Since my first article this month explored Interview Best Practices for Hiring Managers, I thought it would be good to couple that article with some sample questions that managers can use. The best interview questions are job related; they can be behaviorally-based, or situational.
Behavioral questions are based on the premise that past behavior is the best predictor of future performance. These are recognizable because they start with, “Tell me about a time…” or “Give me an example when…”
Situational questions are similar but focus on how the applicant would handle a specific situation that he or she is likely to encounter. These kinds of questions typically open with, “What would you do if…”
Here are some questions that fit both categories and can be easily adapted, if needed, to specific jobs:
- Describe a time when you were faced with problems or stresses at work that tested your coping skills. What did you do?
- Tell me about a time when you had to use your oral communication skills in order to get a point across that was important to you.
- Tell me about a specific occasion when you conformed to a policy even though you did not agree with it.
- Give me an example of a time when you used your fact-finding skills to gain information needed to solve a problem and then tell me how you analyzed the information and came to a decision.
- Describe a situation in which you were able to read another person effectively and guide your actions by your understanding of his/her individual needs or values.
- Describe the worst customer you have ever had and tell me how you dealt with him or her
- What would you do if you were asked to perform a task you had never done before?
- What would you do if you were committed to a particular project but your boss canceled it halfway through?
- Give me an example of a project you were a part of failed, despite your best efforts.
- What would you do if you were given a timeframe that you knew at the outset was totally unrealistic?
These kinds of questions allow you to ask job related questions AND find out a little bit about the candidate’s thought process, experience, and skills—in other words, see the person behind the resume! And do so in a way that minimizes the risk of making a bad selection and avoids potential legal pitfalls.