What are the most common structured interview questions?

Perguntas situacionais s?o uma ferramenta valiosa durante um processo seletivo, pois permitem aos recrutadores avaliar como os candidatos lidam com desafios hipotéticos relacionados à fun??o à qual est?o se candidatando, geralmente envolvem cenários que os candidatos podem enfrentar no dia a dia do trabalho, como lidar com clientes insatisfeitos, resolver conflitos entre colegas de equipe ou tomar decis?es sob press?o. Por isso, ao incorporar perguntas situacionais em uma entrevista de emprego, os recrutadores têm a chance de obter uma vis?o mais abrangente das competências e da personalidade dos candidatos, contribuindo para uma sele??o mais assertiva e alinhada com as necessidades da empresa.

Quest?es situacionais ajudam muito a entender o jogo de cintura, a estratégia da pessoa candidata, além de fornecer subsídio para avaliar a potencial lideran?a. Mesmo sendo chamadas de 'situacionais' elas também avaliam comportamento, ent?o, o ideal é você ter em mente qual o comportamento desejado e fazer as perguntas que te ajudem a avaliar a proximidade da pessoa candidata ao seu perfil ideal.

Asking situational questions can help you determine a candidates thought process. This interview technique can shed light on how candidates will handle various situations on the job through hypothetical scenarios. If you're interviewing candidates for a project management role, you might ask: "What would you do if you were working on a complex project that involves working cross functionally with several different groups and you realize the project is not ready to meet the deadline? Situational interviewing is only as effective as the questions asked, and the scenarios should be closely related to the primary functions of the job itself.

Latham et al. (1980) published "The Situational Interview" which consists only of situational questions. It is very tricky to use situational questions. First, you assume that the intentions expressed are a valid predictor of future behavior. From a psychological point of view there are a lot of possible biases like social desirability. Second, it requires a careful construction of the question, because you have to give all the information needed so that the candidate can give a meaningful answer. All in all, when using "situational questions" you measure "maximum behavior" more than "typical behavior" and you focus on capturing job-related knowledge and cognitive abilities.

Situational questions are designed to assess a candidate's problem-solving and decision-making skills by asking them to describe how they would handle hypothetical scenarios related to the job. These questions help interviewers gauge the applicant's ability to apply their knowledge and skills in potential future situations. An example of a situational question is: "Imagine you are working on a critical project with a tight deadline, and you realize you're missing a piece of crucial information from a colleague who is currently unavailable. How would you proceed?" This type of question allows the interviewer to understand the candidate's resourcefulness, initiative, and ability to navigate challenges with minimal supervision.

One of my favorite behavioral questions is to ask a candidate to describe a situation in which they WERE NOT successful. Something that failed or when they did NOT meat their goals. I ask them not only to describe the situation but also what they learned from it and what they would do different next time. The answer to this question reveals a lot in a candidate. Specifically it tells you if their primary response is to blame others, or take personal responsibility and ownership. (!)

In the scientific literature you call "behavioral questions" sometimes "biographical questions". When using this kind of questions you assume, that behavior in the past is a valid predictor of behavior in the future (what could be biased!). So there are 2 necessary requirements: The candidate has already gained experience and can talk about behavior in similar situations in the past AND he should be able to give complete examples for the behavior (situational aspects, emotional aspects,...) I know two types of interview which use predominantly "behavioral questions": (Patterned) Behavior Description Interview (Janz, 1989; Janz, Hellervik & Gilmore, 1986) and the Decision-Oriented Conversation (Westhoff, 2009)

These questions are designed to explore how a candidate has handled real-life situations in the past, based on the belief that past behavior is a predictor of future performance. These questions ask candidates to recount instances where they demonstrated key competencies required for the role. An example of a behavioral question is: "Describe a situation where you had to work closely with a difficult colleague. How did you handle it, and what was the outcome?" This question aims to assess the candidate's interpersonal skills, conflict resolution abilities, and capacity to maintain professionalism in challenging team dynamics. It offers insights into the candidate's approach to collaboration and strategy navigating work relationships.

Here we need to investigate things that already have happened in the candidate life, so we need to have a deep dive Asking about their relationship with their coworkers, their favorite/not favorite task of their day-to-day activities, how they rate themselves today in their work It can give space for them to think and also give us space to enlarge our questions, understanding if they can often manipulate their story or not

Das perguntas que mais assustam os candidatos - e que mais est?o presentes nas entrevistas de sele??o - s?o as relacionadas a pontos fortes e pontos de melhoria. O objetivo dessa pergunta geralmente é entender a capacidade de autoavalia??o do profissional, como ele aplica suas for?as cotidianamente e os recursos que ele utiliza para minimizar ou suprir suas deficiências.

"Competency-based questions" are very important to go beyond certificates. I've experienced that so often, that candidates have a list of several certificates from famous universities or institutes but in the end they don't have the necessary knowledge or skills. I don't think that you can use "competency based questions" to measure abilities - you have to use psychological tests to measure abilities (like cognitive abilities)

Here it's an amazing space to engage them. Usually the candidate who loves theyr work they love to talk about their communication skills, knowledge and more We try to give them more opening questions to understand if they're looking for growth in their area, what's the knowledge that they would like to develop to grow, how do they stay updated in their industry and of course if they feel successful doing what they're doing today

These questions require candidates to provide real-life examples from their past work experiences that demonstrate their abilities in relevant areas. The aim is to predict future performance based on past behaviors. An example of a competency-based question is: "Can you tell us about a time when you had to manage a challenging project with a very tight deadline? How did you ensure the project's success?" This question seeks to assess the candidate's project management skills, ability to work under pressure, and problem-solving capabilities. It provides insight into how the candidate approaches difficult situations, prioritizes tasks, and leads projects to completion.

Fragen die auf die Kompetenzen von Bewerbern auszielen sind wichtig um raus zu finden, was eine Person tats?chlich mitbringt. Hinterfragen Sie aber auch die Antworten. Gehen Sie tiefer auf die Antworten ein um tats?chlich raus zu finden, was eine Person mitbringt. Lassen Sie sich Beispiele nennen.

Entender as competências requisitadas será um norte para o recrutamento mais assertivo, a entrevista será a prova para o candidato, podemos utilizar de situa??es já existentes e colocar esse candidato na mesma "situa??o". Em uma vaga de lideran?a, podemos perguntar para o candidato: Como você lida com uma equipe desmotivada e desorganizada? Nessa situa??o podemos perceber quais ser?o as habilidades usadas para reverter essa situa??o, se ele vai entender os motivos da desmotiva??o, da desorganiza??o e colocar os meios e a??es que mudar?o esse cenário. Na habilidade de comunica??o, perceber se o candidato expressa-se de forma clara e objetiva, se tem uma escuta ativa e também se é proativo para colocar em prática as informa??es recebidas.

Structured motivational interview questions typically aim to assess a candidate's skills, experiences, and motivations effectively. Common examples include questions like, "Can you share a situation where you had to overcome a challenge? How did you handle it?" or "Describe a time when you set a goal and successfully achieved it. What steps did you take?" These questions aim to elicit specific examples that demonstrate the candidate's problem-solving abilities, teamwork skills, goal orientation, and overall motivation. They help interviewers assess a candidate's suitability for the role effectively.

Existem duas quest?es que sempre s?o feitas em uma entrevista - e uma delas é sobre a motiva??o do candidato: o que fez você se interessar nessa posi??o? O recrutador deve ter uma boa habilidade de escuta ativa, fazendo perguntas adicionais para comparar com o que será oferecido pela posi??o - afinal, essas informa??es ser?o cruciais para o momento de uma proposta. é importante também avaliar se a resposta do candidato é coerente com o que foi apresentado ao longo da conversa, entendendo se ele está realmente interessado em uma movimenta??o, ou apenas dizendo o que é esperado para poder evoluir no processo seletivo...

I believe that motivation goes beyond "tell me a time when you faced a challenge".We need to understand what it makes sense for their career right now!What is the things they want to achieve working with this, does it make sense to start again in a new company, can it be hard right? How they feel to learn everything new in a company, from scratch, going to the process of onboarding and all. What they see in their future not only professional but personal. Do they have any goals, personal, that maybe a new job can provide?

Motivational questions are very tricky and I avoid asking them in job interviews. In the motivational psychology behavior is influenced by 2 variables: 1) Person (motives, needs, interests, goals) 2) Environment (opportunities, incentives) Motives are latent and we are not really aware of our motives. Of course, we can talk about "goals" or "achievements", but what really drives our behavior is latent and you need psychological tests to find that out. So I don't see the value of talking about things candidates are not aware of

Um exemplo de pergunta motivacional: Se n?o houvesse nenhuma limita??o financeira na sua vida, o que você estaria fazendo agora? As respostas v?o te trazer sinais e evidências de que tipo de coisa motiva a pessoa que está sendo entrevistada. Saia do padr?o de perguntar coisas óbvias e perceba que espontaneidade traz mais elementos do que a prepara??o prévia.

These questions are tailored to the role, focusing on the candidate's ability to perform job-specific tasks and solve technical problems. An example of a technical question is: "Can you walk us through the process of how you would design a database schema for a new e-commerce application, considering scalability and performance?" This question aims to evaluate the candidate's understanding of database design principles, their ability to address scalability and performance issues, and their proficiency in applying technical knowledge to practical scenarios. It provides insight into the candidate's technical skills and their approach to problem-solving in their area of expertise.

Here we have a HUGE ally yo keep things interesting. Using CHATGPT we can understand that standart questions like "oh why do we use IF for excel and blablabla" No boring questions please! Ask ChatGPT to create problem solving questions with technical programs! Bring new things like "What is the most common error using this programand how do you fix it?Do you plan to exted your portfolio? What are the things that you consider to be missing here?Can you tell me an interesting fact or new thing that you have learn using this project management software?What is the different betwen doing this type of analysis and this one?How can you create a report focusing this information in this program?

Este tipo de preguntas evidenciará principalmente dos aspectos: la veracidad de las experiencias laborales pasadas y el “match” con el perfil. Por tal razón, es muy importante que el reclutador conozca muy bien la posición para saber cómo estructurar las preguntas; sobre todo, aquellas posiciones con funciones muy técnicas o especializadas. Lo que se debe hacer primero es conversar con los jefes y alinear el perfil con los objetivos de la empresa. Ahora, si se trata de un puesto nuevo o la implementación de un área, se debe realizar el levantamiento del perfil minuciosamente y, luego de tener mapeado todas las funciones, se debe preparar las preguntas con tiempo para evitar dejar de lado aspectos importantes de la posición.

Pergunte sobre técnicas, ferramentas que a pessoa candidata usaria para resolver problemas reais da sua empresa. Por exemplo: o indicador de turnover está crescendo rapidamente. Quais s?o seus 3 passos para resolver isso? A expectativa é que a pessoa te responda quais técnicas e estratégias ela usaria e você poderá avaliar se s?o compatíveis com o que sua empresa espera deste cargo.

I'm seeing more and more businesses add technical testing or task based interviews into their hiring strategy. It allows insight for both parties actually; for the person hiring you get to see real time examples of what the person is capable of; for the candidates, you get the chance to see what's involved in the role, a glimpse into the expectations of the company too.

Uma pergunta que fa?o na maioria dos processos é: Você já teve que concordar com uma decis?o, mesmo contra sua vontade? é uma pergunta sobre cotidiano, sobre participar da decis?o que te afeta, seja qual comida pedir no sábado em sua casa, desde onde o budget será aplicado nos próximos meses. O importante é como a pessoa lida com quest?es com as quais ela n?o tem controle total. E isso toda empresa, todo cargo, toda pessoa tem seu jeito único de lidar.

In my experience, I use most of the time to conduct a "performance orientated interview". I don't ask things like: "What are your strengths and weaknesses" or "Why did you attend this course at school". Honestly, I am interested in tasks, achieved KPIs and success stories. I would like to know his needs and wishes for the next job and the reasons why he would like to change

These questions are broad and open-ended, designed to give the candidate an opportunity to share their background, experiences, and goals. It's crucial to frame these questions to avoid any bias, focusing on the candidate's qualifications, transferrable skills and experiences rather than personal attributes unrelated to job performance. An example of a bias-free general question is: "What motivates you to excel in your work, and how do you align this motivation with organizational goals?" This question assesses the candidate's drive and how they see themselves contributing to the company, steering clear of personal biases and focusing on professional merit and aspirations.

Asking general questions will allow you to build a better picture of the person in front of you, and be able to measure some of the soft skills that aren't so easy to identify. It's important to identify as part of your hiring strategy what skills are missing from your team and the business overall; what skills could really benefit our business? Think about things like compassion, high performance mindsets, commercial acumen, likeability, confidence.

En este punto, tener en consideración que las leyes en muchos países están siendo más estrictas respecto de lo que preguntamos. Lo anterior porque en ocasiones lo que pensamos es "conocer mas al otro" puede ser interpretado como una posible discriminación respecto de ciertos grupos de personas. Estar informados de los cambios legales en estas materias es un buen punto de partida.

For all leadership roles I make sure I try to understand 2 things: 1) what they think a high performing team looks like 2) how they’ve gone about building one before. You need to make sure any leader coming into your organisation is in a similar page re hp. Secondly you want reassurance they’ve done this before and understand what they actually did.

All the questions mentioned above are very relevant. Some companies divide the interview process into several short interviews, each tackling a different area (technical, behavioral, etc.). Do not hesitate to ask your recruiter what you should expect during the interview. If you do not have enough information, make a general preparation: Think about your experience and the position you applied for. Prepare some relevant examples to showcase your experience.

Here are some common structured interview questions along with examples: Behavioural Questions: Can you share a situation where you had to meet a tight deadline? How did you approach it, and what was the outcome? Situational Questions: If you were leading a team project and a team member wasn't contributing, how would you handle the situation? Problem-Solving Questions: Describe a complex problem you encountered in your previous role. How did you analyze it, and what steps did you take to solve it? Conflict Resolution: Can you share an example of a conflict you faced in the workplace and how you approached resolving it?

Uno de los aspectos más importantes es tener y saber aplicar entrevistas estructuradas o no estructuradas. Es decir, si la posición o el proceso requiere medir las competencias por igual, lo mejor será utilizar un compendio de preguntas que reduzcan la subjetividad en la evaluación entre un candidato y otro. Por otro lado, si son posiciones creativas o se quiere profundizar aspectos de la personalidad del candidato, una buena opción es no ce?irse a una estructura, ya que esta modalidad permite le permite al candidato soltarse y conocer un poco más acerca de su personalidad y cómo es su perspectiva en un determinado tema.

It's important to consider AI applications in the talent acquisition process and developing interview questions is no exception. AI technology in the "interview intelligence" space includes auto-generating of interview questions. This tech. helps mitigate bias, improve candidate experience, and creates an all-around more defendable interview process. Clients looking to answer this same question found great value in reading Gartner's article, "Innovation Insight: AI-Enabled Interview Technology to Improve Candidate Experience"