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.