31 situation-based interview questions to ask skilled professionals

Does your company need to hire a skilled professional? The hiring process may initially seem complex, but you can find the best talent in two steps.

First, start with skills tests, such as our Personality & Culture or Role specific tests, to test your candidates’ abilities. Once candidates complete the skills tests, you can begin conducting interviews.

How can you ensure your applicants are engaged in the interview? With these 31 situation-based interview questions, you can enhance the candidate experience and learn more about your interviewees. Check out the list below and start assessing your skilled applicants.

31 situation-based interview questions to ask in an interview

Ask candidates some of these situation-based interview questions about leadership roles, skills, and experience to determine if they match your team.

1. Explain how you would proceed if you made an error, but your boss didn’t notice.

Employees should take responsibility for their errors and try to learn from them. For example, a software developer might notice a coding error that a software tester didn’t. To handle the situation, they should notify the tester and try to fix the bug to ensure the end user doesn’t have difficulties using the software.

Consider if your candidates show integrity when they respond to this situation-based interview question and ask more questions to check if they would learn from the mistake.

2. How would you complete a task you lack experience with?

Since new employees might receive duties they lack experience with, it’s worth asking this interview question to learn how they would handle this scenario. Some candidates might ask for support when they complete challenging tasks, and others will independently research the best methods for handling them.

Still, you could learn about your applicants’ problem-solving skills and how candidates use this ability to manage difficult tasks. Consider using our Problem Solving skills test in a candidate assessment to achieve this goal.

3. Can you explain how you learn from failure? Do you have any examples?

Not every candidate is perfect, and many could fail to handle projects in their roles. For example, a content writer might forget to use internal and external links in their blog posts or fail to use keywords. When they receive feedback from the editor, they should try to implement the correct changes to the article.

The key to assessing responses to this interview question is not to dwell on the candidates’ failures. Instead, focus on how they learned from the failures and consider whether your applicants’ outputs improved.

4. How would you respond if an unhappy client asked you to resolve an issue?

If your business is client-facing, your employees may interact with customers and help them handle difficult issues. Our Customer Service skills test will show which potential employees can work with dissatisfied clients, but you can learn more about their ability with this interview question.

Listen for responses that discuss the importance of empathy and communication when speaking with unhappy clients. You can also ask questions about the customer-service phrases they would use to appease the client, including “I understand the situation must be frustrating.”

5. Tell us about one professional goal you achieved and how you accomplished it.

With this question, you can learn which duties your candidates find fulfilling and how they achieve their goals. Applicants should mention a significant career achievement, explain how they accomplished it, and discuss the skills they used.

For example, a software engineer might notice a security issue and then amend the system with clean coding skills. Their effort not only helps the business avoid extra expenses and protects company data, but it also counts as a professional achievement.

6. Have you ever had to collaborate with a co-worker who lacked motivation?

Motivation and work experience affect employee performance by 32.4%. If an employee works with a colleague who lacks motivation, their performance and productivity might deteriorate. Therefore, it’s important to check if candidates can work with other employees who may feel demotivated at work.

Some methods applicants might use to motivate co-workers include to:

• Encourage teamwork

• Talk about their vision for the project

• Communicate regularly

• Share feedback 

Ensure you ask questions about the effectiveness of these methods and the results candidates achieved when using them.

7. Could you tell us about a time you went out of your way to impress a client?

Asking candidates this situation-based interview question will help you learn about their work ethic and customer service abilities. Interviewees should have a few methods for impressing high-profile clients to increase the business-client relationship.

For example, an applicant might provide clients with several products that serve their requirements or propose a few solutions to solve their challenges. Others could offer customer perks such as discounts to enhance the client’s experience.

8. Can you describe a situation when you had a substantial workload?

It’s difficult to handle a substantial workload, but skilled professionals should be adept at managing tasks and deadlines. Some aptitudes that can help candidates manage their projects include time management and project management skills, which you can assess with our Time Management and Project Management skills tests.

However, responses to this interview question will provide more information about your applicants’ task management strategies. Interviewees might complete the following actions to handle a substantial workload:

• Prioritize tasks

• Set deadlines

• Communicate with team members

• Monitor task progress

9. Have you ever needed to make a complex decision at work? Explain how you did it.

Decision-making can be challenging, but critical-thinking ability can help employees decide the best course of action in challenging scenarios. To assess this skill in your candidate pool, you can use our Critical Thinking skills test along with this interview question.

When candidates respond to this question, they can provide a few steps they use to make complex decisions. They might:

• Gather project-related data

• Discuss targets with team members

• Think about the advantages and disadvantages of each decision

• Monitor the outcome of the project decision

10. Can you tell me about a situation when you disagreed with your manager?

Although employees may sometimes disagree with their manager, they should know how to handle conflicts and remain respectful. For example, employees who disagree with project targets because they find them unachievable, might first explain that they understand the goal. Then they can explain that the target is not the ideal fit based on the client’s expectations and the team’s skills.

11. Name one goal you set for yourself. How did you meet the goal?

Candidates should be self-motivated, aim to achieve their goals, and have a few steps that help them accomplish this. For instance, some sales representative applicants might aim to double their sales in six months. To achieve this goal, they might:

• Attend training sessions to enhance their sales skills

• Get support from mentors to improve their techniques

• Calculate the number of sales they should meet

• Implement the skills they learn in their training to meet the target

12. How would you persuade someone to complete a project using your strategies?

Mentors and leaders often need to coach team members to use the best approach for completing a project. This helps employees continually produce the best work. Some methods candidates might mention include to:

• Gather information about the positive outcomes of their approach

• Present the benefits of the method

• Discuss the best ways to implement the strategy

• Ask co-workers if they understand the approach

13. How would you explain a technical project to a non-technical stakeholder?

Sometimes employees need to explain technical ideas to non-technical stakeholders to discuss the advantages of the project. In such situations, team members should avoid using technical jargon and use a storytelling method to share information about the tasks. They can also use visual content to show the outcomes of technical details and ask questions to ensure the audience understands the facts.

14. Do you have any prioritization techniques when handling multiple tasks?

Although you can use a Project Management skills test to assess your candidates’ task prioritization techniques, asking this interview question will help you learn more about their process. Candidates should know how to:

• Identify the requirements of the tasks

• Create a task list

• Use calendars to schedule each task

• Monitor their progress when they complete them

Employees often fail to complete several planned tasks each week, but can efficiently handle their work with the correct prioritization techniques.

15. Could you talk about a time you submitted flawed work?

The best way to assess responses to this question is to consider if candidates learned to improve their work after submitting a project with errors. Most employees should aim for near-perfect work before they submit it. However, new or inexperienced employees might not deliver the highest-quality output when adjusting to the project requirements.

For example, a content writer could fail to produce work that matches a style guide’s specifications. However, when they receive feedback from their editor, they will improve the final article and make amendments to enhance its quality.

16. How do you communicate with team members during a project?

Communication in teams is essential for team-based projects. It can help co-workers understand how much progress they have made and whether they need to make any changes. One example could be in a software development team, where testers should communicate with developers to improve their applications.

To achieve this goal, many team members might use communication tools or video conferencing software to share insights about the project. Others may prefer face-to-face meetings if their company has a presential work arrangement.

17. Can you describe a time when you presented complex information to a team?

Presenting complex information to a team has many advantages, like helping employees learn to engage their audience and ensuring that they easily understand the information. Therefore, it’s crucial to check if applicants have experience with this process.

Applicants should understand how to use visuals in a presentation or check in with the audience to see if they have any questions about their ideas.

Don’t forget to ask follow-up questions to determine if candidates can successfully convey information via presentations.

18. Talk about a situation when you used written communication skills.

Written communication is essential in many fields, and candidates must use the correct writing style for each scenario. If they write daily reports, they should understand that using a concise style can help others understand the information. Or, they might use a different tone of voice when communicating with team members.

Our Communication skills test is the easiest way to assess your applicants’ written communication skills. It will show you which candidates can use professional communication etiquette and summarize messages effectively.

19. Could you tell us about a time when you gave negative feedback to a team member?

This situation-based interview question is ideal if you are hiring a team leader. In their responses, candidates should explain that providing balanced feedback is important for motivating their team. This approach involves offering constructive feedback and mentioning the positive aspects of each team member’s work.

Three other methods candidates may use when providing negative feedback include to:

• Be specific: state the error and avoid generalizations

• Be timely: offer feedback early in the project

• Clarify the feedback: ensure the employee understands the guidance

20. How do you produce high-quality work without getting stressed?

From asking for help and requesting mentorship, to completing training courses and learning new skills, many methods help employees produce good quality work without getting stressed. Candidates might also have a few stress-management strategies to handle high-pressure situations at work, such as:

• Use mindfulness methods in their free time

• Practice problem-solving approaches

• Challenge negative thoughts

Ask open-ended questions to learn more about these strategies, such as “How did your problem-solving methods help you enhance your work?” 

Since problem-solving is a key method to handling high-pressure situations, you can also assess your candidates’ skills with our Problem Solving test.

21. Describe your mentorship style and experience.

When hiring a team leader or manager who will be responsible for mentorship, assessing their coaching experience is essential. Candidates might respond by describing three types of mentoring (one-on-one, distance, and group options) and then state their preferred style.

For example, an applicant might prefer the traditional one-on-one coaching style as they can focus on their co-worker and put a specific mentorship structure in place to support them.

People management is essential to mentorship as it helps leaders guide and influence their co-workers. If you need to assess this skill, use our Leadership & People Management test.

22. Which is more important to you, meeting a deadline or producing quality work?

Ideally, candidates should know how to balance timely work completion and producing quality work. They must have time management and project management skills to achieve this balance.

Applicants might mention a few strategies to handle these requirements, including to:

• Assess what the task requires

• Find the ideal resources

• Make a plan to complete the task

• Try to finish the work early

• Amend the work according to feedback

• Submit the work in time for the deadline

23. Can you tell us about a time you had to complete repetitive tasks?

Repetitive tasks are common for some jobs, such as IT, process tasks, or manual industries. Even though some repetitive tasks lead to boredom and mistakes, the best candidates will know how to challenge themselves and efficiently complete the work.

Using technology, automating monotonous tasks, and setting goals to make task completion fun are three ways applicants might handle boring tasks. Ask for examples to determine if your candidates’ methods increased their efficiency.

24. Have you ever had to hone skills in a limited timeframe? How did you accomplish this?

Some roles, like those in software development or marketing, require employees to hone skills in limited timeframes to complete projects. For example, a software developer may need to check how to use the correct syntax for programming languages they don’t frequently use.

In this case, the developer might review their previous projects and practice their coding skills to enhance their expertise. Consider if their methods yielded good results, and be wary of candidates who don’t have an approach to achieve this. 

25. Tell us about a time you had to handle new responsibilities when your company grew.

When small and mid-sized businesses grow, managers and team leaders often request their team members to handle new responsibilities. If your company is about to grow, consider whether your applicants can handle extra tasks and duties.

Some candidates may take classes to learn new skills and handle tasks. Others might read articles online to ensure they complete their duties well.

It’s not enough to consider if your candidates can handle new responsibilities — ensure they want to complete these duties and help your company improve. Use our Motivation skills test to learn more about your candidates’ work ethic.

26. How would you start a new task?

This situation-based interview question helps you learn about your candidates’ task-related processes. Every candidate will have their own strategy for starting a new task, but what’s important is whether their technique produces good results.

For example, a teacher who creates new lesson plans will complete this task by gathering resources, creating a structure for the plan, and checking if the plan is engaging. A sales representative who must meet a quota will plan their sales strategy, set a goal, and monitor their progress.

When reviewing your candidates’ responses, consider if their strategies led to tangible results.

27. Could you talk about a time when you encouraged team collaboration and innovation?

Collaboration can lead to innovation and help teams thrive in a dynamic environment. With this advantage in mind, team leaders and managerial candidates should have a few strategies to encourage collaborative efforts. They might:

• Encourage new learning methods

• Leverage software and technology 

• Celebrate innovation and prompt team members to offer new ideas

28. How would you adapt to a new system to manage your work? 

New systems can make work more efficient but paradoxically require employees to put in the work to understand them. If your organization is about to adopt new technology or software, consider if your candidates have strategies to learn how to use them.

Some applicants may speak with their manager to clarify what the software does. Some might practice using the system in their free time. The best candidates will ask for support or a demonstration from team leaders if they are unsure how to use the software.

29. Do you have any methods to increase your productivity for challenging tasks?

The annual average productivity decreased by 1.7% between 2021 and 2022 in the US, so it’s crucial to consider whether candidates have methods to increase their output and commitment. Some applicants might set reminders to complete tasks, and others may use productivity apps or review their goals each day.

Whichever methods your candidates use, consider the results they achieved after they enhanced their productivity. 

30. Share a time you had to adapt to a fast-paced work environment.

If you are hiring an applicant for a role in a fast-paced startup or business, you need to ensure they are comfortable in this environment. It’s crucial to consider their methods to adapt to this situation.

For example, some applicants might prioritize their time and projects by writing lists. Others could try to reduce distractions or ask for support from senior team members.

Check whether their methods match your organization’s expectations and would help them thrive in your business.

31. Have you ever required information about a project from a co-worker who didn’t provide it on time? 

A situation like this can lead to project delays, so applicants should know how to find the correct information before the deadline. Listen for responses that show how candidates communicate with their co-workers to receive the facts they don’t have. If they find that email or written communication is ineffective, check if they switched to in-person meetings or meetings via video conferencing software.

When is the best time to use situation-based interview questions?

There’s an ideal time to use situation-based interview questions, and that’s in the interview after your candidates complete their skills assessments. This approach involves creating an assessment with various tests and selecting suitable candidates for the interview when their results prove their expertise.

A few advantages of skills testing include the following:

• Reduced unconscious bias when selecting applicants

• Easier processes when creating a candidate shortlist

• Simpler candidate comparison

Check out the skills tests provided in this article to reap these benefits and streamline your hiring strategy.

Create a list of situation-based interview questions to find suitable pros

Creating a candidate shortlist is easy when you have the best strategy — use skills assessments and situation-based interview questions to find the experts.TestGorilla is helping companies hire the best pros. Choose some questions from our list and five skills tests from our test library to begin the candidate assessment process. Take a product tour or ask for a free demonstration to see why 9,000 companies use our platform for effortless hiring.

Does your company need to hire a skilled professional? The hiring process may initially seem complex, but you can find the best talent in two steps.

First, start with skills tests, such as our Personality & Culture or Role specific tests, to test your candidates’ abilities. Once candidates complete the skills tests, you can begin conducting interviews.

How can you ensure your applicants are engaged in the interview? With these 31 situation-based interview questions, you can enhance the candidate experience and learn more about your interviewees.