[digoM]

Google has published some of their data on this and behavioral questions about teamwork (e.g. handling disagreements) are reasonable and can be valuable. Software development is usually a team activity. The rest of this post is a useful, if anecdotally sourced, guide to answering the more technical class of behavioral questions. It should include a block on follow up questions. Good behavioral interviewers, like you might find at Google or Amazon, will ask specific follow ups for each question. See: http://www.businessinsider.com/google-laszlo-bock-interview-...

[NickLarsen]

Thanks for posting this. One thing I didn't write about is the objectiveness of interviews (felt like a different topic). Just about any question can be okay as long as it follows a few simple rules. 1) if you ask a question, you should have an expectation of what you're looking for as a result in some quantifiable way and 2) how does that result affect your decision to hire or not. The worst interviewers usually don't have an answer for #1 there and they probably decided to hire you or not very soon after you opened your mouth for the first time. This article fails to state why each of these questions is valuable and what you should be looking for as a result of asking any of them. With the addition of that, it would be a much better article.