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Explains behavior(al) interviews, including “What/Why/Considerations” and example questions, and introduces approaches for case, puzzle, or situational formats and group interviews. Emphasizes assessing role-relevant competencies, using STAR or PAR structure, providing prompts in advance, and creating space to learn candidates’ interests, goals, and values.",{"@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/working-learner-interview-questions-strategies/391134/",{"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/working-learner-interview-questions-strategies/391134.png","ImageObject",300,407,{"name":92,"@type":93},"Adam","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",16,{"@type":107,"mainEntity":108},"FAQPage",[109,115,119],{"name":110,"@type":111,"acceptedAnswer":112},"What is a behavior(al) interview and what should the interviewer ask?","Question",{"text":113,"@type":114},"A behavior(al) interview uses example-inducing questions so the candidate can describe past experiences and behaviors in specific work situations. 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As a supervisor and hiring manager, you want to ensure your student employee and working learner candidates have the best chance to showcase their skills and abilities for the position while providing intentional space to get to know them, their interests, goals, and values. Consider the key competencies of the role you are hiring for when planning out your interview questions and approach. This resource will highlight a variety of different interview styles and approaches – based on your specific role and need, it may be best to bring a few different styles together for the best interview experience possible.  \nInterview Formats and Styles  \nBehavior(al) Interview  \nWhat: A behavior or behavioral interview asks specific, example inducing questions that allow the working learner candidate to highlight their experiences and for the interviewer to find out more about how they have handled and behaved in specific work situations in the past.  \nWhy: Behavior(al) interviews are a great way to gain insight into a student’s skills, experiences, and interestsand can provide you as an interviewer with context of how they may handle situations in their role within your department or office. It can be beneficial to have some behavioral formatted questions in the interview to glean tangible examples and learn more about your student candidate as a person throughout the interview process.  \nConsiderations  \n● A common approach to answering behavioral interviewing questions is the STAR or PAR method. STAR highlights the situation, task, action, and result the candidate experienced in answering the skill-based question and PAR does similarly, but focuses on problem, action, and result. Provide this format to your candidates prior to the interview so they can be set up for success and have time to practice how to answer the questions.  \n● In behavioral interviews, you will be providing your student with skill-based questions and requesting specific examples from them. It can be helpful and mutually beneficial to provide the questions before the interview to ensure your student has time to think through thoughtful responses. Remember, you are assessing their skills, interest, and experience, not testing them on how quickly they can think of an example from their life.  \n● Ensure your questions are related to skills directly relevant to the role to ensure you get a good gauge of understanding of their ability to do the work in the position you are hiring for, specifically.  \np1 of 7  \n[theworkpluscollective.asu.edu](theworkpluscollective.asu.edu)  \nCreator: Arizona State University Work+  \nThis work is licensed under the Creative Commons CC BY-NC-SA License To view a copy of the license, [visit creativecommons.org/licenses/by-nc-sa/4.0](visit creativecommons.org/licenses/by-nc-sa/4.0)  \nExample Questions  \n● Tell me/us about a time you handled a difficult or complex situation and how you approached the situation.  \n● Provide an example of how you have demonstrated leadership.  \n● How did you learn from a mistake you have made?  \n● Describe a time you had to learn something new, maybe a new system or skill, and in what ways you approached that learning process.  \n● How do you motivate those who work with you?  \nCase, Puzzle, or Situation Interview  \nWhat: When conducting a case, puzzle, or situational interview, the candidate is provided a problem, “case scenario”, case study, situation, or puzzle to work through. This is a common interview approach for positions you may be filling with student employees in positions that use high levels of analysis, critical thinking, processes, or creativity.  \nWhy: Case inte","cbCail9nZFgv9oMa","https://ap.wps.com/l/cbCail9nZFgv9oMa","pdf",213342,"English","# Interview Formats and Styles\n## Behavior(al) Interview\n## Case, Puzzle, or Situation Interview\n## Group Interview","[{\"question\":\"What is a behavior(al) interview and what should the interviewer ask?\",\"answer\":\"A behavior(al) interview uses example-inducing questions so the candidate can describe past experiences and behaviors in specific work situations. It focuses on gaining insight into their skills, experiences, and interests.\"},{\"question\":\"How should candidates be supported to answer behavioral questions effectively?\",\"answer\":\"Use the STAR or PAR method and provide the format to candidates before the interview. Consider sharing skill-based questions beforehand so they have time to prepare thoughtful responses.\"},{\"question\":\"What is the purpose of a case, puzzle, or situation interview?\",\"answer\":\"The candidate works through a realistic problem, case scenario, case study, situation, or puzzle. This helps the interviewer evaluate real-time problem solving, innovation, and critical thinking.\"}]","Working Learner Interview Questions - Strategies | PDF",1790349575,18]