Job interviews are never easy. Itâs not possible to know exactly what questions youâll encounter the next time you face an interviewer. While we canât read minds (unfortunately), we can certainly take steps to prepare for some of the most common questions that recruiters are prone to asking.Â
In this article, weâve put together a list of several popular interview questions you can expect in your next interview. We have attempted to cover all types of interview questions, along with tips for answering them.Â
When to use them: Employers have used these types of interview questions to see if the applicant can think outside the box. But most hiring managers should approach them with some caution. You may gain insights into a candidates creativity and thought processes. But you might simultaneously seem unprofessional — if not a bit odd — if you dont handle these job interview questions carefully.
What are the 4 types of interview questions?
Here are four types of interview questions employers ask:
What are the 3 types of interview questions?
There are a number of different types of interview questions. The most common 3 types of questions that are generally asked areÂ – Open-ended, Behavioural and Situational.
General Tips to Prepare for an Interview
The best way to get ready for an interview involves researching the company and job and thoughtfully considering how to answer various types of interview questions. Make a great impression at your upcoming job interview by following these tips that will improve your chances of success.Â
This type of question includes “What is your GPA?” and “How long were you at _____?” Also known as resume verification questions. The purpose is to objectively verify the credentials presented in your background.
This type of question includes “Can you give me a specific example of how you did that?” and “What were the steps you followed to deliver that result?” The purpose is to objectively measure past behaviors as a potential predictor of future results.
This type of question includes “Can you give me a specific example of your leadership skills?” or “Explain a way in which you sought a creative solution to a recent problem you needed to solve.” The purpose is to align your past behaviors with specific competencies which are required for the position.
This type of question includes problem-solving questions ranging from: “How many gas stations are there in Europe?” to “What is your estimate for the global online retail market for books?” The purpose is to evaluate your problem-solving abilities and how you would analyze and work through potential case situations.
It is interesting to note that the first three types of interview questions listed have a predictive validity for on the job success of just 10 percent. And 10 percent predictive validity is the same level that is generated from a simple resume review. Brainteaser questions increase the predictive validity to 15 percent (since they test intelligence, commonly a key competency for most positions) and case questions raise the predictive validity to 25 percent (and slightly higher for consulting positions). Behavioral and competency interviewing, on the other hand, yield a predictive validity of 55 percent. Still far from perfect, yet much more reliable for most interviewers. Interestingly, the first three question types are still the favored approach by most untrained interviewers, simply due to lack of experience. Behavioral and competency interviewing is gaining greater acceptance by trained interviewers because past performance is the most reliable indicator of future results, especially when it is tied to the specific competencies required for the position.