Client Interview Tips: Your essential guide to asking the right questions

Choosing the right questions during an interview is crucial for assessing a candidate’s fit for a role and understanding how their skills and experiences align with your needs. By using a variety of question types, you can gain valuable insights into how a candidate might handle certain scenarios and contribute to your organisation. Here’s a breakdown of the four main types of interview questions—behavioural, situational, motivation-based, and skills-based—along with tips on how to use them effectively, examples of questions to ask, and what to avoid.

1. Behavioural Interview Questions

Purpose: Behavioural questions focus on past experiences to predict future performance. They provide insights into how candidates have handled situations in the past, which can help gauge their potential responses to similar challenges in your organization.

Examples:

• “Tell me about a time when you faced a significant challenge at work. How did you handle it?”
• “Describe a situation where you didn’t meet expectations. What did you learn from it?”
• “Can you give an example of a time when you had to collaborate with others to complete a task?”

What to Listen For: Look for specific examples that highlight the candidate’s problem-solving abilities, decision-making process, and how they navigated complex situations. Ensure they provide concrete details about their actions and outcomes.

2. Situational Interview Questions

Purpose: Situational questions explore how candidates would approach hypothetical scenarios that they might encounter on the job. These questions test problem-solving skills and the ability to think on their feet.

When to Use: Use situational questions when a candidate lacks direct experience in a specific area but needs to demonstrate how they would handle potential job challenges.

Examples:

• “What would you do if you discovered a major error in a project your manager is leading?”
• “How would you handle a situation where you believe your workload is too heavy?”
• “Imagine a team member isn’t contributing to a group project. What steps would you take?”

What to Listen For: Pay attention to how candidates articulate their problem-solving process and their ability to think critically about potential issues. Look for logical, well-structured responses that reflect a clear understanding of the challenges.

3. Motivation-Based Interview Questions

Purpose: Motivation-based questions aim to uncover a candidate’s enthusiasm and reasons for applying for the role. They help determine if the candidate’s values and goals align with the organisation’s culture and mission.

Examples:

• “What are your long-term career goals, and how does this role fit into them?”
• “Why did you choose your current career path, and what influenced your decisions along the way?”
• “What aspects of your current role do you enjoy the most and least?”

What to Listen For: Look for insights into the candidate’s internal and external motivators. Responses should reveal genuine interest in the role and a clear understanding of how the position aligns with their career aspirations.

4. Skills-Based Interview Questions

Purpose: Skills-based questions assess whether a candidate possesses the technical and professional skills required for the role. These questions can also cover soft skills such as communication and teamwork.

Examples:

• “Which of your skills do you believe will be most beneficial in this role?”
• “What is one technical skill you would like to improve, and how do you plan to develop it?”
• “How have you applied your skills to solve problems in previous positions?”

What to Listen For: Ensure candidates provide examples of how they have successfully used their skills in past roles. Look for a balance between hard skills (technical abilities) and soft skills (interpersonal and communication skills).

Conclusion

By utilising a mix of behavioural, situational, motivation-based, and skills-based questions, you can gain a comprehensive understanding of a candidate’s suitability for the role. Tailoring your questions to reveal relevant insights will help ensure that you make informed hiring decisions and find the best fit for your team.