete story, but that you are telling a story that includes the key points an employer wants to hear.

Situational Interview Questions

There’s some confusion about what the difference is between behavioral and situational questions, and it can be best described as the following: while behavioral questions put a spotlight on how’ve handled scenarios in the past, situational questions are concerned with how you would hypothetically handle scenarios in the future, particularly those that pertain to the specific position you’re applying for. Examples of situational questions include “How would you sell our product to a resistant customer?” and “What strategies might you implement to increase our followers on Instagram?”

…behavioral questions put a spotlight on how you’ve handled scenarios in the past, situational questions are concerned with how you would hypothetically handle scenarios in the future…

In answering these questions, you don’t want to simply say you would do “x, y, and z.” It helps to provide some context for why you would respond in this particular way. Maybe you tried something similar in the past that proved successful (e.g. “In my previous job I would do x when I encountered resistant customers, and it was very successful. Here’s how I might implement something similar with your clients…”). Maybe you’ve conducted research about the industry that could influence your answer (e.g. “I read in Advertising Age that x strategy has been very effective in increasing social media followers. Here’s how I might implement something similar with your Instagram page…”). Ultimately, situational questions are great opportunities to share your ideas for how you would succeed in the role you’re applying for, and doing so by telling a story based on your own (or other’s) experiences will help drive these answers home.

Additional Resources for Interview Success

It can take practice to feel comfortable with storytelling in interviews, but the Career Center has a number of ways to help! You can meet with your career advisor to learn more about interviewing tips, or take part in a practice interview with an alumnus through our Alumni Sharing Knowledge (ASK) program. We also have a terrific interview prep tool called InterviewStream where you can practice answering common behavioral and situational questions. Take advantage of one or all of the resources to ensure that you are telling the types of stories employers want to hear!

Behavioral Questions: What Employers Really Want to Hear

By: Lynn Gibson, Alumni Sharing Knowledge (ASK) mentor and DePaul University marketing graduate

Have you ever wondered what the hiring manager is really looking for in your answers? In this article, Lynn Gibson, DePaul alumna and mentor, decodes the underlying meanings of job interview questions and shares what hiring managers are really listening for. 


During interviews, the hiring manager has one primary goal: Choose the candidate with the highest success potential for the role. While the necessary skills are certainly a part of that, candidates who don’t have the skills usually do not get an interview. So, the decision comes down to behavior. Since it is believed that past behavior predicts future behavior, most interviews are heavily weighted toward discovering your behavioral strengths.

Now, let’s discuss how to frame your strengths in response to behavioral questions to make sure you highlight your success potential.

As a hiring manager, here are a few things I’m listening for when I ask behavioral questions:

  • Do you take responsibility for your actions in a challenging situation, or do you project the problems onto others?
  • Can you accurately and concisely identify the real problem or challenge, explain your actions, and describe the result of your actions? (CAR)
  • Does frustration/irritation show in your answers, or does a can-do attitude shine through?
  • Do you show empathy for and understanding of others in situations, or do you project a my way or victim attitude?
  • What did you REALLY do on that team project? Can you relate the situation/assignment, tasks you were assigned, actions you took, and results that you measured? (STAR)
  • How do you assess or explain your successes? Are they all “just about you,” or do you appropriately share credit?
  • Are you enthusiastic when you talk about helping others or going above and beyond on something, or do your answers show more obligation than eagerness?

Here are a few more things I’m listening for:

When I ask about failures/weaknesses/disappointments, etc., I really want to know if you “own” your behavior, know how to break down and solve problems, view obstacles as stumbling blocks or opportunities, have the motivation to push through and finally succeed, and grow from the experience.

When I ask about successes/achievements, I want to know how and what you actually contributed, how humble you are in terms of assessing your success, and whether you can clearly and concisely tell me about the process you used to gain the success. In other words, is your success repeatable because it is process driven or did you get lucky?

When I ask questions about your goals, I am looking to gain insight into your values and how you measure success or progress. Can you articulate why something is important and can you chart a reasonable course to try to achieve it? This also provides insight into your “core” motivation, which is what will drive you to reach your success potential.

When I ask about the types of environments that have brought out the best in you, it helps me to know whether you prefer a hands-on or hands-off approach, and if you are a self-starter or need someone to provide motivation.

Hopefully, after reading this, you will understand that the interviewer is using behavioral questions to try to gauge how you will react and respond to daily situations in their firm. They are listening for more than the “answers.” They are attempting to discern the traits/strengths behind those answers and measure your success potential based on how their other successful employees behave – or react/respond. And, that is a very good thing! A really great interviewer will never offer a job to someone who can’t be happy and successful in the role. As much as you think you want a particular job, always hope that the interviewer is very capable and will spare you much disappointment if it really isn’t a great fit for you.

With that said, you are responsible to make certain that you are responding in a way that best captures your success potential. Now that you have a little more insight into the real questions behind the questions, it may be time to give a little more thought to your answers.


The Alumni Sharing Knowledge (ASK) network connects DePaul students and graduates with alumni to explore college and professional transitions, life challenges, and university and career questions. To connect with Lynn and other ASK mentors like her, visit Handshake. Questions? Contact ASK at ask@depaul.edu.