What are situational interview questions?
Situational interview questions are questions that ask candidates how they would respond to theoretical, job-relevant situations. These questions focus on the candidate’s ability to tackle problems, work under pressure and demonstrate soft skills like teamwork, conflict resolution and adaptability.
With Australia’s job market participation rate rising to 67.2%, a new record high, employers may be faced with a larger and more diverse talent pool from which to choose their new hires. This makes it all the more important to ask the right questions to determine the best applicants.
By encouraging candidates to reflect on both past experiences and hypothetical future scenarios, situational questions help employers assess candidates’ forward-thinking and problem-solving skills. Employers often rely on these questions when hiring for roles that require quick decision-making or where candidates may not have any first-hand experience but need to demonstrate potential for the role’s tasks.
Related: Soft Skills in Recruitment: What to Look For When Hiring
12 situational interview questions and their underlying functions
In the following, twelve potential situational interview questions are outlined, each with an explanation of what they reveal and how they can help an employer identify the most suitable candidate for the role:
1) Can you share an example of a situation when you had to manage multiple collaborators?
This question assesses how well candidates manage communication and coordination with different collaborators. Collaborators might include team members, clients and vendors, with varying priorities, which calls for excellent time management skills. Successful candidates will demonstrate an ability to prioritise tasks, manage expectations and build relationships effectively.
2) Tell me about a time when you went above and beyond for a client.
This question reveals a candidate’s dedication to customer satisfaction and ability to deliver exceptional service. Employers can understand how candidates take initiative and contribute to positive, long-term client relationships. Look for stories where the candidate turned a problem into a positive experience by showing creativity and commitment.
3) Describe a situation when you had to resolve a conflict within a team. How did you approach it?
Conflict resolution is a key skill in any workplace. This question evaluates the candidate’s ability to handle disputes and foster collaboration among team members. Strong candidates will demonstrate active listening skills and the ability to find compromises, resulting in stronger team dynamics as everyone feels acknowledged.
4) Describe a situation where you had to adapt to a major change at work
This question focuses on the candidate’s adaptability when faced with change, which is important in fast-paced environments and a regular occurrence in the corporate world. Employers can assess how quickly candidates adapt to new systems or processes if they have a positive mindset, and whether they can support team members during transitions.
5) Was there ever a time when you had to decide with limited information?
Employers use this question to explore candidates’ ability to make sound decisions in uncertain conditions. This skill is especially relevant in roles that require critical thinking and quick decision-making skills. Good candidates will provide examples of how they assessed risks and evaluated available data to arrive at a practical solution that benefitted their organisation.
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6) Can you give an example of a situation when you received constructive feedback from a superior and how you handled it?
This question assesses the candidate’s receptiveness to feedback and willingness to learn. Candidates who can describe how they turned constructive criticism into positive changes demonstrate a growth mindset, which is desirable. Also, look for responses that show that a candidate is humble and eager to improve their performance.
7) Tell me about a time you failed a task at work. How did you handle it?
Everyone makes mistakes, and this question reveals how candidates deal with failure. Strong answers will show that the candidate takes accountability, learns from the experience, and implements changes to prevent similar mistakes in the future. This question also provides insights into their resilience and problem-solving ability.
8) Can you tell me about a situation where you had to manage stress at work?
Managing stress effectively is essential in high-pressure roles. This question assesses how well the candidate stays composed under pressure and how well they can stay productive during stressful periods. Employers can learn, for example, how candidates manage competing priorities, delegate tasks and prevent burnout.
9) Was there ever a time when you had to adapt quickly to unexpected changes in the workplace? How did you handle this situation?
This question allows employers to assess the candidate’s ability to stay calm and resourceful under pressure. Candidates will ideally demonstrate quick thinking, flexibility and a positive attitude towards change. Look for examples of when their proactive approach helped to improve outcomes despite unexpected circumstances.
10) Can you describe a situation when you had to make a difficult decision with limited information? What was the outcome?
This question evaluates a candidate’s decision-making process in complex situations. Employers can assess how well the candidate manages risk, considers alternative solutions and takes responsibility for their decisions. A strong response will reflect critical thinking skills and accountability.
11) Can you describe a time when you had to work with someone whose style or approach differed from yours? How did you ensure a successful outcome?
This question helps employers assess candidates’ interpersonal skills and ability to collaborate with diverse colleagues. It evaluates how well they can handle differences, adapt their communication style and stay professional to achieve shared goals. Strong candidates will demonstrate emotional intelligence and a focus on outcomes rather than personal differences.
12) Tell me about a situation when you had to persuade a colleague or client to see your point of view, although they did not initially agree. How did you approach it, and what was the result?
This question assesses the candidate’s ability to influence others through strong communication and negotiation skills. Employers can learn how candidates frame their arguments, address opposing views, and stay patient during discussions. Look out for responses that showcase effective persuasion skills and mutual respect, as this typically leads to a positive outcome for all involved.
Related: Skills-Based Hiring: A Guide for Employers
Key takeaways
Situational interview questions provide valuable insights into how candidates may perform in real workplace scenarios. These questions are especially useful for roles that require adaptability, problem-solving skills and teamwork. By tailoring situational questions to specific job roles, employers can ensure they hire candidates with the right skills and mindset.
When using situational questions, it is important to stay consistent across interviews. After all, structured interviews allow employers to evaluate candidates fairly by scoring responses against pre-defined criteria. This method ensures objective decision-making and can improve the overall quality of new hires.
Finally, employers can create a positive interview experience by framing situational questions clearly and encouraging candidates to provide detailed examples. With thoughtful preparation, these questions will help businesses identify the most suitable applicants and build strong teams.
