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The Problem-Solving May 10,

2019
Interview: 15 Cliché-
Busting Questions to
Help You Find Your
Next Rockstar
W R I T T E N BY:

Jessica
Treeman
5 min read
I can't spell
air.
#RuleBreaker

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POSTS

I N T E RV I E W
Q U EST I O N S

I N T E RV I E W

Though traditional interviews haven’t gone by the wayside, more and

more companies are taking an out-of-the-box approach when it
SHARE
comes to vetting candidates.

Namely: problem-solving (a.k.a. behavioral) interviews.

What's the buzz about behavioral
interviews?
Here's how the Society For Human Resource Management (SHRM)
breaks it down:

“Answers to behavioral interview questions should provide veri able,

concrete evidence as to how a candidate has dealt with issues in the
past. This information often reveals a candidate’s actual level of
experience and [their] potential to handle similar situations in your
organization.”

A recent poll by The Knowledge Academy suggests companies want

to left-swipe the traditional interviewing process altogether,
exchanging the endless CV-scroll for ideas like escape rooms and
professional speed dating to get the kind of "concrete evidence"
employers crave.

In another example, Menlo CEO Richard Sheridan is so big on

teamwork he ditches the interview process altogether, opting to pair
candidates with current employees to see how the well they
collaborate in real life, long before an employment contract is signed.

But your org might not be ready to make that kind of leap. So we’ve
compiled a go-to list of top behavioral interview questions to help you
get better insights, without having to DIY your own candidate boot
camp.

15 examples of problem-solving
interview questions
Each interviewing situation is unique. Questions for an entry-level
position obviously won't get you very far with an executive-level
candidate.

Before you launch into any behavioral interview, take time to match
your questions to your open role. And remember, the more structured
your interview process, the easier it'll be to make the right call.  
Here are three of the most common behavioral interview scenarios
and our top questions for each.

Leadership roles

The Q: Describe the most dif cult work team you've had to lead?
What made it challenging? How did you go about overcoming the
issues?

Why it works: Asking a candidate to rate the dif culty of working

with others is a great way to see whether they throw their team
under the bus or focus more on the problem/solution aspect of the
question. A strong candidate will map out how they overcame the
situation and prevented it from becoming a long-term issue within the
company.

The Q: What do you consider your proudest moment or greatest

achievement in the workplace? What were the practical steps that got
you there?

Why it works: We admit, some leadership skills come naturally. But

most require planning, sound decision making and the ability to take
action. A candidate who doesn’t just regurgitate their resume but
gives actual insight into how they achieve this insanely awesome skill
is someone who's willing to think about process and the importance
of why they're in a leadership position in the rst place. In other
words, no showboating allowed.

The Q: Tell me about a project where you had to manage a cross-

functional team to achieve a speci c goal or outcome. How did you
adapt your leadership style to achieve this objective?

Why it works: The ability to adapt is crucial for strong leaders. No

single leadership style matches every work situation. Exceptional
leaders know how to tune into their teams and adapt accordingly.

The Q: Describe a situation where you succeeded in motivating your

team to improve their performance. What actions were the most
effective?
Why it works: You're looking for an executive candidate who has the
right mix of diplomacy and energy to get the best work out of every
employee. If your candidate knows how to get other people charged
up to be part of the team, you’ve got a potential winner on your
hands.

The Q: Describe a leadership role you've undertaken outside of work.

Why did you choose to commit to this role? How did you bene t from
it?

Why it works: Great leaders don’t leave their leadership hats in the
of ce. Knowing your candidate takes on leadership roles in their
community, be it volunteering, coaching or running a professional
group, helps solidify whether they own up to their superpowers, or
simply sport the cape around the of ce.

Creative roles

The Q: What is the most creative idea or project you've generated in

your current role? How was it received?

Why it works: Creativity can mean something completely different

based on the role and organization. But a true creative will have a
unique approach to problem-solving (even if they aren’t interviewing
for the role Art Director). Their ability to take criticism will also shine
through in this question.

The Q: In what ways have you encouraged your work team to be

more creative and innovative?

Why it works: A creative person will help others think outside the
box. How your candidate answers this question will give you insight
into their teamwork skills and help cue you into how they apply their
creativity at the strategic level.

The Q: Every creative needs an outlet. What creative work do you like
to do in your own time?

Why it works: Do those creative juices ow into other areas of life? If

your creative candidate lights up when you ask about their hobbies
and work outside the of ce, you know that same energy will ood into
the workplace, too.

The Q: What tech tools do you use daily?

Why it works: Creatives tend to love tech and knowing how they
keep their tech skills sharp gives you a glimpse into what strategies
they'll bring to the table to help keep your company on the cutting
edge.

The Q: What do you think of our creative materials?

Why it works: If your candidate is truly invested in your brand, they

probably did their homework. The right person will be eager to offer
insight into your marketing, branding or other creative projects.
Someone who shows up with their A-game and isn’t afraid to deliver
their very own 'like it, love it, leave it' feedback about your brand is a
keeper.

Technical roles

The Q: Have you ever improved project work ow based on your

analysis? If so, how did you do this?

Why it works: If there's one thing every great techie should have it's
laser-precise attention to detail. You want a candidate who takes a
proactive approach to optimizing work ows and doesn’t hang back
hoping for someone else to step in and make things more ef cient.

The Q: Have you ever had a deadline you weren't able to meet? What
happened? How did you handle it?

Why it works: In a fast-paced tech environment, deadlines can get

pushed back due to things beyond your candidate’s control. If they
own up to this and demonstrate that they know how to stay cool
under pressure, it’s a good sign they can handle the heat.

The Q: When you’re working with a large number of clients, it’s tricky
to deliver excellent service to them all. How do you go about
prioritizing your clients’ needs?
Why it works: Time management skills are crucial in technical roles. A
candidate who's not only able to deliver the coding and programming
goods but can also manage a tight schedule and full plate of client
requests is aces in our book.

The Q: Give an example of a time when you had to explain something

fairly complex to a frustrated client. How did you handle this delicate
situation?

Why it works: Techies have their own jargon but it’s important for
your candidate to be able to convey their work to the everyday client.
If they can’t explain what they do in layman’s terms, this could be a
red ag for any role with a client-facing component.

The Q: Talk about a time when you worked under extremely loose
supervision. How did you handle that?

Why it works: Many tech employees work remotely or with ex

schedules. It’s important for your candidate to be a self-starter. Look
for speci c insights about the tactics and methods they use to
manage their own schedule, meet deadlines and deliver on project
expectations.

3 "problem-solving" questions you

should NEVER ask
Some interview questions are awkward, others are illegal.

We know you're not out to violate anyone's rights, but even the most
well-meaning managers can end up asking lousy interview questions.
How lousy, you ask?

These ones top our list of major no-nos.

1. “Tell me about your biggest weakness.”

Oh, you mean like the time I accidentally disconnected the server and
left thousands of customers without service for hours? Get real. No
one's going to reveal their Kryptonite during an interview. This
question generates the most canned answers imaginable ranging
from “I’m a workaholic,” to “I overdeliver and exceed expectations.” 🙄

2. “If a song described you, what would it be.”

Avoid this and any other overly abstract question asking a candidate
to describe themselves in bizarre metaphors. Be direct. Relate the
questions to the position and interviewee, not some over the top
hypothetical about whether someone sees themself as a shark or a
unicorn.

3. “Tell me about your [sexual orientation, relationship status,

ethnicity, race, religion, political af liation].”

One word: creepy. Oh, and: illegal. (Okay, that's two words but you
get the idea.)

Fact is, any question that doesn't jive with the EEOC not only violates
the candidate’s rights, it may also have you searching for a new
career. Just don't go there.

Why there's no such thing as a magic-bullet

interview question

At the end of the day, no single thread of interview questions will

work as a one-size- ts-all.

Human hiring requires human thinking. By analyzing and hand-

selecting thoughtful questions, you can ensure a consistent interview
ow with all candidates while avoiding generic replies and those
dreaded awkward silences. Just make sure they're questions that both
you and your candidate can feel good about.

Because the truth is, these “tell me about a time when” questions
have become a gold standard to help employers gain better insight
about potential team members, but the right strategy is Mary J’s
“Everything” when it comes to designing an interview that actually
works.
It's easy to set up Interview Guides right in
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