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Behaviour-based questions |
Behaviour-based questions are the most popular type of interview question and usually begin with sentence opener such as:
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Common behaviour-based interview themes include the following:
Working effectively under pressure
Handling a difficult situation with a co-worker or a client
Completing a project on time
Anticipating potential problems and developing preventative measures
Making a quick decision during the absence of a supervisor
Adapting to a difficult situation STAR approach
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STAR approach
When responding to behaviour-based interview questions, consider using the STAR approach (Development Dimensions International, n.d.) to organize your answer.
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.d.) to organize your answer.
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STAR = Situation, Task, Action, Result |
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The STAR approach is just one way to structure a concise but effective story. There are lots of ways you can structure your answer in a clear and concise way that demonstrates your knowledge, skills, and abilities. |
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Situational/hypothetical questions |
Situational questions are very similar to behavioural questions, but instead of you thinking of a specific situation in your past, the interviewer provides the scenario to you as a problem needing solving. An interviewer will use situational/hypothetical questions to establish how you would react to and handle real-life situations on the job. These situations can range from being general to very specific situations you will be faced with in the job. These types of questions will usually include language such as:
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Here are some examples of situational/hypothetical questions:
How would you handle a high-tension conflict with a colleague?
While responding to an email, you accidentally hit “reply all” and send sensitive information to parties that should not have been privy to this material. What do you do?
If you had met your project deadlines and your direct supervisor was unavailable, describe what you would do next. would do next.
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Technical or skill-testing questions |
By using skill-testing or technical questions, an interviewer is attempting to gather proof that you have the practical skills required to be successful in the job. These questions can be hands-on (e.g., programming on a computer, solving a complex math problem, etc.) and are more common in technical, scientific and industrial/manufacturing fields.
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If you know the answer, great! If not, try not to make one up. Instead, indicate your interest and desire to learn. If you know some of the answer or have an idea for how to approach it, you can show them your thought process by walking them through what you do know. If relevant, indicate your desire to learn and similar knowledge that may compensate for your lack of knowledge in the area (e.g., “I’m not familiar with that theory, but I do have experience with...”).
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Problem-solving questions |
When answering problem-solving questions, demonstrate your ability to process information quickly, think logically and solve problems creatively. Employers place emphasis on the thought process rather than on the final response.
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This five-step process might be a helpful framework to use when responding to problem-solving interview questions:
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Case interviews |
Case interviews are used primarily by consulting firms and investment banking companies as part of their interview process to determine if a candidate has the qualifications to succeed. Case interviews are similar to problem-solving questions as described in the previous section, except you will be given many types of case interview questions. There are many online resources available to help you understand and practice the “case interview” approach.
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You can also book an interview appointment with a career advisor in the Centre for Career Development. |
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Classic questions |
In addition to asking the other types of questions mentioned, many employers rely on a series of standard questions that are usually focused on getting to know you, why you are interested and believe you are qualified for the job, and what you know about the employer. These are referred to as “classic” questions.
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- Profile: Aspects of your career identity, including your interests and interest in the position/employer, values, and personality preferences.
- Academics: A summary of your academics/project experience and skillsets you have developed through these experiences.
- Work (or volunteer): Any related work and volunteer experience.
- Skills: Highlight your skills relevant to the position by weaving them in throughout your answers and stories.
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Tell me about yourself... |
This is a very popular interview question and is usually asked early on in a job interview. By asking this question, an interviewer is looking to establish a connection between the needs of the organization and/or job and your skills, experience and interests. The response you prepare for this question can be used in many other scenarios including networking conversations. Consider this your “professional self-introduction”. Your response should focus on your life, as it relates to the job and not your personal life.
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