Interview Questions
View our online interviewing workshop at http://www.stpaulcareers.umn.edu/workshops.html.
Unstructured Interview Questions
Unstructured interview questions are those that allow you to talk about topics of your choice. The questions may be worded in a way that allows for variety in the skills you share. These questions might also entail the interviewer simply asking you questions related to your resume and application materials. The below document includes many sample questions that apply to any industry and are common for entry level positions. Use this list as a beginning point for practicing interview questions, but realize that employers will also have some unique questions to ask that are very job specific.
Behavior Based Interview Questions
Behavior based interview questions are increasingly common with employers and are based on the idea that the best predictor of future success is past performance. These questions are phrased in a way that forces you to share specific examples to prove your point.
“Tell me about a time when…”
“Give me an example of a situation where you…”
Employers will decide the skills needed for the position and ask questions that force you to give examples of times when you have used each skill. To effectively answer these questions, it is critical that you give specific examples preferably from school, activities and work. A thorough answer to a behavior based interview question includes four parts and is known as the "S.T.A.R" technique:
Situation – a brief set up of the situation you are going to tell about
Task – an explanation of the task you had to complete, or problem you had to resolve
Actions – explain the specific/detailed actions you took focusing on the skills you used in this situation (This is where most of your answer should be spent!)
Result – explain the positive outcome from the example you shared. How did things turn out?
Example:
Tell me about a time when you were in conflict with another person and how you handled the situation?
In a recent position with a non-profit organization, I was working on a fundraising event with a co-worker. (Situation) The co-worker and I came into conflict over selecting a facility for the event. (Task) Once becoming aware of the conflict, I scheduled a meeting for us to discuss our views. During this meeting, I politely asked my colleague to explain her thoughts about her preferred location and I listened carefully to her opinions. I then tactfully explained my opinion and why I felt a second location was a better fit. When we still were unable to come to an agreement, we agreed to gain input from the event director. (Actions) By gathering a third opinion and respecting our different view points, we were able to come to a positive resolution that did not jeopardize our working relationship. The location we selected was excellent and the event was a success. (Result)
Click on Behavioral Interviews for a handout listing additional behavoiral questions to practice and an overview of the S.T.A.R technique.
