Why Use Situational Questions?
By Jeff Altman, The Big Game Hunter
LinkedIn wrote, “Situational questions provide several benefits for both the interviewer and the candidate. They can evaluate the candidate’s problem-solving, 
decision-making, and communication skills, as well as explore their values, attitudes, and motivations. Situational questions can also test the candidate’s adaptability, creativity, and initiative while simulating the challenges and expectations of the role. Ultimately, situational questions can engage the candidate in a meaningful and interactive conversation.”
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I commented, “I divide situational questions into two categories–behavioral questions and hypothetical questions. Behavioral questions should be tied to previous successes and relate to a situation they will deal with upon joining. “Tell me about a time when you …” then outline a work scenario they will deal with upon joining. Hypothetical questions are designed to encourage someone to think. “Imagine you were in a situation where you were asked to …” Describe a problem scenario that might be more advanced than might be expected of them. This will give them an opportunity to explain how they would problem-solve something that might exceed the expectations of the role and give you an opportunity to listen to how they would puzzle through a situation.”
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