Last week, we talked about using the STAR method to answer behavior-based questions. This week, we’re talking about other types of questions and strategies for answering them, as well as how to practice answering questions.
Three other types of questions include situational questions, technical questions and illegal questions.
Situational questions often take the form of a hypothetical. The employer will describe a scenario and ask how you would respond. For example, an employer might ask, “What would you do if your client came in and started yelling or sobbing in the lobby?” A great method for answering these questions is the STAR method – Situation or Task, Action you took and Result you achieved. Think of a situation that you handled that mirrors the hypothetical, or is at least analogous to it.
Sometimes situational questions are actually technical questions in disguise. A technical question is one that tests your problem solving and critical thinking skills. While most employers do not expect you to already know the law, they do expect you to know where to find the answers. For example, an employer might ask, “What would you if opposing counsel in a civil case wants to set the case for trial in two weeks?” Here, the employer is not looking for a STAR answer. What the employer want to see is whether you will catch the possible legal issues involved (i.e., does it affect the right to a jury trial? the filing of motions? raising of issues? etc) and whether you have a plan to get answers to those questions before agreeing to the new trial date.
Lastly, there are illegal questions. Employers are supposed to ask questions about your job qualifications, not your personal information. Employers are prohibited from asking questions about race, color, sex, religion, national origin, birthplace, age, disability and/or marital/family status because it would be discriminatory to not hire someone based on any one of these factors. That said, employers sometimes do ask illegal questions.
Answering illegal questions can be tricky. The best advice I can give is to answer the underlying question. For example, an employer asks, “Are you a US citizen?” You could respond, “I am authorized to work in the US,” which is a questions employers can ask and which is appropriate to answer. If you’re not sure what the underlying question is, ask the interviewer to clarify how that relates to the job function. You always have the right to refuse to answer a question, and while it may cost you that job, consider whether you really want to work somewhere where you are asked questions that are not appropriate.
Next week: Tips for practicing your interview technique.
