Question

1.Describe two structured employment interview techniques of situational based interviewing and behavioural interview. Provide four example interview questions for both techniques.

Answer 1

ANS. Hypothetical situational questions present the interviewee with hypothetical situations that may occur on the job and ask how the interviewee would respond to the situations. The use of situational questions in an interview is based on the assumption that a person’s intentions are related to behavior; thus, how a candidate says he or she will handle a problem is most likely how he or she would actually behave in that situation.

FOR example 1.: Question assessing awareness of meeting attendance protocol, which is necessary for most managerial and professional jobs:

Suppose you were going to miss an important business meeting due to unforeseen circumstances (e.g., illness or family emergency). What would you do?

1. I would contact the person in charge of the meeting to forewarn of my absence, and I would arrange for a responsible person to attend in my place.
2. I would send someone in my place.
3.     Afterwards, I would try to find out what went on in the meeting.

Example2. Question assessing communication skills at a level needed by many jobs:
Suppose you had many important projects with rigid deadlines, but your manager kept requesting various types of paperwork, which you felt were totally unnecessary. Furthermore, this paperwork was going to cause you to miss your deadlines. What would you do?

1. Present the conflict to the manager. Suggest and discuss alternatives. Establish a mutually acceptable plan of action. Communicate frequently with the manager.
2. Tell the manager about the problem.
3. Do the best I can.

Actual past behavior questions require candidates to describe the activity of past jobs that relates to the job for which they are being interviewed. The use of actual past behavior questions in an interview is based on the assumption that a person's past behaviors are related to future behaviors. Therefore, how a candidate has handled a problem in the past is most likely predictive of how he or she would actually behave in that situation in the future.

Example1. Question assessing willingness to work at heights as may be required by many construction or factory jobs:

Some jobs require climbing ladders to a height of a five-story building and going out on a catwalk to work. Give us examples of when you performed such a task.

1. Heights do not bother me. I have done similar work at heights in the past [and gives examples].
2. I do not think I am afraid of heights. I know that this would have to be done as part of the job.
3. I am afraid of heights. I would do it if absolutely necessary.

Example 2. Question assessing willingness to travel as may be required by many professional and managerial jobs:

This job requires traveling out of town at least three times a month. Usually each trip will involve flying on a commercial airliner and staying overnight. Describe the traveling requirements of a previous job and how you dealt with the difficulties it presented.

1. Traveling is not a problem. I have traveled in previous jobs [and gives examples]. I enjoy traveling and flying.
2. I am willing to travel as part of the job.
3. I do not like to travel, but would do it if necessary.