Which of the following would be appropriate when preparing for an interview or interrogation?
If you’re preparing for a job interview, it’s important to plan for all eventualities – including all of the different types of job interview questions you might be asked. Show
So, to help you in your interview preparation, in this blog I’ll outline three different types of interview questions, why they’re asked and how you should answer them. Situational, competency-based and behavioural questions – how to tell them apartTo keep things really simple to start with, this table breaks down the three types of interview questions you’re likely to encounter – and explains why they are asked. This is crucial to know, as you can then articulate your answers to address what your interviewer really wants to know about you, including what you’ve achieved and how you respond under pressure. It’s important to bear in mind that not all interview questions you’re asked will fall into these distinct three categories. There is often some overlap in the way questions are asked, and therefore the way you should answer – but the below examples will help you enter your next job interview with confidence, assured that you can answer the most common types of questions that will be directed your way. 1. Situational job interview questionsAs I said above, situational interview questions are based on specific scenarios that could conceivably await you in the new role. They seek to deter you from simply providing pre-packaged, generalised, scripted statements about your skills and experience, to focusing on a given hypothetical situation and how you would handle it. Situational interview questions can be difficult to answer, as you are required to think on the spot – which in itself is a skill the interviewer is testing you on. Answering these questions well can prove that you are willing to take the lead or ask for help, stay calm under pressure, and make positive choices that help you to overcome any situation you’ll be faced with in the job. Before answering a situational question, take a moment to fully understand what it is you’re being asked. For example, is the interviewer looking for evidence of your time management skills? Do they want to find out how you manage conflict? Example situational interview question #1: “You know that a colleague has made a mistake at work, but as far as you’re aware, only you have spotted it. What do you do?”
Typical situational interview question #2: “Describe a mistake you’ve made at work.”
For more information on how to handle questions that could involve you talking about mistakes, read this earlier blog on the subject. A useful piece of advice here is to reflect on a general oversight or error of judgement, as opposed to a mistake that led to more serious consequences. 2. Competency-based job interview questionsCompetency-based questions are used by interviewers to assess specific attributes, knowledge and behaviours. For example a hiring manager looking to understand more about your behaviours that lead you to be successful in a job may ask about different ways in which you used your analytical ability in a previous role to solve a problem. Alternatively, if it is your decision making that they are looking to assess, they may ask you to provide information about how you built strong professional rapport with colleagues to make informed decisions. While these questions may often seem to be situational, competency-based questions are far less likely to be hypothetical, enable you to draw directly on real-life examples and be focused on specific competencies than a general approach to situations. Again, as with situational job interview questions, before answering, you should take a moment to think about what the interviewer is really asking or looking for. Typical competency-based interview question #1: “Tell me about a time when you were required to use your creativity to solve a problem.”
Typical competency-based interview question #2: “Tell me about a time when you supported a colleague who was struggling.”
Remember competencies are the knowledge and behaviours needed for the specific role so during your interview preparation double check the job description for what they are looking for and think of clear examples of when you’ve demonstrated these competencies. Having examples to hand will enable you to answer these questions with great ease and allow you to really showcase your expertise. 3. Behavioural job interview questionsBehavioural questions are asked to elicit information from you on how you would be likely to handle any of a range of real-world challenges based on your previous behaviour facing a similar circumstance. Whereas situational questions decipher how you would approach certain scenarios, and competency-based questions prove you have the skills required for the role, behavioural questions ascertain if you have the character traits the interviewer is looking for. Such questions tend to be based on the principle that a candidate’s past behaviour is the best predictor of their future behaviour, and can touch on such aspects as your ability to work as part of a team, client-facing skills, adaptability, time management skills and more. Typical behavioural interview question #1: “Give me an example of something you tried in your job that didn’t work. How did you learn from it?”
Typical behavioural interview question #2: “Tell me about a time you knew you were right, but still had to follow directions or guidelines.”
By familiarising yourself with these common types of interview questions, you will be able to better position yourself as a candidate who can be depended on to deliver an instant impact and make the right decisions. You’ll be able to show your value at the interview stage to an extent that wouldn’t be possible through the obvious ‘templated’ interview answers alone. Job interview coming up? These blogs will help you ensure it’s a success:
Author
Nick Deligiannis began working at Hays in 1993 and since then has held a variety of consulting and management roles across the business, including the role of Director responsible for the operation of Hays in Victoria, South Australia, Tasmania and the Northern Territory. In 2004 Nick was appointed to the Hays Board of Directors, and was made Managing Director for Australia and New Zealand in 2012. Prior to joining Hays, he had a background in human resource management and marketing, and has formal qualifications in Psychology. Which of the following would be appropriate when preparing for an interview or interrogation select all that apply?Which of the following would be appropriate when preparing for an interview or interrogation? Research as much as you can about the person you will be interviewing/interrogating; Research the case; Have a plan/goal.
Which of the following would be an appropriate setting in which to conduct an interrogation?Which of the following would be an appropriate setting in which to conduct an interrogation? Police station interview room. When a person is placed in the rear of a police cruiser, the setting can be described as which of the following? Informal, but the officer has more control and distractions are reduced.
What questions should someone consider prior to assisting in an interview or interrogation?(1) what did the guilty person have to know or possess to commit this crime, (2) what did the guilty person do to commit this crime, and (3) why was the crime committed the way it was and at the time it was.
Which of the following is considered a goal of an interrogation?The ultimate goal of the interrogation is to get a confession and/or to discover the real truth of the crime. What happens after a suspect confesses to a crime? After the suspect confesses to a crime a written statement is produced; the confession may also be tape-recorded or videotaped.
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