Preparing for a job interview goes beyond rehearsing answers to common questions. To truly stand out, you need to understand the three core types of interview questions employers use to evaluate candidates. Each question type reveals different aspects of your suitability for the role and knowing how to answer them strategically is key.
At Resource Provider Ltd, we help professionals across the UK navigate their career journeys with confidence. In this article, we break down the three most common types of interview questions and share practical strategies to help you answer them with clarity and impact.
1. Situational Interview Questions
What they are:
Situational questions present hypothetical scenarios that could occur in your role. Employers ask these to assess how you might respond to challenging or unfamiliar situations on the job.
How to approach them:
Pause and understand what the interviewer is truly trying to assess whether it’s conflict resolution, time management, leadership, or ethical judgement. Your goal is to show calm, thoughtful decision-making and a solutions-focused mindset.
Example Question:
“You discover a colleague has made a mistake that no one else has noticed. What do you do?”
Strong Answer:
Show ownership without blaming others. “I’d first verify the error and then follow internal procedures. If appropriate, I’d discuss it with the colleague directly in a constructive way, offering help to fix the issue. If unresolved, I’d escalate it responsibly to a supervisor.”
Example Question:
“Describe a mistake you’ve made at work.”
Strong Answer:
Demonstrate accountability and learning. “I once missed a deadline due to poor team communication. I took responsibility, communicated with stakeholders, and implemented a new system for project tracking. Since then, we haven’t missed a single deadline.”
Example Question:
“You’re juggling multiple projects with hard deadlines. How do you prioritise?”
Strong Answer:
Explain a clear system for prioritisation. “I list all tasks, assign deadlines, assess urgency, and focus on one task at a time. I regularly reassess priorities to stay on track.”
2. Competency-Based Interview Questions
What they are:
Competency-based questions evaluate your technical and interpersonal skills by asking for real-life examples from your previous roles.
How to approach them:
Use the STAR method (Situation, Task, Action, Result) to provide structured, relevant examples that showcase the skills mentioned in the job description.
Example Question:
“Tell me about a time you used creativity to solve a problem.”
Strong Answer:
Demonstrate innovation with results. “At a previous role, I identified high staff turnover as a concern. I created an anonymous survey that revealed training gaps. Our recommendations reduced turnover by a third within six months.”
Example Question:
“Tell me about a time you supported a colleague who was struggling.”
Strong Answer:
Highlight teamwork and empathy. “A new team member was unfamiliar with our reporting tools. I trained them weekly, which improved team efficiency and contributed to a 25% revenue increase over six months.”
Example Question:
“Describe a situation where you led a team.”
Strong Answer:
Showcase leadership and collaboration. “I led a project pitch to prospective clients, delegated tasks strategically, and ran rehearsals. Our cohesive presentation won nearly all targeted clients.”
3. Behavioural Interview Questions
What they are:
Behavioural questions focus on how you’ve acted in specific real-life situations. These are used to predict future behaviour based on past actions.
How to approach them:
Be honest and reflective. Highlight how your character, values, and approach helped overcome challenges and contributed to business goals.
Example Question:
“Give me an example of something you tried that didn’t work. What did you learn?”
Strong Answer:
Focus on growth. “We trialled a one-month membership at my previous company. It didn’t convert to long-term signups, so we replaced it with six-month contracts, which increased profitability.”
Example Question:
“Tell me about a time you followed directions you disagreed with.”
Strong Answer:
Balance teamwork and critical thinking. “I raised concerns during a project about outdated data but complied with the plan. My input led to future improvements in research protocols.”
Example Question:
“Describe a time you had to learn something completely new.”
Strong Answer:
Show commitment to continuous learning. “When I started in marketing, I immersed myself in blogs, books, and webinars to stay ahead in a fast-moving industry.”
Final Thoughts: Preparing for Every Type of Interview Question
Understanding the difference between situational, competency-based, and behavioural interview questions is crucial for strong performance. Each requires a tailored approach, but together they help paint a complete picture of your potential as a candidate.
Before your next interview, revisit the job description, prepare relevant examples using the STAR method, and reflect on how you can demonstrate both your skills and values.
At Resource Provider Ltd, we’re dedicated to helping you unlock high-paying, rewarding career opportunities. For tailored support, speak with our recruitment specialists or explore our latest career guides and job listings.