Situational questions, behavioral, and those related to knowledge of the work are the three types of interview questions the most common and effective. Although each of these types of questions can be effective independently of the other, the combination of different types of questions for a given qualification allows a more complete assessment.

Behavioral issues method is further described below:

Behavioral issues. For these questions, applicants should describe an experience of life lived or work that applies to the post. This experience is usually a situation in which applicants had to demonstrate a specific skill that is important for the position. These questions are appropriate for interviews relating to most types of positions and it is recommended to use when applicants have relevant experience and it is more instructive to know their past behavior that their intentions.

Like the situational questions, they are formulated from behavioral information about conditions at work collected from experts. According to research, behavioral interviews are highly valid for predicting performance work. Behavioural questions are usually straightforward and easy to develop according to the qualifications specified in the Statement of Merit Criteria. They reflect the behaviors that applicants would adopt under similar circumstances. Since the answers may be checked in the form of follow-up questions, it is likely that applicants who provide inaccurate or false answers to these questions are far.

When behavioral questions are asked, answer the following items should be checked:

1. the specifics of the situation, task, problem or context;
2. the measures taken by the respondent in response to the situation;
3. results or the impact of measures taken.

Examples of behavioral questions

To assess the financial management

Tell us about a circumstance where you had to make difficult budgetary decisions.

* How did you proceed to the analysis of the issue and made a decision?
* What was the result or outcome of your decision?

To assess teamwork

What is the biggest disagreement you have had with a colleague?

* What did you do about it?
* What was the outcome?

Situational questions, behavioral, and those related to knowledge of the work are the three types of interview questions the most common and effective. Although each of these types of questions can be effective independently of the other, the combination of different types of questions for a given qualification allows a more complete assessment. Situational questions method is further described below.

Situational questions. As part of the situational questions, a hypothetical situation related to the position is presented to applicants. This is a typical situation in which applicants will face in carrying out their duties. They must say what they would do in these situations by considering the resources available and the work context statement. This type of question is based on the principle that the intentions of those interviewed predict their future behavior. The responses are evaluated according to predetermined criteria. The establishment of these criteria will be discussed later in this section.

Situational interviews have proven valid and highly resistant to errors of assessment, as the contrast effect, as well as racial and gender prejudices. It will also address this point later in this section. Indeed, this type of interview is applicable to a variety of jobs and qualifications. One advantage of situational questions is that applicants must respond to a hypothetical situation rather than describe their experiences, which does not give an advantage to a person on the other. The answers therefore tend to be directly comparable and are easier to assess how accurate by several interviewers.

To prepare effective situational interview questions, collect examples of situations specific to the position and the actual behavior from experts such as supervisors and job incumbents. These examples reflect an exceptionally good or bad performance in connection with the qualification to be assessed. They help to develop the hypothetical situation that will be presented in the interview question. Given that situational questions are based on real examples of work performance, their relevance to work is ensured. Research shows that most respondents prefer situational questions to behavioral issues because they use less memory and are more related to work.

Examples of situational questions to assess teamwork

1. Let’s say you are proposing a change to procedures that would enhance the quality of work, but some team members oppose any change.

What would you do in this situation? Why?
What factors would you consider?
Who would you intervene?
2. In a situation where you are working on a project with one or one of your colleagues. Do you get to share the work. However, your colleague does not share the work.

What would you do?