Do you still use hypothetical rather than fact-based interview questions?

Then let me briefly share with you why fact-based job interview questions are state-of-the art and when hypothetical questions might make sense?

Objective Evaluation of Real Examples: Fact-based interview questions focus on relevant past candidates’ examples rather than relying on speculative answers which candidates can make up. Thus, 3 points are crucial:

1. What was the concrete objective of a project? (i.e. %-change vs py)
2. What has the candidate done? (he himself)
3. Which KPI results were achieved? (in comparison to the objective)

Predictive Validity: Past behavior is a very strong predictor of the future. When you ask fact-based questions about past successes, you get valuable insights into how candidates are likely to perform in similar situations in the future.

Structured Interviews: When you conduct multiple interviews by different interviewers, you secure comparability via a structured interview process with similar fact-based interview questions. You thus, reduce a potential bias in the hiring decision as all interviews consistent.

Two Examples when Hypothetical Interview Questions are Justified:

1. Case Study Questions which are typical for the interviewed role, i.e. an annual employee appraisal, a change of priorities/timings, or an unplanned event. Thus, a case study provides insights on the candidates’ creative & innovative thinking and the ability to tackle issues that are relevant for the role.
2. Future Orientation questions on the first 100 days on the job. This allows you to gauge candidates’ vision, goals, and aspirations within the context of the role and the organization.

In conclusion, fact-based questions that focus on candidates past experiences and achievements are key for a successful job interview while hypothetical questions such as in a case study or a plan for the first 100 days are a good addition.

AKlein-Consult: Great Roles in FMCG 🛒, LifeScience 🧪and Asia 🌏.