Many interviewers only use hypothetical interview questions rather than fact-based interview questions.

What are the advantages of fact-based job interview questions and when do hypothetical questions make sense?

Objective Evaluation of Real-world Scenarios: Fact-based interview questions focus on past candidates’ examples. This assesses candidates’ skills, qualifications, and behaviors rather than relying on speculative answers which candidates can make up. However, focus needs to be on factors that are relevant for the vacant position, i.e. leadership skills, analytical thinking, decision-making, handling multiple priorities, etc. Thus, 3 points are to be addressed:

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 strong predictor of future behavior. By asking fact-based questions about past successful experiences, interviewers gain insights into how candidates are likely to perform in similar situations in the future.

Structured Interviews: When candidates are interviewed separately by multiple interviewers, comparability is achieved by a structured interview process. Fact-based interview questions ensure a structured interview process. Thus, being evaluated based on consistent criteria reduces the potential bias in the hiring decision.

When Hypothetical Interview Questions Do Make Sense:

1. Case Study Questions which are typical for the interviewed role, i.e. an annual employee appraisal, a change of priorities/timings, an unplanned production stop, etc. Candidates need sufficient background of the situation and the task, specifically when they lack industry experience. Thus, a case study provides insights on candidates creative & innovative thinking and their ability to tackle issues that are relevant for the role.
2. Future Orientation questions on how a candidate would conduct his first 100 days on the job. This allows interviewers to gauge candidates’ vision, goals, and aspirations within the context of the role and the organization.

Downsides of Hypothetical Interview Questions When Used Wrongly:

1. Lack of Real-World Context: Hypothetical scenarios may not accurately reflect the realities of the job, present exaggerated/extreme situations or might require industry knowledge. Thus, candidates may struggle to provide relevant responses to situations they have not encountered in their professional experience or they are not familiar with due to missing industry expertise.
2. Potential for Bias: Hypothetical questions can be subjective and open to interpretation, leading to inconsistent evaluation criteria and potential biases in the interviewer’s assessment of candidates’ responses.

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

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