Situational interview questions vs behavioral interview questions

The 5 Most Common Situational Interview Questions and How to Answer Them

With business rapidly moving into the future, employers are using the interview process to assess candidates on soft skills and trending capabilities. Whether preparing for a virtual interview or one in-person, you may encounter questions you haven’t heard before. Get ready to learn: • The difference between situational and behavioral interview questions • Why employers ask questions about the future • How to answer the question the interviewer is really asking • Future-oriented questions you can ask the interviewer

Situational and behavioral interview questions are sometimes lumped together because they have similar goals. They allow the interviewer to assess your thought process for approaching challenging situations. This can help them determine your fit with the company’s culture and needs. These questions give you an opportunity to highlight soft skills, such as problem-solving and communication. Kforce Talent Partner, Darius Farivar, provides expert insight on effectively preparing for interviews when faced with these types of questions.

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How to answer situational interview questions

You are likely aware of the STAR method interview technique for answering behavioral interview questions. You can use a similar approach to answer situational interview questions. Farivar explains the importance of using this methodology since it not only allows you to showcase your expertise but also demonstrates how you can apply these strengths in practical scenarios. When it comes to discussions about the future, your answers should always show your HEART:

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• What they really want to know: Do you know how to balance quality and timeliness to maximize productivity with your workload? • Things to consider: Perfection is the enemy of progress, but quality is still important. What process would you use to balance your projects and the quality of your deliverables? • Sample answer: There should be a balance between each of these points. Prioritization is key. I would introduce a process to ensure this balance exists while still maintaining quality.

When faced with multiple projects and limited time, how would you efficiently complete a task?

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• What they really want to know: How do you handle negative feedback? • Things to consider: Explain how you handle constructive criticism. Remember you can view negative feedback in a positive light since it inspires growth and continuous improvement. • Sample answer: Constructive criticism is necessary for continuous improvement. Therefore, after being appreciative of the group feedback, I would ask a few follow-up questions to not only fully understand the reasoning behind the negative feedback but also to express the desire to grow and move forward.

What would you do if you made a strong recommendation in a meeting, but your colleagues decided against it?

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• What they really want to know: How do you deal with different personalities in the workplace? • Things to consider: Highlight conflict resolution and communication skills. Show your ability to be empathetic. • Sample Answer: Strong communication skills are essential for handling conflict resolution. While different personalities can exist in the workplace, I make it a point to be open-minded and empathetic to varying opinions. It’s important to seek common ground for both parties to work together and ultimately achieve the same end goal.

How would you handle working closely with a colleague who was very different from you?

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• What they really want to know: How do you leverage problem-solving skills to learn something new? • Things to consider: What actions do you take to continue to develop professionally? How do you approach new challenges? Show that you are open to trying new tasks. • Sample Answer: I enjoy trying new things. When asked to complete something I’m unfamiliar with, I start by researching the topic. I make it a point to learn everything possible about the given concept to then start brainstorming a solution.

What would you do if you were asked to complete a task you’ve never done before?

5 Future-oriented questions to ask an interviewer

Most interviewers build the answers to common candidate questions into the interview, so when they ask ‘do you have any questions for me?’, responding in an impactful way is challenging. "Believe it or not, asking the interviewer questions during an interview is a critical part of the evaluation process for both the candidate and employer,” Farivar says. “It serves multiple purposes and offers valuable insights, both of which encourage a more nuanced discussion to happen. It makes a real impact in whether you land the job over another candidate." As businesses continue to evolve, here are some future based questions you can ask to ensure the company and job align with your needs and priorities: • What is the biggest challenge currently facing the company? • What are the strategic priorities of the organization? How does this role help achieve them? • What does success look like in this position? • What competitors are you most worried about? Why? • How do you ensure your workplace is diverse and inclusive? • What about the company’s future most excites you? What most concerns you?

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One of the biggest tips I can offer is to become familiar with the company’s initiatives. This is crucial because it'll help you tailor your responses so you can effectively answer behavioral or situational questions. You want to show the prospective employer how your skillsets will impact the role. This will heavily influence the hiring manager’s decision.

Darius Farivar, Kforce Talent Partner

Despite these similarities, situational and behavioral interviews have their differences. Situational questions use hypothetical scenarios to focus on the future, whereas behavioral questions ask about actual experiences from your past. Situational questions allow for open-ended responses, but behavioral questions demand specific details about a past event and its outcomes.

Published october 2023

Honesty:

Being honest and realistic about your capabilities and experiences is important because it shows the interviewer you will work ethically and with integrity.

Displaying empathy within your responses shows you have a clear understanding of the thoughts of others and the ability to use that understanding to communicate effectively, think creatively and build strong working relationships through trust.

EMPATHY:

Adaptability is crucial in an ever-changing workplace. Show your understanding of industry and market trends, along with your ability to adapt to continuous change.

ADAPTABILITY:

Displaying resilience shows you are confident and have the will to persevere through challenging circumstances. When discussing prior difficulties, focus on the positive while describing how you dealt with, overcame and learned from the experience.

RESILIENCY:

Being transparent about your skills, experiences and expectations helps the interviewer ensure you are a good fit for the role and that their company is a good fit for you.

TRANSPARENCY:

I strongly encourage job seekers to answer situational interview questions using the STAR and HEART method. It sets you apart from the competition because it gives employers an opportunity to understand your decision-making process and how you handle challenges. It'll make a memorable impression because you'll demonstrate the value you could bring to the team.

Darius Farivar, Kforce Talent Partner

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