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2. Behavioral questions are another common question type. Most interviews include behavioral questions because interviewers believe how you behaved in the past will predict how you will behave in the future. They often deal less with particular skill sets and more with your personality and how you confront interpersonal interactions or work situations. These questions ask you to describe a past situation and how you handled it. Behavioral questions often begin with "Describe a time when you confronted…"
TIP: They want to learn about your experiences, personality, how you think, your values, and your ability to navigate difficult situations. Think of a STORY that demonstrates the behavior employers want to see: how you dealt with conflicting values, disappointment, the failures of others, or situations when you have demonstrated leadership, team spirit, and gone "above and beyond" for the sake of your employer.
3. Hypothetical questions are behavioral questions phrased in the future rather than the past. The interviewer wants to determine how you will handle issues. These questions might begin with, "How would you respond to..."
TIP: You might be asked these questions if you do not have direct industry experience. Interviewers will predict your future behavior based on your opinions of various work scenarios. Try to answer these questions with an actual example of a similar professional or educational experience. Briefly, state what happened, the action you took, and the end result. IF you don’t have a similar experience and are unsure, DO NOT try to fake it; be honest! It is ALWAYS better to seek help from an experienced individual rather than getting in over your head!
4. Skill-based questions are usually industry-specific for positions that require a level of technical proficiency. Healthcare, social work, technology, legal, graphic design, education, etc, may put candidates through tests or have them demonstrate skills in the interview. Sometimes, there is an assignment prior to the interview: prepare a presentation, case, document, or lesson plan.
TIP: These questions are to determine your skills level in an area. Do NOT panic or start making excuses. The interviewer does not expect you to be PERFECT; they are determining basic competency, resourcefulness, and coachability. How do you perform when you have to solve complex problems or challenges, what other skills or experiences can you pull from?
5. Crazy questions. What? Can you repeat that? These questions are just to make the interview a little interesting. You can do a little “prep” work for all of the questions above, but this category is just meant to see how you react to an unpredictable situation. Are you adaptable?
TIP: Smile. This is all about how you respond to the unexpected. How do you communicate when you are uncomfortable? Are you going to be compatible with other people in the company?
A company is looking for the best “fit” not the most “qualified” person. Practice, be confident, and be a successful interviewee!