Behavioural interview questions
Hiring top talent in Singapore isn’t just about skills on paper—it’s about finding the right candidates who can thrive in real-world situations. Enter behavioural interviews questions: the secret weapon for digging deep into how a candidate handles challenges, solves problems, and works with others.
What are behavioural interview questions?
Behavioural interview questions are designed to probe a candidate’s past experiences and behaviors, providing insights into how they might perform in future situations.These questions focus on concrete examples of how a candidate has handled specific challenges or tasks in the past.
The core assumption is that past behavior is the best predictor of future performance. By asking candidates to describe real events, you can learn how they react under pressure, how they work with others, and how they tackle complex issues.
Why are they a must-have in job interviews?
For businesses in Singapore, behavioural interviews offer multiple advantages:
- Better predictions: Understanding how candidates behaved in real situations provides you with a much clearer picture of how they will handle similar challenges in your organisation.
- Bias reduction: These questions give interviewers an objective way to assess candidates, moving beyond gut instincts or superficial impressions.
- Cultural fit: Behavioural questions often touch on interpersonal dynamics, teamwork, and values, helping you assess whether a candidate will thrive in your company culture.
- Problem-solving and creativity: With the right questions, you can explore a candidate’s ability to think outside the box and solve complex problems—skills that are highly valuable in a dynamic business environment.
5 classic behavioural interview questions to ask
To help you get started, here are five behavioural interview questions that will help you assess candidates:
1. Tell me about a time you faced a significant challenge at work/school. How did you handle it?
This is a classic question that can reveal a candidate’s problem-solving abilities and resilience. It allows them to showcase how they navigate difficulties, which is especially important in a fast-changing business environment like Singapore’s.
2. Describe a situation where you had to collaborate with someone whose working style was very different from yours. How did you manage the relationship?
This question helps assess a candidate’s interpersonal skills and ability to adapt to different working styles. It’s key for roles that require teamwork and cross-functional collaboration, especially in diverse workplaces.
3. Can you give an example of a time when you had to make a decision without all the necessary information? How did you approach it?
This tests a candidate’s decision-making skills under uncertainty, which is common in high-pressure, fast-moving industries like tech, finance, or marketing in Singapore.
4. Tell me about a time when you went above and beyond to meet a deadline or goal. What motivated you to do so?
This question sheds light on a candidate’s work ethic, ambition, and willingness to take extra steps to achieve success. In Singapore's competitive job market, candidates who are proactive and committed to delivering results are invaluable.
5. If you were working on a project with a tight deadline, and halfway through, you realized you’d made a mistake that could delay the project—what would you do?
This tests how a candidate handles mistakes, how they react under pressure, and whether they have the problem-solving skills to fix the issue without further disruption.
5 hypothetical behavioural interview questions
Behavioural interview questions are usually more serious in nature. That said, some companies - especially those in creative or unconventional industries - may throw in wacky or hypothetical scenarios as a way to see how candidates think under pressure or how they approach problem-solving.
These unique questions can help interviewers gauge creativity, adaptability, and quick thinking, but they are not the standard for most behavioural interviews. These questions range from impossible scenarios to quirky challenges, all designed to push candidates out of their comfort zones.
6. "If you were stranded on a deserted island with your entire team and only one smartphone with 1% battery, how would you divide your resources to ensure everyone survives?"
This wildly hypothetical scenario isn’t just about survival; it’s a test of leadership, resourcefulness, and strategic thinking. It challenges the candidate to prioritize needs, manage resources, and delegate responsibility under extreme circumstances.
7. "Imagine you are tasked with launching a product to a market that has never heard of it before. The only promotional tool you have is a single tweet. How would you use that 280 characters to make a lasting impact?"
Here, you’re testing the candidate’s creativity, marketing skills, and ability to think big in small spaces. This question will reveal how they approach challenges like market penetration, limited resources, and thinking outside traditional marketing frameworks.
8. "You’ve just been given a time machine for one day. What’s the first thing you’d do, and how would you use it to solve a workplace problem?"
This is an intriguing and playful question, but it’s designed to explore several critical qualities in a candidate. It invites them to use their imagination while offering a glimpse into how they would approach challenges, think strategically, and prioritize problem-solving.
Additionally, a candidate who demonstrates creativity in their approach to problem-solving is likely to contribute new ideas that can drive the business forward in fresh and exciting ways.
9. "You’re now the CEO for a day. What’s the first thing you’d do to improve employee morale?"
At first glance, this might seem like a fun and lighthearted question. However, when asked in the context of a managerial role—especially in a company where culture is a core value—it can provide deep insights into a candidate’s leadership style, decision-making process, and how they prioritize employee well-being.
By asking this question during the interview, you’re looking for someone who understands that great leadership goes beyond meeting targets or delivering results—it’s about fostering an environment where employees are motivated to perform their best, collaborate freely, and stay invested in the company’s mission.
10. "If you could be a superhero for a day, which superpower would you choose, and how would you apply it to improve your team’s productivity?"
This quirky question is more than just a fun icebreaker; it’s designed to uncover a candidate’s priorities and their ability to think about unconventional solutions. Whether they choose super-speed to meet deadlines or the ability to read minds to improve communication, this can reveal their creative problem-solving approach and work priorities.
Interview questions to filter out the best candidates
Asking the right questions can help you uncover the true potential of your candidates - especially when you dig a little deeper with creative and unconventional scenarios. By focusing on key qualities like problem-solving, adaptability, empathy, and strategic thinking, you’ll find candidates who not only excel in their roles but also align with your company’s values and culture. So next time you're interviewing for that managerial position, don’t forget to throw in a few unexpected questions to get to the heart of who your candidates really are.
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Cover image adapted from: Unsplash