Human Resources

Lunch and Learn Series

Session 2: Interview Questions

TIPS FOR SUCCESSFUL JOB

INTERVIEWING

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Session 1: Preparation

• Purpose of the interview

• What to expect from the interview

• How to put your best foot forward

Session 2: Interview Questions

• Types of Questions

• Behavioral Interviewing

Session 3: Interview Tips and Open Forum

Potential for additional sessions based on your feedback.

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Tips for Successful Jobs Interviewing

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Session 2 Cartoon

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Type of Interview Questions

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There are a variety of types of interview questions that you can expect.

ASK YOURSELF

What is your experience with interview questions?

Which ones are the toughest for you?

Direct questions are types of questions that determine the focus of your answer (e.g. "What skills do you have that relate to this position?").

The information you provide should be clear and specific. These types of questions, whether they relate to technical or soft skills, should be easy to answer if you have performed a self-assessment.

Remember from session one, we asked you to write out a T graph and on one side list the jobs requirements and on the other map

your skills, experience and accomplishments to them.

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1. Direct Questions

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2. Non-Direct Questions

Non-direct questions are general in

nature and do not ask for specific

information (e.g. “Can you tell us a bit

about yourself?“).

In this case, you must determine the

focus of your answer.

In response to this particular question,

you should briefly summarize

approximately four areas: education,

experience, skills, and personal

attributes.

If possible, make your response relevant

to the job you are seeking.

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Scenario questions use a problem solving approach to determine your analytical skills and critical thinking abilities.

These are "What if" type questions and are presented in the form of case examples or problem situations.

You will be asked to imagine yourself experiencing a situation and will then be evaluated on how you would handle that situation.

(e.g. “There may be times when you are faced with a difficult question or situation, and no one is around for you to ask for help. Please tell us, how you would handle that situation, what steps would you take?”)

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3. Situational (or Scenario) Questions

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Behavioral interviewing is based on the premise that the best way to predict future behavior is to determine past behavior.

This technique is designed to minimize personal impressions that can effect the hiring decision, by focusing on actions and behaviors, rather than subjective impressions.

Instead of asking how you would behave in a particular situation, you will be asked to give an example of how you did behave in the past to the same kind of situation.

You will be asked to provide details.

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4. Behavioural Questions

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1. The person in this position needs to be innovative and proactive. Can you

describe some things you have done to demonstrate these qualities?

2. What examples can you cite of your ability to apply prudent judgment in a

delicate situation.

a) Why was the situation delicate?

b) What did you do?

c) Why did you do it?

d) What was the outcome?

3. Give an example on how you dealt with an irate student/client.

4. Tell me about a time when you had a major conflict with another employee.

a) What was the cause of the conflict?

b) What things did you do to alleviate the problem?

c) What were the results?

5. Give me an example of your involvement in a successful team effort. a) What role did you play?

b) Why was the effort successful?

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Behavioral Interview Examples (Continued)

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Behavioral Interview Examples (Continued)

6. Tell us about a time when you were feeling overwhelmed in your job?

a) What were the circumstances?

b) How did you handle the situation?

7. Please give us an example of a time when you had to make a decision to satisfy

a client, but when you were unable to consult with a manager. Be specific.

8. Please tell us about a time in your work history in which your manager has

assigned you with a number of tasks. Explain how you prioritized them and your

rationale for doing so.

9. Would you please describe your organizational skills and provide us with

concrete examples which demonstrate these skills?

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STAR Interview Responses

STAR answers are based around behavioural interview questions. The interviewer is searching for specific examples - you will need to include details such as dates and outcomes Situation: The interviewer wants you to present a recent challenge or situation in which you found yourself.

Task: The interviewer will be looking to see what you were trying to achieve from the situation.

Action: What did you do?

Results: What was the outcome of your actions?

The STAR (Situation, Task, Action, Result)

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Other Sample Questions

1. What key accomplishments can you cite that suggest you are an

excellent candidate for this position?

2. Please describe your key strengths.

a) What two or three major accomplishments best

demonstrate your key strengths? 3. Each of us have areas where we could improve performance. In

what areas could you improve your overall performance?

4. You’re aware of the qualifications for this position. Could you outline how your experience fulfills these qualifications?

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Other Response Tips

1. Be specific in your answer (try using “I” instead of “we”).

2. Take time before you respond to the question to think through

your answer.

3. It’s ok to go back to a question, however make sure you do go

back – you might lose out on valuable points.

4. Ask for clarification or for the question to be repeated, if you

need to.

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Activity

1. Review the job posting.

2. Write 2-3 questions that might be asked in an interview for this

posting, one of them being a behavioral question.

3. Have a partner ask you the behavioral question, and provide an

answer using the STAR technique.

QUESTIONS

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