What are the most impactful scenario-based questions to ask in a job interview?

Scenario-based questions, also known as situational interview questions, are designed to assess how a candidate would handle real-life challenges they may face on the job. These questions are particularly useful for evaluating problem-solving abilities, decision-making, interpersonal skills, and the ability to work under pressure. These questions can be part of a Situational Judgement Test that can be extremely useful when analysing a candidate's potential, as they can be specific to your company/industry. Here are some impactful scenario-based questions to ask in a job interview:

Conflict Resolution

• "Tell me about a time when you disagreed with a coworker or manager. How did you handle it, and what was the outcome?"
  • This question assesses the candidate's ability to navigate workplace conflicts and maintain professional relationships.

Problem-Solving and Critical Thinking

• "Imagine you’re assigned a project with a tight deadline, but you lack some of the resources needed to complete it. How would you approach this situation?"
  • This question evaluates the candidate’s resourcefulness, ability to work under pressure, and prioritisation skills.

Handling Ambiguity

• "You’ve been given a vague assignment with little direction. How would you proceed to ensure the project is successful?"
  • This question tests the candidate's ability to handle uncertainty and take initiative.

Leadership and Decision-Making

• "You’re leading a team, and two team members strongly disagree on how to approach a project. What steps would you take to resolve this and keep the project on track?"
  • This question assesses leadership, conflict resolution, and the ability to balance team dynamics with project goals.

Adaptability and Learning

• "Describe a time when you had to learn something new quickly to complete a task. How did you manage the learning process, and what was the result?"
  • This question reveals the candidate's capacity to adapt to new challenges and their learning agility.

Customer or Client Handling

• "A long-term client is unhappy with the service and is considering leaving. How would you handle this situation to retain their business?"
  • This question evaluates the candidate's customer service skills, problem-solving, and ability to manage relationships.

Ethical Decision-Making

• "You discover that a team member has been falsifying reports to make the team’s performance appear better. What would you do?"
  • This question examines the candidate's integrity, ethical standards, and willingness to handle difficult situations.

Project Management and Prioritisation

• "You’re working on several projects with overlapping deadlines, and your manager assigns you another high-priority task. How would you manage your time and resources?"
  • This question tests the candidate’s ability to prioritise tasks, manage time effectively, and communicate needs or concerns.

Handling Failure

• "Tell me about a time when a project you worked on didn’t go as planned. What did you learn from the experience, and how did you apply those lessons moving forward?"
  • This question reveals how the candidate deals with setbacks and their ability to learn from mistakes.

Innovation and Creativity

• "Can you describe a time when you had to come up with a creative solution to a difficult problem? What was the solution, and what was the impact?"
  • This question evaluates the candidate’s creativity, innovation, and ability to think outside the box.

Team Collaboration

• "You’re part of a team where not everyone is contributing equally. How would you handle this situation to ensure the team meets its objectives?"
  • This question assesses teamwork, communication, and the candidate’s ability to motivate others.

Dealing with Change

• "Describe a situation where you had to adapt to a significant change at work. How did you handle it, and what was the outcome?"
  • This question gauges the candidate's adaptability, resilience, and positive approach to change.

These questions are designed to go beyond what’s on the CV and assess how a candidate thinks, reacts, and behaves in different situations, providing deeper insights into their potential fit for the role and organisation. Some Organisations may choose to incorporate some of these questions on a video interview, or in a bespoke skills assessment so that they are ensuring their time is spent on the quality candidate pool.