[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"detail-sidebar-cat-0-en-105":3,"doc-seo-391646-105":59,"doc-detail-391646-en":131},{"code":4,"msg":5,"data":6},0,"success",[7,13,18,23,28,33,38,43,48,51,55],{"id":8,"doc_module":4,"doc_module_name":9,"category_name":10,"show_sort_weight":11,"slug":12},1,"Document","Story & Novel",90,"story-novel",{"id":14,"doc_module":4,"doc_module_name":9,"category_name":15,"show_sort_weight":16,"slug":17},2,"Literature",80,"literature",{"id":19,"doc_module":4,"doc_module_name":9,"category_name":20,"show_sort_weight":21,"slug":22},4,"Exam",70,"exam",{"id":24,"doc_module":4,"doc_module_name":9,"category_name":25,"show_sort_weight":26,"slug":27},5,"Comic",60,"comic",{"id":29,"doc_module":4,"doc_module_name":9,"category_name":30,"show_sort_weight":31,"slug":32},6,"Technology",50,"technology",{"id":34,"doc_module":4,"doc_module_name":9,"category_name":35,"show_sort_weight":36,"slug":37},7,"Healthcare",40,"healthcare",{"id":39,"doc_module":4,"doc_module_name":9,"category_name":40,"show_sort_weight":41,"slug":42},8,"Research & Report",30,"research-report",{"id":44,"doc_module":4,"doc_module_name":9,"category_name":45,"show_sort_weight":46,"slug":47},9,"Religion & Spirituality",20,"religion-spirituality",{"id":46,"doc_module":4,"doc_module_name":9,"category_name":49,"show_sort_weight":46,"slug":50},"World Cup","world-cup",{"id":52,"doc_module":4,"doc_module_name":9,"category_name":53,"show_sort_weight":52,"slug":54},10,"Lifestyle","lifestyle",{"id":56,"doc_module":4,"doc_module_name":9,"category_name":57,"show_sort_weight":24,"slug":58},19,"General","general",{"code":4,"msg":60,"data":61},"ok",{"site_id":62,"language":63,"slug":64,"title":65,"keywords":66,"description":67,"schema_data":68,"social_meta":124,"head_meta":126,"extra_data":128,"updated_unix":130},105,"en","targeted-interview-questions-competencies-attributes","Targeted Interview Questions - Competencies & Attributes","","A job interview question bank organized by competencies and attributes to help interviewers elicit evidence of candidate effectiveness. The guide instructs users to select key required attributes, then pull structured questions per competency using behavioral prompts for past examples and situational prompts for hypothetical scenarios. It includes detailed sample questions across communication, flexibility, problem-solving/analysis, and technical capacity, covering listening, negotiation, deadline handling, logic-based decisions, analytical approaches, reporting, and technical troubleshooting.",{"@graph":69,"@context":123},[70,84,106],{"@type":71,"itemListElement":72},"BreadcrumbList",[73,77,79,82],{"item":74,"name":75,"@type":76,"position":8},"https://docshare.wps.com","Home","ListItem",{"item":78,"name":9,"@type":76,"position":14},"https://docshare.wps.com/document/",{"item":80,"name":20,"@type":76,"position":81},"https://docshare.wps.com/document/exam/",3,{"item":83,"name":65,"@type":76,"position":19},"https://docshare.wps.com/document/targeted-interview-questions-competencies-attributes/391646/",{"url":83,"name":65,"@type":85,"image":86,"author":91,"headline":65,"publisher":94,"fileFormat":97,"inLanguage":63,"description":67,"dateModified":98,"datePublished":99,"encodingFormat":97,"isAccessibleForFree":100,"interactionStatistic":101},"DigitalDocument",{"url":87,"@type":88,"width":89,"height":90},"https://docshare.wps.com/thumbnails/targeted-interview-questions-competencies-attributes/391646.png","ImageObject",300,407,{"name":92,"@type":93},"Liam","Person",{"url":74,"name":95,"@type":96},"DocShare","Organization","application/pdf","2026-10-29","2026-09-25",true,{"@type":102,"interactionType":103,"userInteractionCount":105},"InteractionCounter",{"@type":104},"ViewAction",11,{"@type":107,"mainEntity":108},"FAQPage",[109,115,119],{"name":110,"@type":111,"acceptedAnswer":112},"What is the purpose of this targeted interview question list?","Question",{"text":113,"@type":114},"It helps interviewers choose the most important job-relevant attributes and gather consistent questions from selected competencies to evaluate candidate effectiveness.","Answer",{"name":116,"@type":111,"acceptedAnswer":117},"How do behavioral and situational questions differ?",{"text":118,"@type":114},"Behavioral questions ask for specific past examples demonstrating skills or behaviors. Situational questions present hypothetical scenarios and ask how the candidate would respond.",{"name":120,"@type":111,"acceptedAnswer":121},"Which competency areas are covered in the sample questions?",{"text":122,"@type":114},"The document includes sample questions under Communication, Flexibility, Problem-solving/Analysis, and Technical Capacity, each with behavioral and situational formats.","https://schema.org",{"og:url":83,"og:type":125,"og:title":65,"og:site_name":95,"og:description":67},"article",{"robots":127,"canonical":83},"index,follow",{"doc_id":129,"site_id":62},391646,1790466039,{"code":4,"msg":5,"data":132},{"doc_id":129,"user_id":133,"nickname":92,"user_avatar":134,"doc_module":4,"category_id":19,"category_name":20,"doc_title":65,"doc_description":67,"doc_content":135,"file_id":136,"file_url":137,"file_type":138,"file_size":139,"view_count":105,"is_deleted":4,"is_public":8,"is_downloadable":8,"audit_status":8,"page_count":140,"language":141,"language_code":63,"site_id":62,"html_lang":63,"table_of_contents":142,"faqs":143,"seo_title":144,"seo_description":67,"update_tm":145,"read_time":146,"preview_page_count":4},8796095461564,"https://ap-avatar.wpscdn.com/davatar_155a257f0dc6eb9ab79c44ca47cae57d","TARGETED INTERVIEW QUESTIONS  \nChoose the most important attributes that are required to be effective in the job for which you are interviewing. Gather questions from each of the selected competencies to create your list of interview questions.  \nWithin each competency, sample questions are organized by the following:  \n1. Behavioral. An interview technique that focuses on a candidate's past experiences, behaviors, knowledge, skills and abilities by asking the candidate to provide specific examples of when he or she has demonstrated certain behaviors or skills as a means of predicting future behavior and performance.  \n2. Situational. An interview technique that gives the interviewee a hypothetical scenario and focuses on acandidate's past experiences, behaviors, knowledge, skills and abilities by asking the candidate to provide specific examples of how the candidate would respond given the situation described.  \nCOMPETENCIES/ATTRIBUTES  \nCommunication  \nBehavioral  \n▪ Give some examples of how and when you were the spokesperson for your current (or most recent) company.  \n▪ Give an example of how you carefully considered your audience prior to communicating with them. What factors influenced your communication?  \n▪ Describe a time you used your communications skills to negotiate with an angry person.  \n▪ Have you ever given a presentation to a group? How did you prepare for it? What would you do differently?  \n▪ Describe a time when you were able to overcome a communications barrier(s) .  \n▪ Tell me about a time when effective listening skills helped you in a problematic situation.  \n▪ Tell me about a time when you thought someone wasn't listening to you. What did you do?  \n▪ Recount an occasion when you were greeted with a greeting that was not normal for you. How'd you respond?  \nSituational  \n▪ Suppose two managers have difficulty communicating with each other, but you understand both. Would you try to help the two understand each other better? If so, how?  \n▪ Two members of a team do great work, but they do not work well together. What are some of the key ways to get them to work together better?  \nGeneral  \n▪ Management requires both good writing and verbal skills for effective communication. When it comes to giving information to employees that can be done either way, do you prefer to write an e-mail or memo or talk to the employee? Why?  \n▪ How well do you communicate with others? What communication techniques do you use?  \n▪ When do you think it is best to communicate in writing? When do you communicate face-to-face?  \n▪ In terms of communication (face-to-face, phone, e-mail, instant messaging, texting), when might you use each?  \nFlexibility  \nBehavioral  \n▪ Give an example of a time when you were trying to meet a deadline and you were interrupted and did not make the deadline. How did you respond?  \n▪ Give an example of a time when you had to quickly change project priorities. How did you do it?  \n▪ Recount a time when you accommodated someone beyond your comfort level, though you didn't have to.  \nSituational  \n▪ Suppose you are in a situation in which deadlines and priorities change frequently and rapidly. How would you handle it?  \n▪ Your shift [is 8 a.m. to 5 p.m. At 4 p.m. the](is 8 a.m. to 5 p.m. At 4 p.m. the) boss asks for volunteers to work until 8 p. m. How do you usually respond?  \n▪ It's 4:30 on a Friday afternoon. Your supervisor gives you an assignment that needs to be finished by  \n8:00 Monday morning. You have already made plans to be away the entire weekend. What would you do?  \n▪ You work an eight-hour day. You have eight tasks of equal measure that are due that day. You have a company party for two hours that day. What do you do?  \nGeneral  \n▪ People react differently when job demands are constantly changing. How do you react to this?  \n▪ How important is it to be flexible?  \nProblem-solving/Analysis  \nBehavioral  \n▪ Describe for me a decision you made that would normally have been made by your su","cbCaiagZgoyLq4SM","https://ap.wps.com/l/cbCaiagZgoyLq4SM","pdf",222798,13,"English","# Communication\n## Behavioral\n## Situational\n# Flexibility\n## Behavioral\n## Situational\n# Problem-solving/Analysis\n## Behavioral\n## Situational\n# Technical Capacity\n## Behavioral\n## Situational","[{\"question\":\"What is the purpose of this targeted interview question list?\",\"answer\":\"It helps interviewers choose the most important job-relevant attributes and gather consistent questions from selected competencies to evaluate candidate effectiveness.\"},{\"question\":\"How do behavioral and situational questions differ?\",\"answer\":\"Behavioral questions ask for specific past examples demonstrating skills or behaviors. Situational questions present hypothetical scenarios and ask how the candidate would respond.\"},{\"question\":\"Which competency areas are covered in the sample questions?\",\"answer\":\"The document includes sample questions under Communication, Flexibility, Problem-solving/Analysis, and Technical Capacity, each with behavioral and situational formats.\"}]","Targeted Interview Questions - Competencies & Attributes | PDF",1790356474,33]