How to Evaluate Situational Questions
By Jeff Altman, The Big Game Hunter
LinkedIn posed this scenario: “In order to evaluate situational questions fairly and objectively, there are a few steps you should take. Firstly, define the criteria 
and rating scale to assess the candidate’s response. Then, compare the response to the expected or ideal response. Additionally, consider the quality and relevance of the candidate’s action and result. It is important to avoid biases and stereotypes that may influence your judgment. Furthermore, use multiple sources of information and evidence to support your decision. Finally, document your evaluation and provide feedback to the candidate.”
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In response, I commented, “In the example of hypothetical questions, you want the questions to be challenging enough to help you learn about how they would solve a problem that might be out of their depth. Giving them an opportunity to ask clarifying follow-up questions helps you see their thinking process. The solution doesn’t matter. It’s how they think. In the case of behavioral questions, can they concisely tell their story on the first telling and then go into detail that may connect with a situation they might face in yours’. Even if it doesn’t connect with yours, do they demonstrate a worthy expertise that can be channeled in yours that matters. Details that relate to your problems can be used as tiebreakers but stick with the basic–how do they think?”
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