Situational questions ask the candidate to provide information on how they would deal with job-related situations that are typical of the kinds of circumstances the candidate is likely to encounter on the job. They are designed to gather information on the types of skills and qualifications required to perform in these job-related situations. Often these situations or scenarios are taken directly from the job. For example:“If you were approached by a colleague for help in creating the budget for your department, what would you do?”
The purpose of this type of question is to get an appreciation of how the candidate is likely to deal with job-related situations and problems. This type of questioning strategy establishes whether the candidate knows how to deal appropriately with the situation presented. An often-cited disadvantage of this technique is that while candidates may know how to respond appropriately to the various scenarios presented, there is no guarantee that they will behave this way once on the job. It is advisable, therefore, to use this questioning technique in combination with other approaches.
This post is based on content from 'Effective Interviewing' by Human Resource Systems Group, Ltd.
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