Introduction to Family Systems: Whatever the type of social organisation, the family is the basic unit. It is often referred to as a remarkable institution.
A situational question allows interviewers to get their subjects away from canned generalities and prepackaged answers, forcing job candidates to offer specific examples of how they used job-related skills to solve real-life problems in the past.
In formulating situational interview questions, the interviewer should focus on the job description and make a list of the required skills and responsibilities. Next, the interviewer should write questions that explore exactly how job candidates have demonstrated those particular skills in past situations.
Good candidates will offer success stories from their careers that connect directly with the new job, while a bad candidate will continue offering vague generalities and empty words.
Here are 10 common situational interview questions, in no particular order, and some suggestions for evaluating responses to them: Describe a situation where you had to collaborate with a difficult colleague.
A superior candidate will demonstrate professionalism in attitude and communication style when dealing with others. Problem-solving and conflict-resolution skills are key.
Solid candidates will show that they achieved a workable outcome in the face of any coworker-related difficulties. Bad candidates will blame others and shirk accountability. The person you want to hire will not allow personal feelings or disagreements to get in the way of working relationships inside the company.
A good candidate should demonstrate emotional maturity and professionalism above all else. Describe a situation where you needed to persuade someone to accept your point of view or convince them to change something.
This is another situational question exploring soft skills such as communication and relationship building. A candidate should demonstrate empathy and listening skills that allow him or her to understand the other side of a situation but also help bring about a change of opinion.
Candidates should show how they negotiate and generally develop and strengthen relationships with others. Describe a difficult problem you faced and how you approached it.
Being collaborative is one strength you might look for here. Did the candidate seek out feedback from others in understanding the problem, developing possible solutions, and implementing a workable solution?
This situational question is really more about finding out how a candidate learns, reflects upon mistakes, and takes lessons learned into the future.
Describe a situation where you worked under a tight deadline. Here, you are asking interviewees to tell a success story that demonstrates how they organized their workflow, dealt with pressure, and navigated through competing priorities.
Did the candidate try to extend the deadline if possible? Did the candidate ask for additional help? Most importantly, did they fully commit their own time to meeting the deadline and ask others to commit, too? Describe a time when you received criticism.
While being open to feedback is never easy, the best candidates will take it in, analyze it, and potentially make changes based upon the criticism.
Of course, good candidates never take criticism personally. A good answer will show emotional maturity, adaptability, and leadership potential.
Describe a situation when you needed to take initiative. The situation should be a case where the candidate recognized a problem that nobody else was resolving and took initiative to attack the issue. The action should show a willingness to go above and beyond the call of duty when required.
Proactivity and problem solving are rare traits that firms should be looking for; this question can go a long way toward revealing these attributes in a candidate. You are trying to gauge how a candidate adapts to change, especially when working with new people. This is obviously relevant for all new hires, who need to fit in to a company climate and hit the ground running.
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