What is performance-based interviewing?

Performance-based interviewing is a technique for assessing candidates’ suitability for a job based on past behavior and accomplishments. Unlike traditional interviews that focus on hypothetical scenarios or general questions, PBI questions require candidates to provide specific examples of how they have handled real situations. It’s grounded in the belief that past behavior is the best predictor of future performance.

Benefits of performance-based interviewing

Let’s look at the three main benefits of PBI questions:

1. Objectivity: PBI allows employers to objectively evaluate candidates based on their actual experiences and actions, leading to more informed hiring decisions.

2. Predictive validity: Research has shown that PBI is a reliable predictor of future job performance, providing employers with confidence in their hiring choices.

3. Problem-solving skills: Asking candidates to describe how they have addressed challenges reveals their problem-solving abilities.

25 performance-based interview questions

Now that you understand the benefits of performance-based interviewing, here are 25 PBI questions to help you assess candidates more effectively.

1. Describe a time when you had to meet a tight deadline. How did you prioritize tasks to ensure timely completion?

Learn about candidates’ time management and prioritization skills to understand how they approach meeting project deadlines.

2. Tell us about a successful project you led. What strategies did you use to motivate your team and achieve the desired outcome?

This question evaluates leadership values and the candidate’s capacity to inspire and guide a team toward success.

3. Share an example of a difficult decision you had to make at work. How did you approach the decision-making process?

Assess the candidate’s decision-making skills, including their ability to analyze information, weigh options and make sound judgments.

4. Describe a time when you had to resolve a conflict with a coworker or client. How did you approach the situation, and what was the outcome?

Interpersonal and conflict resolution skills are vital for maintaining positive work relationships.

5. Give an example of a situation where you had to adapt to unexpected changes or challenges. How did you handle it?

Consider the individual’s flexibility and adaptability in navigating unforeseen circumstances and adjusting their approach accordingly.

6. Tell us about a time you identified a problem in your work processes or procedures. What steps did you take to address it?

This question evaluates candidates’ problem-solving skills and if they take a proactive approach to improving efficiency and effectiveness.

7. Describe a project or change you initiated that resulted in cost savings or revenue generation for your organization.

In many roles, identifying cost-saving measures without hindering quality is a huge asset. This question can tell you about their initiative and innovation in identifying opportunities for revenue enhancement.

8. Share an example of a time you had to handle a dissatisfied customer or client. How did you address their concerns and ensure their satisfaction?

Evaluate the candidate’s customer service skills and ability to manage challenging situations with professionalism and empathy.

9. Tell us about your experience collaborating with a diverse team.

This question provides insight into whether the candidate can work effectively in a diverse and inclusive environment.

10. Describe a project where you faced obstacles or setbacks. How did you overcome them, and what did you learn from the experience?

Focus on how candidates word their answers. Are they overly focused on the negative, or are they solutions-focused?

11. Provide an example of a time when you had to persuade others to adopt your idea or proposal. How did you approach the persuasion process?

Note the candidate’s persuasion skills, which are especially important for gaining buy-in and driving consensus in a team or organization.

12. Tell us about a time when you received constructive feedback from a colleague or supervisor. How did you react, and what actions did you take to improve?

Understand the candidate’s ability to graciously accept feedback and use it as a catalyst for personal and professional development.

13. Describe a situation where you had to juggle multiple tasks or projects simultaneously. How did you manage your time and resources to ensure successful outcomes?

Assess the candidate’s multitasking abilities and capacity to effectively prioritize tasks in a fast-paced environment.

14. Describe a time when you had to take the initiative to solve a problem or address an issue without being asked. What was the result?

Proactivity is desirable at all levels. The answer to this question demonstrates a candidate’s initiative in identifying and addressing organizational needs or opportunities for improvement.

15. Can you share a situation where you navigated a disagreement or conflict within your team? How did you facilitate a resolution and maintain cohesion?

Ask this to learn about a candidate’s conflict resolution skills and ability to foster open communication and collaboration among team members.

16. Describe a project where you had to learn new skills or technologies to accomplish your goals. How did you approach the learning process?

Evaluate the candidate’s willingness to acquire new skills and adapt to emerging technologies or industry trends.

17. Tell us about a time you had to deliver a presentation or pitch to a group of stakeholders. How did you prepare, and what was the outcome?

Carefully analyze the candidate’s communication and presentation skills. This can help you determine whether they can effectively convey ideas and influence decision-makers.

18. Give an example of a difficult situation you had to handle with a sense of urgency. How did you prioritize tasks and make quick decisions?

Does the answer demonstrate an ability to remain calm and focused under pressure? If so, they can likely make swift and informed decisions to resolve urgent issues.

19. Describe a project where you had to collaborate with cross-functional teams or departments. How did you ensure alignment and coordination among stakeholders?

Assess the candidate’s teamwork and collaboration skills, including their ability to bridge gaps and foster synergy across different areas of the organization.

20. Can you share an example of a time when you had to step into a leadership role in the absence of a supervisor? How did you handle the responsibility?

When evaluating their answer, think about leadership potential and their ability to make decisions autonomously when needed.

21. Tell us about a situation where you had to navigate uncertainty. How did you approach the challenge, and what was the outcome?

This is a window into a candidate’s comfort with ambiguity and ability to navigate uncertain situations with confidence and resilience.

22. Describe a time you had to overcome resistance to change within your team or organization. How did you facilitate acceptance and adoption of the change?

Drilling into change management skills highlight whether they can influence and inspire others to embrace new ways of thinking or working.

23. Give an example of a time you negotiated to reach a mutually beneficial agreement. How did you approach the negotiation process?

Assess negotiation skills and their ability to build rapport, communicate effectively and achieve positive outcomes in external interactions.

24. Tell us about a project where you had to manage competing priorities or stakeholders with conflicting interests. How did you navigate the challenges?

Evaluate the candidate’s ability to balance competing demands or interests. Are they demonstrating an aptitude for diplomacy and strategic decision-making in complex situations?

25. Describe a situation where you had to take ownership of a mistake or failure. How did you handle it, and what did you learn from the experience?

Think about the candidate’s accountability, honesty and resilience when admitting mistakes. Do they demonstrate a growth mindset and commitment to continuous improvement?

Level up with performance-based interviewing questions

Performance-based interviewing questions are powerful tools for identifying high-potential candidates and making informed decisions. Asking questions that focus on past behavior and accomplishments provides concrete, valuable insights into an applicant’s potential.

The 25 performance-based interviewing questions above can help you assess candidates more effectively. Incorporate them into your interview process to tap into the potential of performance-based interviewing and build a high-performing workforce.