Construct Validity
Construct validity relates to whether a particular psychometric assessment...
section one
5 Effective Interview Questions to Measure Decision Making
Lead consultant at Test Partnership, Ben Schwencke, explains why Decision Making is worth measuring.
Effective decision-making is a valuable skill for any employee in any role, but it becomes essential in senior level positions. Consequently, employers seek individuals who can analyse a situation, weigh the available options, and make the best decision quickly and confidently. In an interview, hiring managers look for specific qualities that reflect a candidate's ability to make sound judgments, such as critical thinking, problem-solving, and risk assessment.
To assess these qualities, interviewers need to ask the right questions, ensuring that effective decision-making is properly accounted for during the recruitment process.
In this article, we will discuss five effective interview questions that can help assess a candidate's decision-making skills. These questions aim to reveal the thought processes that candidates use to make decisions, how they prioritize, and how they communicate their decisions.
Walk me through a difficult decision you had to make in your previous role and how you approached it?
To this question would include a clear and concise description of the decision the candidate had to make and the factors they considered in making the decision. They should be able to articulate the potential outcomes of each option and how they weighed those outcomes against each other. A strong answer would also demonstrate a logical and analytical thought process, as well as a willingness to seek input from others if needed.
Would be vague and lack detail. A weak answer might show a lack of critical thinking and an inability to weigh options effectively. Candidates who struggle to explain the factors they considered in making the decision or who cannot articulate the potential outcomes of each option may not have strong decision-making skills. Additionally, a candidate who shows a reluctance to seek input from others may struggle to make sound decisions in a team environment.
- 1. What was the decision you needed to make?
- 2. What factors did you consider before making the decision?
- 3. How did you assess the potential outcomes of each option before making a decision?
Tell me about a time when you had to make a decision with incomplete information. How did you approach the situation?
To this question would demonstrate the candidate's ability to make decisions under pressure with incomplete information. They should be able to explain the steps they took to gather additional information, such as consulting with subject matter experts or conducting research. A strong answer would also show the candidate's ability to evaluate potential risks and outcomes in the absence of complete information.
Would demonstrate a lack of ability to make decisions without all the information. A weak answer might show that the candidate was hesitant or indecisive, or that they did not take the initiative to seek out additional information. Candidates who struggle to explain how they filled in the gaps in their knowledge may not have strong problem-solving skills or may lack initiative.
- 1. What was the decision you needed to make?
- 2. What information did you have available to you at the time?
- 3. How did you go about filling in the gaps in your knowledge to make an informed decision?
Describe a time when you had to make a difficult decision that went against the popular opinion of your team or colleagues.
To this question would demonstrate the candidate's ability to make difficult decisions and communicate them effectively. They should be able to articulate their thought process and rationale for making the decision, even if it went against popular opinion. A strong answer would also show how the candidate considered the perspectives of their team members before making a final decision. Finally, a strong candidate would have been able to communicate the decision effectively and provide support to team members who may have disagreed.
Would show a lack of ability to make tough decisions or to communicate them effectively. A weak answer may indicate that the candidate is easily swayed by the opinions of others and may struggle to take a firm stance when necessary. Candidates who do not consider the perspectives of their team members may not have strong leadership skills. Additionally, candidates who cannot communicate their decisions effectively may struggle to gain the trust and respect of their team members, which could lead to conflict and reduced productivity.
- 1. What was the decision you had to make?
- 2. What was the popular opinion of your team or colleagues?
- 3. How did you communicate your decision to your team, and how did they respond?
How do you prioritize competing tasks and make decisions about which task to tackle first?
To this question would demonstrate the candidate's ability to manage their workload effectively and prioritize tasks based on their importance and urgency. They should be able to articulate the criteria they use to prioritize tasks, such as deadlines, impact on project success, and level of effort required. A strong candidate would also be able to provide examples of how they have used this process to manage competing tasks and complete projects on time.
Would indicate that the candidate may struggle with time management and may not have a clear process for prioritizing tasks. A weak answer may demonstrate a lack of understanding of how to define and identify competing tasks, or a lack of criteria for determining which tasks to tackle first. Candidates who struggle to provide examples of how they have effectively prioritized and completed projects may not have the skills necessary to manage complex projects and workloads.
- 1. How do you define and identify competing tasks?
- 2. What criteria do you use to prioritize tasks?
- 3. Can you walk me through an example of how you have used this process to prioritize and complete a project?
Describe a situation where you had to make a quick decision with limited time to think.
To this question would demonstrate the candidate's ability to make quick decisions under pressure while maintaining a logical and analytical thought process. They should be able to explain the steps they took to gather information and assess the potential outcomes of their decision. A strong candidate would also be able to provide examples of how they took actions to evaluate the effectiveness of their decision afterward.
Would indicate that the candidate may struggle to make quick decisions under pressure. A weak answer may demonstrate a lack of logical or analytical thought processes or an inability to assess the potential outcomes of their decision. Candidates who cannot provide examples of how they evaluated the effectiveness of their decision afterward may not have the skills necessary to learn from their mistakes and improve their decision-making skills.
- 1. What was the decision you had to make, and what were the time constraints?
- 2. What was your thought process in making the decision?
- 3. What was the outcome of your decision, and did you take any actions afterward to evaluate its effectiveness?
section two
Limitations of interview questions for Decision-Making
Compared to other psychological constructs, decision-making is sub optimally measured using employment interviews. Inevitably, a candidate’s interpersonal skills will influence their interviewer, regardless of how effectively they can make decisions. Consequently, highly skilled interviewees tend to perform well on these questions, even if they are poor decision-makers. To combat this, we recommend incorporating psychometric assessments into the recruitment process, helping employers to measure decision-making more effectively.
Test Partnership offers a range of situational judgement tests designed to measure effective decision-making and judgement in the workplace. Unlike interviews, situational judgement tests are not influenced by a candidate's social skills, making them more reliable measures of decision-making in the workplace. For more information on our situational judgement tests, please contact us directly or feel free to register for a free trial.
