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It’s common to see scenario-based and situational interview questions used interchangeably, and while they do share a great deal of overlap, there are key distinctions all managers and HR leaders must be aware of to ensure they hire the right candidates the first time.
Situational questions typically present candidates with hypothetical, future-oriented scenarios designed to gauge how they would react in a specific situation they could encounter on the job. They evaluate a candidate’s problem-solving skills, judgment, and ability to think on their feet. How would the candidate act in the moment?
Scenario-based interview questions are also hypothetical but often have more depth and complexity than situational questions, involving multiple steps or problems within the provided scenario and drawing on general principles and ethics.
Each type of question seeks to determine how a candidate thinks, problem-solves, and makes decisions on the job, so both are essential during an interview.
Benefits of using these questions in interviews
Both types of questions focus on the future, but situational questions are typically more direct and centered on a single problem, while scenario-based questions are broader and involve multiple steps or factors.
Benefits of scenario-based interview questions:
Provide a deep understanding of a
