It’s been a while since interviewers started applying non-standard approaches to test a candidate’s skills during the interview. Instead of asking “Have you ever had a conflict with your colleague? How did you manage?” they will ask “What would you do if you were assigned to a project with a rather brash colleague whose view on the topic is dead opposite?”. It makes the game harder since it may be a new situation in your background, and you have no prior experience.
Why would they do so? It reveals a person in action. Now, candidates have to apply their problem-solving talents (or any other skills depending on the question) and demonstrate how they deal with non-standard or unexpected situations. Since we’ve cracked this crafty approach, let’s check on 7 situational interview questions a candidate may face. It will help you not get mixed up in front of the hiring manager.
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What recruiters expect from a candidate: It’s normal not to like some aspects of your job, and there is no need to act as you do. However, one should demonstrate their readiness and mature view on dealing with all the tasks equally responsibly, no matter how enjoyable they are.
A perfect alternative a candidate can use: Since working with people is the root cause of why I’d like to work on this position, I am ready to handle some additional duties even though it might not be as exciting as expected. At the same time, it’s up to me to refine this process and make it as comfortable for me as possible. Therefore, I might address my time-management skills and arrange paperwork, for instance, in such a way that it brings minimum discontent into my working process. Let’s say, I’ll fix one day which can be devoted to doing this kind of work and try to complete everything within this framework.
What recruiters expect from a candidate: One should be aware of the ability to demonstrate respect and accept your team’s opinions? Even if they oppose your ones, it is a must in many companies. However, being ready to stand up for your idea and being able to provide relevant proof of it being valid might also be a crucial asset for a candidate.
A perfect alternative a candidate can use: First and foremost, I should investigate why my idea has faced my colleagues’ rejection. There might be several reasons:
In both cases, I’d put maximum effort into presenting my idea in the most transparent and approachable way using a presentation. I will consider all the likely fears and hesitation to be able to respond to them. Furthermore, there will also be a possibility of providing feedback anonymously, showing my team all the opinions matter, and contributing to our common success.
What recruiters expect from a candidate: Being honest and transparent with your colleagues or employees is often the basis of corporate communication in many companies. Therefore, interviewers expect a candidate to demonstrate their readiness to provide constructive feedback to ensure the workflow of the whole team isn’t interrupted.
A perfect alternative a candidate can use: Pointing out somebody’s shortfalls is always a challenge for both sides – the boss and the employer. I would try to turn sharing feedback into a routine so everybody feels pretty chilled about this procedure. Once people are used to it, the stress level is cut in half, and there is no element of surprise if the boss calls somebody to their office. Furthermore, conversations regarding somebody’s cons should always start with praise or positive comments, so the part with the drawbacks is balanced and doesn’t strike that much.
What recruiters expect from a candidate: This one might be tricky because the solution a candidate should provide may well depend on the position under consideration.
A perfect alternative a candidate can use: If you’re applying for a junior position, your answer should demonstrate your flexibility, adaptability, and commitment to finish everything at the top level. If it’s a senior position, the genuine aim of this question could be to check your ability to run the show in unpredictable circumstances and keep your head above water when everything is getting messed up. One of the possible approaches would be your decision to analyze the new goals or priorities and find ways to adjust the project to them without changing it globally.
What recruiters expect from a candidate: Demonstrating your emotional maturity by showing no sign of disappointment and accepting an opportunity to grow and develop instead.
A perfect alternative a candidate can use: Telling a situation from your experience when a superior provided feedback with elements of criticism. However, instead of getting offended, you seized an opportunity. You even detected some obvious mistakes that were very easy to correct and contributed to your working process and efficiency. It’s an impressive proof of you being open to different kinds of feedback and taking it as your growth booster. Moreover, you don’t get hung up on your failures but are ready to reconsider your approach instead of getting mad or providing excuses.
What recruiters expect from a candidate: Doing your job well is necessary. However, no one is ensured from making mistakes. What is decent is when you are always frank with your managers and don’t turn your tail trying to cover it up.
A perfect alternative a candidate can use: You should convince the interviewer that making a mistake is just a chance to level up, but not something embarrassing. Say that not only are you ready to admit having made this mistake but also conduct a deep analysis of why it has happened. Finally, remember to mention creating a list of solutions to address the issue and immediately redoing the project. No doubt, you’ll inform your boss as soon as possible and be honest with them regarding the deadline. Ensure they realize you are ready to make every effort to complete the task and meet your company’s high standards.
What recruiters expect from a candidate: You can compromise, act flexibly, and accept that you are not a hundred-dollar bill and not everybody’s going to love you. Show that your subjective preferences have nothing to do with the common mission both of you have committed to work on.
A perfect alternative a candidate can use: Sharing a story when you faced cooperation with a person whose ideas and approach were as different as chalk and cheese from yours. Let them know you did your best to stop the conflict at its source and tried to achieve a consensus with your colleague. Highlight that despite all weirdness and discomfort from this situation, you opted for the most reasonable way to figure everything out, which led to a win-win outcome: you peacefully managed the case, learned from one another, and completed the project successfully. It will form your opinion as a well-balanced and committed team member.
When dealing with such non-standard questions, your main aim is not to get puzzled. Undoubtedly, there have been similar situations in your experience, and you need to pull yourself together and get your bearings on the spot. If you have never had a job and this is your debut interview, look through the article once again – our tips are bound to come in handy!
