Special offer 

Jumpstart your hiring with a $100 CAD credit to sponsor your first job.*

Sponsored Jobs deliver 75% more applicants on average than non-sponsored jobs.**
  • Attract the talent you’re looking for
  • Increase your visibility in job search results
  • Appear to more candidates longer

15 Situational Interview Questions to Ask Candidates

Evaluating an applicant’s past work experience and education is equally important as considering their soft skills—like teamwork, creativity and time management. Situational interview questions are a great way to assess these skills and determine whether the candidate fits the role.

Ready to get started?

Post a Job

Ready to get started?

Post a Job

What are situational interview questions?

A situational interview question allows employers to see how a candidate might handle hypothetical scenarios related to the job. The answers to these questions can reveal the applicant’s characteristics, values, and skills and whether they’re relevant to the role. 

15 situational questions to ask job candidates

Here are some situational interview questions to help you find the best fit for your next hire:

  1. How would you handle a complaint from a co-worker?

This question reveals how a candidate handles conflict. The ideal answer will show they listen to and work to fix the complaint.

  1. If a team member or manager didn’t give you enough information to complete a task, how would you handle it?

This question helps you determine whether a candidate can communicate well and ask for more details when needed. The best candidates will show they’re comfortable asking for clarification to get the job done right.

  1. You have a project with a tight deadline and might not finish it on time. What would you do?

This question tests whether the candidate can manage their time and prioritize tasks. It also shows if they’re willing to talk to their supervisor and create a plan to meet the deadline.

  1. How would you handle a client who was unhappy with your work?

This scenario helps you see how a candidate handles tough situations. Look for candidates who take responsibility for their work and make necessary changes to satisfy the client.

  1. How would you address a situation where a team member is consistently missing deadlines?

When the applicant responds, look for problem-solving skills, the ability to address performance issues constructively and team collaboration.

  1. What steps would you take if you discovered a mistake in your work that could impact a major project?

The candidate’s answer should show if they would take responsibility for their mistakes, fix the issue and work to prevent similar problems in the future.

  1. What would you do if you discovered a process inefficiency in your department?

This answer will help you see if the candidate can spot issues and take action to fix them. Do they actively look for areas that may need improvement? Do they think creatively and logically to find solutions?

  1. How would you respond if a manager asked you to work on a project that goes against your values?

This question helps you understand how they manage ethical issues and whether they stay true to their principles. It can also help you determine how they approach and resolve conflicts between their beliefs and job duties.

  1. How would you handle a team project where there was a disagreement about how the project should go?

This question helps you explore teamwork and conflict-resolution skills. How well does the candidate work with others? Do they listen openly and understand different perspectives? Are they effective at negotiating and finding solutions that satisfy everyone involved?

Related: Teamwork Interview Questions

  1. What would you do if you noticed a drop in team morale?

Look for leadership and social skills, the ability to address and improve team dynamics and proactive problem solving.

  1. How would you respond if a team member had taken credit for your work?

Look for a candidate who approaches this situation professionally and resolves conflicts constructively. They should be able to address the issue without escalating tensions or creating a hostile environment.

  1. What would you do if a client made an unreasonable request?

This question can help you see if the applicant demonstrates strong negotiation skills and effectively manages client expectations. They should be able to communicate clearly and professionally, set realistic boundaries and be willing to find a satisfactory resolution. Their response should reflect their ability to handle challenging situations gracefully and maintain positive client relationships.

  1. How would you handle critical feedback from your supervisor?

Here, you want to see how well the candidate accepts constructive feedback and what they would do to make necessary improvements.

  1. You have conflicting deadlines for two important projects—what would you do?

Look for an applicant with strong organizational skills who can make responsible decisions under pressure.

Related: Organizational Skills Interview Questions

  1. What approach would you take if a project required collaboration with a difficult co-worker?

Strong answers will demonstrate professionalism and the ability to focus on the project’s goals, even in challenging interpersonal situations. Look for candidates who can find ways to collaborate effectively despite personality differences.

Benefits of using situational questions in interviews

Situational questions can help you see how a candidate would handle challenges in the role. Rather than describing their past, you ask them to imagine themselves in a scenario and explain how they’d respond. This approach can give you a clearer sense of their thinking process, problem-solving skills and how they perform in real time. Unlike traditional questions such as ‘Tell me about yourself,’ or ‘What are your strengths?’ situational questions put the candidate into realistic work scenarios and push them to think on their feet instead of providing rehearsed or generic answers.

For example, asking candidates ‘What would you do if a client was unhappy with your work?’ can tell you a lot more about their approach to customer service than asking ‘How do you handle difficult clients?’ When candidates explain how they’d respond to a situation like this, you get to see their thought processes and decision-making skills in action. Are they proactive? Do they stay calm under pressure? Can they come up with practical solutions?

How to tailor situational questions for your industry

Focusing on scenarios that are relevant to your industry can give you a better sense of the candidate’s skills and mindset in relation to the role. Since every industry presents different challenges, your situational questions should reflect that. Below are some examples of customized situational questions according to industry:

  • Technology: What would you do if a major system update caused unexpected bugs just before a big product launch?
  • Customer service: How would you handle an angry customer demanding a refund when company policy doesn’t allow it?
  • Healthcare: How would you prioritize care for two critical patients arriving at the same time?
  • Education: A student consistently disrupts class and affects other students’ learning. How would you handle this while maintaining a positive classroom environment?
  • Sales: A loyal client is thinking about switching to a competitor due to pricing. How would you negotiate to retain their business without compromising company profits?
  • Marketing: A competitor just launched a new product that’s getting much attention. How would you adjust your marketing strategy to maintain your brand’s competitive edge?
  • Finance: A client is upset because their investment portfolio underperformed last quarter. How would you handle this conversation and manage their expectations?
  • Construction: A team member isn’t following safety protocols on the job site. How would you address this while ensuring project safety?

Frequently asked questions about situational interview questions

How are situational interview questions different from other types of interview questions?

Situational questions deal with hypothetical scenarios on the job. Traditional interview questions, like behavioural ones, ask how the candidate managed past situations. Technical questions assess knowledge or skills in a specific area, while brainteaser questions show how a candidate thinks.

Can situational questions reduce bias during interviews?

Yes, situational questions focus on how candidates would handle challenges instead of their personal history. This helps reduce bias and allows for a fairer assessment based on skills and potential.

How can I ensure candidates understand the context of situational questions?

Provide brief context for each scenario to ensure candidates clearly understand the situation. These details can help them give relevant and thoughtful responses.

Situational interview questions can tell you how candidates deal with real-life challenges, giving you a better look at their potential. By asking these questions, you can assess hard and soft skills, such as teamwork, creativity, project management, and leadership, to determine whether the candidate is a good fit for the role. 

Recent Hiring Process Articles

See all articles in this category
Three individuals are sitting at a table with a laptop, a disposable coffee cup, notebooks, and a phone visible. Two are facing each other, while the third’s back is to the camera. The setting appears to be a bright room with large windows.

Ready to get started?

Post a Job