Question

Construct a good interview question for a position of your choosing. The question should relate to a specific skill requirement for the position and you will need to include the criteria for rating the applicants answer.

Short answer

An interview question for a Project Manager could be: 'Describe a situation in a previous job where you had to lead a team to meet a tight deadline. What resources did you use, what difficulties did you encounter, and how did you overcome them?' The criteria for rating the answer could include clarity of communication, evidence of teamwork and leadership, strategic problem-solving, and appropriate use of resources.

Step-by-step solution

Identify Key Skills

First, identify the key skills required for the position. If, for instance, the position is a project manager in a tech company, these could include leadership, problem-solving, resource management and knowledge of specific project management tools.

Formulating the Interview Question

Based on the identified skills, create a situational or behavioral question to evaluate the candidate's abilities. An example of such a question can be: 'Describe a situation in a previous job where you had to lead a team to meet a tight deadline. What resources did you use, what difficulties did you encounter, and how did you overcome them?' This question examines both the candidate's problem-solving and leadership abilities.

Define Criteria for Rating

Now, establish a scoring rubric or set of criteria for assessing the candidate's response. This could include factors like clarity of communication, evidence of teamwork and leadership, strategic problem-solving, and appropriate use of resources. Each criterion could be scored on a scale from 1-5.

Key concepts

Key Skills Identification

Identifying key skills is the vital first step when creating interview questions. For any role, pinpointing what abilities and experience are most essential sets the stage for the entire interview process. For instance, in a project manager role, key skills might include:

• Leadership: Ability to guide and motivate a team.
• Problem-solving: Finding solutions under pressure.
• Resource Management: Efficient use of available tools and personnel.
• Technical Know-How: Familiarity with essential project management tools like Jira or Trello.

Once you know what skills are crucial, you can focus your questions to uncover whether candidates truly possess these skills. It saves time and allows for a more focused evaluation of the most important qualities for the position.

Situational and Behavioral Questions

Situational and behavioral questions are powerful tools in an interview. These types of questions delve into past experiences to predict how someone might perform in the future. A well-constructed situational question might ask candidates to 'Describe a time when...'. This method encourages them to share *real* experiences, giving you a window into how they handled past challenges.
Behavioral questions, on the other hand, can reveal a candidate's thought process and how they typically approach problems. If you want to assess leadership and problem-solving, pose a scenario that includes these elements. For example: 'Describe a situation in which you had to lead a team through a challenging project within a tight deadline.' This not only reveals their technical skillset but also gives insight into their emotional intelligence and ability to manage stress.

Scoring Rubric Development

To effectively gauge responses, developing a scoring rubric ensures that each candidate is evaluated fairly and consistently. This rubric should detail specific criteria relevant to the role; for example, leadership roles could be scored on:

• Clarity of Communication: Does the candidate convey their thoughts clearly and concisely?
• Teamwork Evidence: How well did they collaborate with others?
• Strategic Problem-Solving: Did they show a proactive and effective approach to challenges?
• Efficient Resource Use: Were resources utilized optimally to solve issues?

Each criterion can be rated on a scale from 1 to 5, where 1 is weak and 5 is excellent. Such structured scoring helps in comparing candidates and making confident hiring decisions, reducing subjectivity in assessments.