Construct Validity
Construct validity relates to whether a particular psychometric assessment...
section one
5 Effective Interview Questions to Measure Confidence
Lead consultant at Test Partnership, Ben Schwencke, explains why Confidence is worth measuring.
Confidence is an essential, and yet misunderstood trait in the workplace that contributes to a candidate's success and overall job performance. It encompasses self-assurance, assertiveness, and the ability to take risks and make decisions.
Confident employees tend to be more resilient, adaptable, and innovative, making them valuable assets to any organization. This also protects employees from adverse stress related issues, including occupational burnout.
For this reason, it is often crucial for employers to assess a candidate's level of confidence during the hiring process. Interviewers must use specific interview questions to determine a candidate's confidence level effectively. However, it is important to keep in mind that overconfidence can lead to issues such as arrogance, poor listening skills, and a lack of coachability. Therefore, interviewers must ask the right questions to obtain an accurate assessment of a candidate's confidence level.
In this article, we will explore five effective interview questions to measure a candidate's confidence level. These questions will allow interviewers to assess a candidate's ability to take risks, make decisions, and demonstrate self-assurance in various scenarios. We will provide probing questions for each of the interview questions, as well as explanations of what a strong answer would look like versus a weak answer.
How do you maintain confidence when dealing with challenging situations in the workplace?
Would demonstrate a candidate's ability to maintain confidence in challenging situations. The candidate would provide a clear process for maintaining confidence, such as seeking support from colleagues, taking a break to refocus, or reminding themselves of past successes. The candidate would also describe how they keep their emotions in check and remain focused on the task at hand, such as by staying organized, prioritizing tasks, or taking deep breaths. A strong answer would include a specific example of a challenging situation where the candidate maintained confidence, describing how their confidence contributed to a positive outcome.
Would indicate a candidate's difficulty or inability to maintain confidence in challenging situations. The candidate may struggle to provide a clear process for maintaining confidence or may describe relying on external validation to feel confident. The candidate may also describe feeling overwhelmed by emotions or struggling to remain focused on the task at hand. A weak answer may also indicate a lack of awareness of the importance of confidence in the workplace or an over-reliance on others for support.
- 1. What is your process for maintaining confidence in challenging situations?
- 2. How do you keep your emotions in check and maintain focus on the task at hand?
- 3. Can you provide an example of a challenging situation where you maintained confidence, and what was the outcome?
Describe a time when you had to take on a new project or responsibility that was outside of your comfort zone.
Would demonstrate a candidate's ability to take on new challenges with confidence and resilience. The candidate would provide a clear example of a project or responsibility that was outside of their comfort zone and would articulate their approach to the situation. A strong answer would also show the candidate's ability to reflect on the experience, describing what they learned and how they could apply it in future situations. A strong answer would also demonstrate the candidate's ability to build confidence through preparation and perseverance, leading to a successful outcome.
Would indicate a candidate's difficulty or lack of confidence in taking on new challenges. The candidate may struggle to provide a specific example or may describe a situation where the outcome was not successful. They may also provide vague or generic answers, such as "I just tried my best." Overall, a weak answer would suggest that the candidate may struggle to take on new challenges with confidence and resilience, which could limit their potential for success in the role.
- 1. What was the new project or responsibility, and why was it outside of your comfort zone?
- 2. How did you prepare for the new project or responsibility, and what strategies did you use to build confidence?
- 3. What was the outcome of the project or responsibility, and what did you learn from the experience?
Can you provide an example of a time when you received feedback or criticism, and how you responded to it?
Would demonstrate a candidate's ability to handle feedback or criticism in a confident and constructive manner. The candidate would provide a clear example of a situation where they received feedback or criticism and would articulate their approach to handling it. A strong answer would also show the candidate's ability to reflect on the experience, describing what they learned and how they could apply it in future situations. A strong answer would demonstrate the candidate's ability to manage their emotions effectively, using strategies such as active listening, asking questions, and seeking clarification.
Would indicate a candidate's difficulty or lack of confidence in handling feedback or criticism. The candidate may struggle to provide a specific example or may describe a situation where they did not respond constructively. They may also provide vague or generic answers, such as "I just tried to take it in stride." A weak answer may also indicate a lack of awareness of the importance of receiving and responding to feedback in the workplace or an unwillingness to improve their skills in this area.
- 1. What was the feedback or criticism, and who was the source of the feedback?
- 2. How did you respond to the feedback or criticism, and what strategies did you use to manage your emotions?
- 3. What was the outcome of the feedback or criticism, and what did you learn from the experience?
Tell me about a time when you had to lead a team or take charge of a project.
Would demonstrate a candidate's ability to lead a team or take charge of a project with confidence and assertiveness. The candidate would provide a clear example of a project or task they led, and articulate their approach to leading the team or taking charge. A strong answer would also show the candidate's ability to reflect on the experience, describing what they learned and how they could apply it in future leadership situations. A strong answer would demonstrate the candidate's ability to gain buy-in from team members, using strategies such as active listening, clear communication, and providing constructive feedback.
Would indicate a candidate's difficulty or lack of confidence in leading a team or taking charge of a project. The candidate may struggle to provide a specific example or may describe a situation where they were not successful. They may also provide vague or generic answers, such as "I just tried to do my best." Ultimately, a weak answer would suggest that the candidate may struggle to lead a team or take charge of a project with confidence and assertiveness, which could limit their potential.
- 1. What was the project or task, and what was your role in it?
- 2. How did you approach leading the team or taking charge of the project, and what strategies did you use to gain buy-in from team members?
- 3. What was the outcome of the project or task, and what did you learn from the experience?
Can you describe a time when you had to communicate difficult or sensitive information to a co-worker, supervisor, or client?
Would demonstrate a candidate's ability to communicate difficult or sensitive information with confidence, empathy, and professionalism. The candidate would provide a clear example of a situation where they had to communicate challenging information, and articulate their approach to the situation. A strong answer would also show the candidate's ability to reflect on the experience, describing what they learned and how they could apply it in future communication situations. A strong answer would demonstrate the candidate's ability to maintain composure and professionalism, using strategies such as active listening, clear communication, and showing empathy.
Would indicate a candidate's difficulty or lack of confidence in communicating difficult or sensitive information. The candidate may struggle to provide a specific example or may describe a situation where the communication was not successful. They may also provide vague or generic answers, such as "I just tried to be nice about it." A weak answer would, therefore, suggest that the candidate may struggle to communicate challenging information effectively, which could limit their potential for success in the role.
- 1. What was the difficult or sensitive information, and who was the intended recipient?
- 2. How did you prepare for communicating the information, and what strategies did you use to ensure effective communication?
- 3. How did you maintain confidence and composure during the communication, and what was the outcome of the situation?
section two
Limitations of interview questions for Confidence
Compared to many soft skills, confidence is particularly well measured using the traditional interview method. When people lack confidence, this almost always shows during the interview, especially for nervous candidates. However, candidates with an average to slightly low level of confidence may be able to mask their insecurities for the duration of an interview, making it hard to distinguish between moderate and highly confident candidates. This is where behavioural assessments can become essential, as they allow you to capture these key soft skills without the need for a full interview.
Test Partnership’s behavioural assessments are designed to measure a wide range of behavioural constructs, including confidence. Particularly within the context of resilience, confidence is an essential trait in high-stakes, high-pressure roles. With our assessments, you can easily identify candidates who are highly resilient, confident, self-assured, and emotionally stable, helping protect them from adverse stress-related issues. For more information on our suite of assessments, please contact us directly or feel free to sign up for a free trial.
