10 scenario-based interview questions to ask candidates

The following scenario questions for interviews involve candidates applying their skills to real-world situations. Consider adding them to evaluate a candidate’s thought process and gauge how they might use their abilities in challenging situations.

1. Tell me about a time when you needed to adapt to changes at work

Adaptability is an essential skill for professionals in any industry. Someone who can stay calm in the face of change can be a valuable addition to your team. Keep an eye out for interviewees who recognize the importance of change, as they may be more willing to adjust when necessary.

2. How would you respond to criticism from a team leader?

A healthy response to feedback is an important skill for any employee. Accepting criticism from a team leader shows they can remain professional while continuously aiming to improve. Look for candidates who refer to previous situations that required them to act on constructive criticism. A positive outlook toward feedback may signal a professional who’s eager to learn and grow.

3. What would you do if you realized you made a mistake at work?

Mistakes at work are unavoidable, but how an employee responds to them can be illuminating. This question shows an applicant’s ability to correct their mistakes and learn from them. Look for candidates who describe making an error, adapting to the new situation and using it as a learning opportunity.

4. Describe a time when you made an important decision at work

If you’re filling a high visibility or leadership role, decision-making skills are essential to evaluate. Consider looking for candidates who respond with a strategy for approaching complex decisions and display an ability to evaluate consequences.

5. If you disagree with a colleague, how would you respond?

This scenario interview question can help you determine whether a candidate can act professionally in emotionally charged situations. You might look for responses that describe past conflicts and how they overcame them. For example, a candidate may explain how their communication or negotiation skills helped them diffuse a disagreement.

6. What methods would you use to help a colleague see your perspective?

Persuasive skills can be important in roles that involve collaboration. Look for professionals who focus on inclusivity and leverage information to prove their point.

7. Tell me about a time when you had a tight deadline. How did you manage your responsibilities?

Busy seasons and last-minute projects can make staying on top of deadlines challenging. This question can help you assess an applicant’s time management skills and how well they manage pressure. Answers to this question may include strategies for staying on track with due dates or modifying priorities to get an unexpected project turned in on time.

8. How do you approach a task you’ve never done before?

When asking this question, look for responses that involve finding new resources to complete the job, an eagerness to learn new skills or asking a manager for support. Candidates comfortable with new ideas may bring a valuable growth mindset to your workplace.

9. What would you do if a client asked a question and you didn’t have the answer?

Whoever you hire for the position will likely need some time to adjust to the role. An ideal answer from a candidate would show their resourcefulness and willingness to take initiative. Look for candidates who would ask additional questions for clarity, consult available resources or do extra research to find the correct answer. A candidate who is comfortable acknowledging what they don’t know and is proactive in finding a solution shows a strong problem-solving mindset and adaptability.

10. Tell me about a time you provided feedback to a manager

In many companies, feedback can go both ways. Employee-supplied feedback for managers is an integral part of 360 feedback, which can help improve an organization’s performance on every level. Look for applicants inclined to approach leaders with feedback, concerns and ideas that may help improve the company and its processes.

FAQs about scenario interview questions

When should I ask scenario interview questions?

Scenario interview questions are typically most effective during face-to-face or virtual interviews. Since they tend to produce lengthy explanations, they usually aren’t well-suited for a fast-paced phone screening. Incorporating these questions into a conversational interview can result in more complete answers. If your hiring process involves multiple interview stages, consider adding a few scenario-based questions to each one.

How can I improve my scenario interview questions?

Some things that may strengthen your scenario questions include:

• Make questions company-specific. Adjusting the questions above to fit your company can make them stronger. For example, when asking a person to discuss a time they adapted to changes at work, consider elaborating on some recent changes your company has undergone.
• Keep them open-ended. Either-or questions typically don’t reveal much about a candidate’s thought processes. Open-ended interview questions can provide more details for your evaluation.
• Ask for clarification: If a candidate’s response to a question doesn’t provide much insight into their skills, ask them to elaborate. Keeping the question going can guide your discussion and lead to greater understanding.

How else can I assess a candidate’s skills during the hiring process?

Skills tests can be an easy way to see a candidate’s abilities in practice. If you post your job online, these assessments can be added to the listing. They help measure a person’s proficiency in specific attributes, such as communication and accountability. Requiring candidates to complete skills tests after submitting their application may help you find someone with suitable qualities for the role.