Six types of interview questions
Good People @ Jun 7, 2011
In an interview you will be asked a number of questions. These questions can come in many different types and here we will look at 6 of the most common types.
1) Competency Based Questions / Behavioural Interview Questions
Used a lot by interviewers these questions are very specifically targeted at finding if you have the skills required to undertake the position. They are phrased so you have to give an example of a situation where you used that particular skill successfully. These can be phrased as 'Tell me about a time...' or 'Describe a situation where you...'
2) Traditional Interview Questions
These are the questions that you would of normally come across already. Such questions as 'What are your strengths?", "What are your weaknesses?" "What will you bring to the role?” They are still very commonly used. The best approach to these questions is to come up with answers in advance of your interview.
3) Technical Interview Questions
This type of question will be very direct. Its aim will be to discover just how proficient you are and can be related to a system, software or knowledge. While these skills are often tested outside of the interview room, many managers may ask one or two of these questions to see how fresh your knowledge is, for example:
- What is your understanding of UK GAAP Reporting?
- Can you give me a summary of the main points of the Equalities Act?
- What are the advantages of using SQL over MS Access in database development?
4) Open Questions
Open questioning is the most effective format as it encourages the candidate to talk openly as it requires more than just a 'yes' or a 'no'. Of course a downside is that you may give away too much information and reveal something you would rather keep to yourself. Some examples of these questions are "Tell me about yourself", "Talk me through your career to date." "How would you describe yourself?" all are open questions and while they seem straightforward can be difficult to answer.
5) Hypothetical Questions
These questions test your ability to think on your feet and to formulate an answer under pressure and with speed. For example a question might be, "Imagine you were managing an employee who continuously arrived late to work. How would you deal with the situation?" You would be required to give a correct answer both technically and in a clear format.
6) CV and Resume Interview Questions
You should always expect questions exploring any item on your CV. If it is on your CV it is open for questioning. To prepare you should review your experience in advance, perhaps making bullets points regarding each of your jobs, projects and achievements outlining what you delivered and what you learned
1) Competency Based Questions / Behavioural Interview Questions
Used a lot by interviewers these questions are very specifically targeted at finding if you have the skills required to undertake the position. They are phrased so you have to give an example of a situation where you used that particular skill successfully. These can be phrased as 'Tell me about a time...' or 'Describe a situation where you...'
2) Traditional Interview Questions
These are the questions that you would of normally come across already. Such questions as 'What are your strengths?", "What are your weaknesses?" "What will you bring to the role?” They are still very commonly used. The best approach to these questions is to come up with answers in advance of your interview.
3) Technical Interview Questions
This type of question will be very direct. Its aim will be to discover just how proficient you are and can be related to a system, software or knowledge. While these skills are often tested outside of the interview room, many managers may ask one or two of these questions to see how fresh your knowledge is, for example:
- What is your understanding of UK GAAP Reporting?
- Can you give me a summary of the main points of the Equalities Act?
- What are the advantages of using SQL over MS Access in database development?
4) Open Questions
Open questioning is the most effective format as it encourages the candidate to talk openly as it requires more than just a 'yes' or a 'no'. Of course a downside is that you may give away too much information and reveal something you would rather keep to yourself. Some examples of these questions are "Tell me about yourself", "Talk me through your career to date." "How would you describe yourself?" all are open questions and while they seem straightforward can be difficult to answer.
5) Hypothetical Questions
These questions test your ability to think on your feet and to formulate an answer under pressure and with speed. For example a question might be, "Imagine you were managing an employee who continuously arrived late to work. How would you deal with the situation?" You would be required to give a correct answer both technically and in a clear format.
6) CV and Resume Interview Questions
You should always expect questions exploring any item on your CV. If it is on your CV it is open for questioning. To prepare you should review your experience in advance, perhaps making bullets points regarding each of your jobs, projects and achievements outlining what you delivered and what you learned
