10 Situational Questions Every Hiring Manager Should Ask in an Interview
We recently published a piece about essential behavioral questions that every hiring manager should ask candidates. Behavioral questions are very important. They’re the best way you can predict a candidate’s soft skills before onboarding, and they help identify bad cultural fits early on in the hiring process.
Similarly, situational interview questions help hiring managers understand how a candidate would behave on the job. They offer hypotheticals that, when used correctly, will get a candidate out of their comfort zone and think critically about how they will respond problems, instead of their past behavior.
Situational questions require a little bit more exploration (and therefore, time) in an interview, so you’ll want to come prepared with 10 or so great ones. Here are our favorites:
You were recently put in charge of your first project here. Your team is resisting your ideas. How do you handle it?
Pretend I am an employee that has consistently missed their goals over the past three quarters. What corrective actions would you take and why?
What would you do if you were assigned a project with a coworker who has very different ideas of how to complete your work?
What would you do if you were assigned a project with a coworker who is often vocal about political opinions with which you do not agree?
What are the first three things you do at work every day?
Describe your dream client. What would you do to keep them?
What would you do if a colleague asked you to complete a task that is outside your job description?
What would you do if a colleague asked you to complete a task that is outside of your skill set?
How would you go about making a good impression on a client or new manager?
How would you go about bringing personal or professional complaints to the attention of your managers?