That’s part of why hiring managers ask situational interview questions they want to see how you really think, not just how well you recite rehearsed answers. In most cases, situational questions fall into the remaining 20 percent. Overall, only about 80 percent of interview questions are predictable. Why Are Situational Interview Questions Asked? As a result, you can use how they begin their question as a clue as to how to proceed. In most cases, hiring managers make it incredibly clear if they want an example from your past or need you to navigate a hypothetical. For example, behavioral interview questions typically start with prompts like, “Tell me about a time you…” With situational questions, they usually start out with something like, “How would you handle.?” How do you tell the two questions apart? Well, how they begin is usually a big clue. To quote US News, “In a nutshell, behavioral interview questions deal with the past or present, and situational interview questions deal with the future.” With situational interview questions, you’re presented with a hypothetical situation, requiring you to outline how you think you would act. With behavioral interview questions, you’re asked to relay a past experience and discuss the details of how you handled yourself in that situation. In most cases, that means using STAR-style answers. With both types of questions, your answer needs to talk the hiring manager through how you handle a particular incident or issue. Situational interview questions are similar to behavioral questions in several ways. Fortunately, it isn’t as hard as you’d expect. Knowing how to answer situational questions is essential if you want to shine as a candidate. Thanks to situational interview questions, many candidates find themselves walking through scenarios that they’ve never encountered, hopefully in a way that impresses the hiring manager. What would you say if I told you that role-playing sometimes creeps into the interview process? Does that sound outlandish? Well, it isn’t.
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