Do you have an upcoming job interview? Be prepared to respond to scenario-based interview questions, such as those that ask hiring managers how you would handle certain difficulties at work. If you are unfamiliar with scenario-based interview questions, continue reading to find out what they are, why hiring managers use them, and how to confidently and clearly respond to several sample questions!
What are scenario-based interview questions?
Some interviewers may inquire about how you handled important situations at your prior positions, such as arguments, projects, successes, failures, etc. Other interviewers may inquire about your attempts to address fictitious workplace issues. Both kinds of interviewers conduct scenario-based questions, which are inquiries about your ability to manage difficulties that will be a major component of the position for which you are seeking.
Why do recruiters ask scenario-based interview questions?
The majority of hiring managers use scenario-based interview questions to gauge a candidate’s abilities, such as how they would handle certain issues or plan out specific tasks. Answer questions like these during a job interview to demonstrate to hiring managers your expertise, willingness to learn, and capacity for composure under duress. For instance, it is better for medical students to consider Medicine interview tutoring for excellent preparation.
Examine the example questions and answers below to get ideas for your own responses if you’re anxious about your interview and the scenario-based interview questions you could be asked.
Scenario-based interview questions (and answers)
1. “When were you last stressed at a workplace? How did you deal with it?”
To respond to this, recall a period in your life when you had to deal with demanding situations or people. Tell us whether you managed the tension effectively. If you struggled to cope with the stress, discuss how this experience helped you learn how to do so (by practicing breathing techniques, organizing your tasks more effectively, etc.).
2. “How do you engage with disgruntled customers or clients?”
When hiring managers want to know how well you can defuse uncomfortable situations and communicate, they ask you this question. In your response, provide instances from your previous jobs when you interacted with unfriendly or antagonistic clients. Discuss the words, body language, and voice inflections you use to convey to clients that you are paying attention to their issues.
3. “How do you try to settle disputes with co-workers?”
Try to provide instances from your history when the interviewer asks how you settle disputes with your coworkers. Explain how you show respect and empathy for the individual with whom you disagreed. Discuss instances when you and a coworker were able to reach a reasonable agreement.
4. “What is one of your greatest professional achievements?”
Tell your interviewers about a time when you went above and beyond at one of your previous employment when they ask you this question. This may be an instance when you reduced business expenditures, finished a project ahead of schedule, came up with a plan that boosted sales, received praise from supervisors, etc.
5. “Can you describe a time you made a mistake at work and how you dealt with it?”
Try to answer this question with a genuine mistake from your history since hiring managers won’t trust you if you claim you’ve never made a mistake at work. Be forthright about the consequences of the error, but present it in a constructive light. Discuss the lessons you took away from the error and the adjustments you made to your routine to prevent it from occurring again.
6. “What do you do when supervisors assign tasks you’re not trained for?”
Discussing processes, or the inquiries and investigation you would do to ensure that you comprehend your new work, is one technique to respond to this inquiry. Additionally, discuss instances in your previous employment when you requested additional training, direction, and feedback from your bosses. Demonstrate to hiring managers that you are aware of your ignorance and that you are always eager to learn new things.
7. “When a supervisor makes mistakes, how do you correct them?”
Your response to this question should demonstrate to interviewers your capacity for candor and tact. Discuss how you have pointed out a supervisor’s error without weakening their authority by using well-crafted questions and observations. For instance,
- “Is that the proper way for you to do this?”
- “This is not how I thought you were meant to do things. Was I wrong?
- “I’m concerned that this strategy could result in [a negative outcome here].”
8. “When you’re given a long, hard project, what’s the first step you take?”
Since the breadth of this scenario-based interview question is wide, it’s a good idea to prepare a response in advance of your job interview. Pay close attention to how you would organize the fictitious project. Describe a series of actions that go like this:
- Determine the things that need to be done in order to finish the project.
- Divide the tasks into groups based on importance.
- Calculate the approximate duration of each job.
- Make a schedule that includes due dates and milestones for every job.
9. “When were you last promoted and how did you earn it?”
Answering this scenario-based interview question is simple if you have previously been promoted at a job: explain the role you were promoted to and list a trait that helped you acquire it (hard work, inventiveness, leadership qualities, etc.).
If you have never received a promotion while working for a particular organization, attempt to recount instances in your professional past that are related to promotions, such as leaving your previous employer to take a higher-ranking position at a new one.
10. “If a client/colleague requests the impossible, what do you tell them?”
When responding to this question, highlight your consideration and politeness. Discuss how you have politely let clients or coworkers down by stating why you are unable to accommodate their request without ever suggesting that they made a mistake. Mention instances when you declined a request from a coworker but offered a different approach that met their needs.
11. “What do you do if someone doesn’t reply to your urgent messages?”
Hiring managers use this question to gauge your interpersonal abilities, much as they do with other situational/behavioral interview questions. Cite prior experiences in your response, such as contacting a management by phone or text when they failed to respond to emails. Showing interviewers that you can get a coworker’s attention without disturbing them is crucial.
12. “When newcomers join your team, how do you get them up to speed?”
When applying for management or project team leadership roles, this is a common interview question. When you respond to it, demonstrate to the interviewers that you are a helpful teammate with strong leadership abilities. Discuss with the newcomer how you would outline the objectives of a team, the duties they must learn, and how you would encourage them to ask questions or seek assistance when necessary.
13. “When you join a team, how do you get yourself up to speed?”
In response, describe to hiring managers the kinds of questions you would pose to team members on a project you just joined, including:
- What are my first duties going to be?
- Are there any typical errors made by beginners that I should be aware of?
- If I have any questions, who should I ask?
- Outside of work, how should we communicate?
14. “How do you handle project teammates who don’t pull their weight?”
Make it apparent in your response to this scenario-based interview question that you would never overlook or excuse a coworker who isn’t doing their duties. Explain how you would approach the coworker, gently pointing out areas where they are lacking and offering suggestions for improvement without coming off as judgmental. Next, discuss your plan of action in the event that a colleague fails to perform, such as giving them more training.
15. “How do you manage having too many tasks or project deadlines?”
This question is used by hiring managers to gauge your capacity for organization and self-awareness. In response, list methods you’ve previously used to prioritize your duties, increase your productivity, and concentrate on a single activity at a time. Next, discuss instances when you requested a manager to extend a project’s deadline or assign less important work to others.
16. “Can you tell me about a great presentation you made and why it worked?”
It won’t be difficult to respond to this question if you have previously presented to customers or colleagues. Describe to interviewers a successful presentation you gave, the main points you covered, and how you captured the attention and support of the audience (using persuasive arguments, emotive appeals, helpful visuals, etc.). If you have never given a presentation at a previous job, explain similar tasks like creating reports or having one-on-one conversations.
17. “When your workplace implements new guidelines, how do you adjust?”
If hiring managers are working for a startup or new firm that is still finding out its management style or business strategy, they may offer this scenario-based interview question. Respond by outlining the procedures you use to get familiar with new policies and verify your comprehension (reading style manuals and employee handbooks attentively, asking for clarification from superiors when needed, etc.).
18. “What would you do if you saw a colleague harassing others?”
Respond forcefully to interview questions like these to demonstrate to interviewers your dedication to ending workplace harassment. Talk about how you would firmly advise coworkers to cease their harassment if you’re looking for an entry-level position. If they don’t stop, you may then report them to management.
Answer this question by outlining the grievance procedure you would establish and the sanctions you would impose for misconduct if you are seeking for a management job. Stress your dedication to establishing a work environment where staff members are treated fairly and have the freedom to report instances of harassment.
19. “Can you tell us about a time you exceeded expectations in the workplace?”
Though it differs somewhat, this scenario-based interview question is comparable to the “What’s your proudest achievement” question. This is a common question used by interviewers to gauge your drive, ambition, and inventiveness. In order to answer this question, provide examples from previous professions, such as:
- assuming control of a project and effectively broadening its scope.
- interacting with clients outside of work in order to improve customer interactions.
- putting in more time or taking on more tasks to assist a coworker.
20. “Have you ever had to make a tough choice with limited information?”
An ancient proverb says something like this: “It is better to take the chance of making a bad choice than to be afraid of not making a choice at all.”
Employers who inquire about the difficult decisions you’ve made are seeking workers who exemplify this value. Tell hiring managers about a moment when you thought about several options, evaluated the costs and advantages of each, sought input from colleagues, and then “pulled the trigger” when the time was appropriate to demonstrate your ability to make decisions and take calculated risks.
21. “Have you ever been asked to train recently hired employees?”
This scenario-based question is often asked during leadership job interviews. Tell interviewers about the skills you taught, your preferred teaching strategies (repetition, demonstration, immersion, etc.), and the learning resources you used (textbooks, online tests, etc.) if you have experience training new hires. If you have never participated in orientations or onboarding exercises previously, describe an instance in which you provided a new coworker with informal mentoring or guidance.
