Google uses “structured interviewing” to discover who has the highest likelihood of success.
Structured interviewing is a fancy way to say that for a specific job, interviewers “ask everyone the same questions, and score them the same way.” That way, they control variability in the questions and control for answers that predict success.
Structured interview questions fall into two broad categories: behavioral and situational.
Behavioral questions ask the candidate to “tell you about a time when” a certain event occurred, or a certain task or project was required, or a problem or opportunity surfaced and they had to design an approach. These questions work because a candidate’s past experience in approaching similar problems is predictive of their ability to succeed in a similar role.
Situational questions are more hypothetical: “Imagine that the following event occurred. How would you handle it?” The candidate’s answer will give you a glimpse into their ability to think quickly and react appropriately, as well as an indication of their approach to problem-solving.
If you’re looking to up your interviewing game, create a list of five behavioral questions and five hypothetical questions. You’ll end up with a 10-question interview that’s good for 45 minutes and will be the most productive hiring conversation you’ve had in a long time.
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