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{"id":2949,"date":"2017-10-12T22:40:48","date_gmt":"2017-10-12T22:40:48","guid":{"rendered":"https:\/\/fmpblog-staging.findmyprofession.com\/career-advice\/tell-me-about-a-time-when-you-made-a-mistake\/"},"modified":"2023-01-16T05:04:25","modified_gmt":"2023-01-16T05:04:25","slug":"tell-me-about-a-time-when-you-made-a-mistake","status":"publish","type":"post","link":"https:\/\/staging.findmyprofession.com\/career-advice\/tell-me-about-a-time-when-you-made-a-mistake\/","title":{"rendered":"Tell Me About a Time When You Made a Mistake"},"content":{"rendered":"
When an interviewer says, \u201cTell me about a time when you made a mistake,\u201d <\/em>they are not waiting to hear, \u201cI\u2019ve never made a mistake.\u201d<\/em> To answer that way is a mistake. We all have examples of mistakes made at work. No one is perfect. Employers get this.<\/p>\n So, why do they want to know? In a behavioral question such as this one, they are gauging if you know how to deal with difficult situations at work. They want to know, \u201cHow do you handle failure?\u201d<\/em><\/p>\n Behavioral questions are aimed at asking for a sample of when a similar situation occurred in the past. Studies have shown that past behaviors are a strong indicator for future behaviors.<\/p>\nThe STAR Method<\/h2>\n<\/div>\n