Aerospace/Production/ Manufacturing/Construction

Predictive Power: These questions go beyond what a candidate can say about their skills and delve into how they would think and act in situations relevant to the job. This provides a better prediction of how they might perform in the role. [^situational interview questions]
Reduced Bias: By focusing on hypothetical scenarios, situational questions remove some of the subjectivity from the interview. This means you can compare candidates more fairly based on their thought processes and problem-solving approaches, rather than factors like past experiences (which can be influenced by factors outside the candidate's control). [^behavioral interviewing pros and cons]
In-Depth Insights: These questions encourage candidates to explain their thought processes and decision-making approaches. This allows you to assess their critical thinking, communication skills, and problem-solving abilities in a more comprehensive way. [^Asking Situational and Behavioral Questions in Job Interviews]
Unveiling Values: How a candidate approaches a situation can reveal their underlying values and priorities. This can be crucial for determining if they are a good cultural fit for your team and organization.
Less Rehearsed Responses: Unlike traditional interview questions, situational scenarios can be less predictable. This can help identify candidates who can think on their feet and adapt to new situations.

theboardiQ Ace Guide Consumer Consumer (Retail/IT/Telecom/Utilities) Self Assessment