TYPE EXAMPLE Skills-based questions are directly related Explain how [a process at their previous to experience and competence with tools, company] worked? technologies, and industry standards. - What were the benefits/challenges They help you find the difference between with this? NONO theoretical and practical knowledge. TION TTION T Situational questions giv e you the chance How would you deal with [a situation that to see how a candidate would react to is inevitably going to be present]? specific scenarios in your office and helps ALENT AALENT A you gauge soft skills like problem solving, analytical thinking, decision making and SS creativity. SESSES Behavioural questions sho w how a How have you handled working with [type SMENTSMENT candidate’s aptitude and approach will of process or manager] in the past? be applied to a task, based on their past experience. They are useful for revealing soft skills like trustworthiness, attitude, values and work ethic. These questions ask candidates to narrate a situation or incident from their past experience which demonstrates a particular skill or attribute. You should have pre-planned a follow-up question for each question you ask, in case the first question is not adequately answered. Decide how to score the fact that the candidate could not adequately answer the first question. The key to interview questions is to ascertain if the candidate can , will and want to do the job they are applying for. These correlate to skill/competency, motivation/ambition and values/culture. In order to gauge these aspec ts of your candidate you should combine testing with standardised questions. We will go into further detail on this. 5757