Want to know what to ask candidates during a situational interview? Find questions that are relevant to the situation examples of questions for interviews, sales and customer service examples.
How do situational interview questions serve their purpose?
Candidates are asked to describe how they would respond to and address work-related scenarios during a situational interview. A hypothetical situation, unlike behavioral interview questions, allows recruiters and hiring managers to determine a candidate’s suitability without relying on their past experiences. During an interview, you should ask situational questions to discover how candidates would respond to a scenario that may arise in the future. Situational questions can be used to assess the following skills:
- A candidate’s interpersonal and collaboration skills (e.g. how do they handle conflict and manage difficult relationships with coworkers, managers, and clients) should be considered.
- Assessing candidates’ decision-making abilities (e.g., how do they approach important strategic decisions?)
- A candidate’s ability to solve problems effectively and creatively (e.g., are they able to provide a solution to a problem related to the position?).
- Skills in organizational management (e.g., how do candidates prioritize their work and respond to stress?
- Skills related to management (for example, how do candidates set and achieve goals for their direct reports?)
During the interview process, ask situational questions in order to identify candidates with skills that are compatible with the position your requirements. In sales, management, and customer service roles, situational interview questions are particularly effective. It is common for candidates to claim on their resumes that they possess a specific skill set.
When you ask situational questions, you will be able to observe how they apply their skills in the workplace
The problem is related. This type of ‘what would you do’ interview question will also assist you in comparing candidates and selecting those who are compatible with your company’s culture. It is not the same for everyone to think and react in the same manner. The ideal candidate will demonstrate professionalism, share your company’s values, and contribute fresh ideas.
During the hiring process, you can ask candidates the following situational interview questions:
Question examples for situational interviews
- How would our team respond if our competitor, X, released a new product, Y?
- What would you do if you discovered that your supervisor had violated the company’s code of conduct?
- How would you prioritize your tasks if you had two important deadlines approaching?
- How do you maintain your focus when you have multiple projects with tight deadlines?
- How would you respond if a key metric dropped week over week?
Assessing the answers of candidates
- Make a list of the most important skills for the position you are seeking to fill. You can then ask questions that reflect these skills (e.g. situational interview questions for managers) to learn how your candidates use them in the workplace. The following are examples of situational interview questions for customer service:
- What would you do if you did not know the answer to a customer’s question?
- Would you contact your manager if an angry customer requested to speak with you without specifying the issue?
- It is difficult to prepare answers to situational interview questions since they use hypothetical scenarios. Situational interview questions for sales might include scenarios such as:
- What would you do if you had to increase sales revenue by X% in Y months?
- What steps would you take if your customer satisfaction rates were low?
Before asking your candidates a question, allow them sufficient time to think.
- It is common for there to be more than one correct answer in most cases. Consider candidates who provide you with unusual responses that demonstrate their ability to think creatively.
- It is important to describe realistic scenarios when crafting your interview questions. Candidates should be challenged by the questions, but the questions should also relate to realistic situations.
- Observe how candidates approach problem solving in general, in addition to the solutions that they present to you. Observe how candidates approach problem solving in general, in addition to the solutions that they present to you. Is it important for them to receive feedback from coworkers? Do they have a collaborative approach and are they willing to ask for assistance when they are uncertain? What is their approach to problem-solving? Are they methodical or do they prefer to take an unconventional approach?
- It is possible that candidates will answer your situational questions based on similar issues they have already faced in a previous position. Consider their willingness to follow guidelines if they are accustomed to a different working style. It would be helpful if you would let them present you with a solution and then walk them through your approach to solving the problem. In order to determine if they are flexible about learning new methods, you might ask them to compare these solutions.
- It is possible to open the door to further discussion by asking one situational interview question. For example, you can point out 1-2 things of doubtful effectiveness from the candidate’s answer or add some new facts in your scenario. You’ll identify candidates who are open to criticism and demonstrate adaptability.
Flags of concern
- Off-topic responses are not acceptable. Candidates are assessed based on their ability to think quickly and come up with satisfying solutions. It is a sign that candidates are having difficulty staying focused or are inserting prepared answers into the conversation if they seem to deviate from the original topic.
- There is no doubt about it. Some candidates may have experience with situational interview questions and have prepared “canned” answers. Situational interview questions are difficult to prepare in advance. In the event that they are primarily concerned with giving you the “right” answer, or one that you would expect, you will be unable to determine their point of view.
- Answers that are unrealistic. It is important for candidates to make a good impression and showcase their abilities, but they should also be realistic in their answers. Make sure they provide you with thoughtful, nuanced responses that take limitations into account.
- Soft skills are lacking. Additionally, a great candidate should demonstrate employee morale, empathy, and the ability to work with a variety of people. A candidate who refers to unprofessional behavior, blames others or denies responsibility is unlikely to be able to establish a strong working relationship. There was no response. Candidate nervousness is common during interviews, especially if they are asked situational questions. The person should ask for clarifications or more information if they are having difficulty answering your questions. Otherwise, if they do not respond at all, this may indicate that they are unable to identify problems and do not seek assistance.
