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Responding to interview questions |
This next section will give you an overview of Here are some common types of interview questions and will help you to decode exactly what the employer is trying to learn about you by asking them, and we’ll explore why an employer may ask each type of question and how you might approach an answer. We’ll begin with the two most common question types— behaviour-based and situational/hypothetical. These types of questions are most common because they are predictors of on-the-job performance.
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Behaviour-based questions
Behaviour-based questions
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Behaviour-based questions |
Behaviour-based questions are the most popular type of interview question and usually begin with a sentence opener such as:
“Tell me about a time when...”
“Give me an example of...”
“Describe a situation in which...”
“Recall and an instance when…”
Essentially, any interview question that is asking asks you to give an example of how you did something is a behaviour-based question. This type of question is designed to elicit information about how you have done something in the past. Many interviewers/employers look at past behaviour as a potential predictor of future behaviour. So, interviewers will develop behaviour-based questions on skills you will need to use in the job and scenarios you will likely encounter. Demonstrating how you have successfully used a skill or managed a particular scenario in the past can give the employer confidence that you will be successful in the job and/or organization.
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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STAR = Situation, Task, Action, Result esult |
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Provide background and context
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When using the STAR approach to help you structure your responses to behaviour-based questions, there are some important tips to keep in mind.
Be specific
General examples do not effectively demonstrate how you used the skill(s) you are trying to highlight. Use a specific situation to describe the skill(s) in detail to convince the interviewer(s) you have it and how you’ve used it.
Consider relevant
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experience
Your examples can be from a paid or unpaid work experience, academic experience or extracurricular activity. You should try and choose the experience based on relevance to the job or simply on the strength of the example in proving your skill(s).
Prepare in advance
Determine which skill(s) the employer will likely be interested in, select your strongest example, then write brief points that capture the main ideas you want to convey.
Try to avoid completely scripting or memorizing your stories because you might sound unnatural. Make sure to practice your stories out loud.
Use visual descriptors
Choose words that will help the employer visualize your role in it. Use active-oriented and specific language.
State the outcome/result
Remember to state what the successful outcome was and include any positive feedback or recognition you received. This might include meeting a tight deadline, receiving a positive customer review or solving a problem. This is a very important component and will further support your claim that you were successful in using the skill(s) you are trying to highlight.
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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:
What would you do if.. if…
Describe how you would…
What approach would you take…
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For these questions, it might be helpful to approach it using the Actions actions and Results results from the STAR approach.
What are the Actions actions you would take given the situation?
What Results results would you hope your actions would bring about?
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. describe what you 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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For examples and more support with technical questions, check out leetcode.com Leetcode's top interview questions and/or this list of additional resources. |
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.
The following are some examples of problem-solving questions:
Why is a manhole cover round?
How many automobiles are there in Toronto?
Estimate the size of the DVD rental market in Tokyo, Japan.
How would you project the future rate of PC game purchases in Canada?
Describe how you would extract caffeine from coffee beans.
The key is not to worry about getting the “right” answer but, rather, to demonstrate your thought process and how would you approach solving a problem.
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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 , why you believe you are qualified for the job , and what you know about the employer. These are referred to as “classic” questions.
Here are some examples of “classic” interview questions:
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One strategy you may consider using when answering a “classic” interview questions is the PAWS model (California State University Channel Islands, n.d.). You can use the PAWS model as a guide to remind yourself what points you want to speak about and how they are relevant to the employer/job. Try to avoid focusing your response solely on your personal life but absolutely include any details about yourself you would like to share (e.g., hobbies).
- 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.
It’s a good idea to provide your response within 9080-100 seconds as with other interview responses; however, this response tends to be longer than most other interview responses – and that’s okay! If you have time remaining, you might use it to highlight something that may not be related to the job/field but is unique or that you are particularly proud of.
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Tips for responding to this question…
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"Thank you for the opportunity. I recently graduated with a [your degree] from [your University], where I developed a strong foundation in [relevant Science science field]. During my academic journey, I had the opportunity to engage in hands-on laboratory work, particularly in [specific techniques or research areas]. These experiences have equipped me with practical skills in experimental design, data collection, and analysis.
In addition to my academic achievements, I completed internships at [previous internship/research positions], where I honed my ability to work effectively in a laboratory setting. I contributed to [specific project or task], which required attention to detail and a methodical approach to problem-solving. These experiences have solidified my passion for [specific area of Sciencescience] and cultivated my commitment to contributing to advancements in the field.
I am particularly drawn to your lab because of its reputation for [highlight a specific aspect of the Lablab's work or research]. I am excited about the prospect of applying my academic knowledge and hands-on experience to contribute to the innovative work your team is doing. My strong analytical skills, attention to detail, and enthusiasm for scientific discovery make me confident in my ability to excel in this role.
Outside of my academic and professional pursuits, I am an active member of [any relevant professional organizations or academic groups]. I stay current with the latest developments in the field and am committed to continuous learning. I am eager to bring my skills, passion , and dedication to your team and contribute to the impactful work happening in your lab."
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References |
California State University Channel Islands. (n.d.) Mock interview handbook. mockinterviewhandbook.pdf (csuci.edu)
Development Dimensions International Inc. (n.d.). STAR method. https://www.ddiworld.com/solutions/behavioral-interviewing/star-method
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