Some interviewers only use hypothetical rather than fact-based interview questions. Why do fact-based job interview questions matter and when do hypothetical questions make sense?

Objective Evaluation of Real Examples: Fact-based interview questions focus on past candidates’ examples that are relevant for the vacant position rather than relying on speculative answers which candidates can make up. 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 successes, 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:

Case Study Questions which are typical for the interviewed role, i.e. an annual employee appraisal, a change of priorities/timings, or an unplanned production stop. Thus, a case study provides insights on candidates creative & innovative thinking and their ability to tackle issues that are relevant for the role.

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.

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.

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