Construct Validity
Construct validity relates to whether a particular psychometric assessment...
section one
5 Effective Interview Questions to Measure Persuasion
Lead consultant at Test Partnership, Ben Schwencke, explains why Persuasion is worth measuring.
Persuasion is a key interpersonal skill that underpins performance in a wide variety of different roles. Persuasion can be the difference between securing a deal, inspiring a team, or simply conveying one's ideas effectively. Consequently, in roles that require strong persuasive skills, persuasion is likely to be one of the more important behavioural competencies, and those who lack this ability are unlikely to last.
Hiring managers are increasingly seeking candidates who possess exceptional persuasive abilities.
To help you identify these skilled communicators during the interview process, we have compiled a list of five effective interview questions that can effectively measure a candidate's aptitude for persuasion.
Can you provide an example of a time when you successfully persuaded a colleague or manager to adopt a new idea or approach?
A strong answer will present a specific example of a situation where the candidate successfully persuaded a colleague or manager to adopt a new idea or approach. The candidate should describe the idea or approach and explain why they believed it was the best solution. They should also discuss how they tailored their persuasive arguments to the audience, considering their concerns or objections, and demonstrating empathy and understanding. Finally, the candidate should share the outcome and explain how their persuasive efforts contributed to the success of the idea or approach, showcasing their ability to influence and drive positive change.
A weak answer will lack details about the situation, the idea or approach proposed, or the audience they needed to persuade. The candidate may not discuss how they tailored their persuasive arguments to address concerns or objections, suggesting a lack of empathy or adaptability in their persuasion techniques. Furthermore, they might not describe the outcome or how their persuasive efforts contributed to the success of the idea or approach, indicating a potential inability to effectively influence and drive change.
- 1. What was the idea or approach you proposed, and why did you believe it was the best solution?
- 2. How did you tailor your persuasive arguments to the audience and address their concerns or objections?
- 3. What was the outcome, and how did your persuasive efforts contribute to the success of the idea or approach?
Describe a situation where you had to persuade a client or customer to choose your product or service over a competitor's. How did you approach this challenge?
A strong answer will provide a specific example of a situation where the candidate had to persuade a client or customer to choose their product or service over a competitor's. The candidate should describe the key selling points they highlighted to differentiate their offering, showcasing their ability to understand and communicate the unique value proposition. They should also discuss how they addressed any objections or concerns raised by the client or customer, demonstrating empathy and problem-solving skills. Finally, the candidate should share the outcome and explain how their persuasive efforts influenced the client's or customer's decision, highlighting their ability to drive business success.
A weak answer will lack details about the situation, the product or service, or the competitor's offering. The candidate may not discuss the key selling points they highlighted or how they addressed objections or concerns, suggesting a potential inability to effectively communicate value and problem-solve. Furthermore, they might not describe the outcome or how their persuasive efforts influenced the client's or customer's decision, indicating a potential weakness in their ability to drive business success.
- 1. What were the key selling points you highlighted to differentiate your product or service from the competitor's?
- 2. How did you address any objections or concerns raised by the client or customer?
- 3. What was the outcome, and how do you believe your persuasive efforts influenced their decision?
Share an experience when you had to persuade your team to adopt a change in strategy or direction that was met with initial resistance. How did you manage to gain their support?
A strong answer will present a specific example of a situation where the candidate had to persuade their team to adopt a change in strategy or direction that faced initial resistance. The candidate should describe the proposed change and the main reasons for the resistance, demonstrating their understanding of the challenges involved. They should also discuss how they presented their arguments to address concerns and demonstrate the benefits of the proposed change, showcasing their ability to communicate effectively and empathize with others. Finally, the candidate should share the outcome and explain how their persuasive efforts contributed to the eventual acceptance and implementation of the change, highlighting their ability to lead and drive organizational progress.
A weak answer will lack details about the situation, the proposed change, or the reasons for the initial resistance. The candidate may not discuss how they presented their arguments to address concerns or demonstrate the benefits of the change, suggesting a lack of effective communication or empathy. Furthermore, they might not describe the outcome or how their persuasive efforts contributed to the eventual acceptance and implementation of the change, indicating a potential inability to lead and drive progress in challenging situations.
- 1. What was the proposed change in strategy or direction, and what were the main reasons for the initial resistance from your team?
- 2. How did you present your arguments to address their concerns and demonstrate the benefits of the proposed change?
- 3. What was the outcome, and how did your persuasive efforts contribute to the eventual acceptance and implementation of the change?
Tell us about a time when you had to convince a stakeholder or upper management to allocate resources or funding for a project you believed in. How did you approach this challenge?
A strong answer will provide a specific example of a situation where the candidate had to convince a stakeholder or upper management to allocate resources or funding for a project they believed in. The candidate should describe the project and explain why it was important for the organization, demonstrating their ability to identify strategic priorities. They should also discuss how they presented a compelling case to the stakeholder or upper management, showcasing their ability to communicate effectively, present data-driven arguments, and demonstrate the project's potential impact. Finally, the candidate should share the outcome and explain how their persuasive efforts contributed to securing the necessary resources or funding, highlighting their ability to influence decision-makers and drive organizational success.
A weak answer will lack details about the situation, the project, or the reasons why it was important for the organization. The candidate may not discuss how they presented a compelling case to the stakeholder or upper management, suggesting a lack of effective communication or strategic thinking. Furthermore, they might not describe the outcome or how their persuasive efforts contributed to securing the necessary resources or funding, indicating a potential weakness in their ability to influence decision-makers and drive success.
- 1. What was the project, and why did you believe it was important for the organization?
- 2. How did you present a compelling case to the stakeholder or upper management to gain their support?
- 3. What was the outcome, and how did your persuasive efforts contribute to securing the necessary resources or funding?
Describe a situation where you had to persuade a team member to complete a task they were reluctant to do. How did you approach this challenge and convince them to take action?
A strong answer will provide a specific example of a situation where the candidate had to persuade a team member to complete a task they were reluctant to do. The candidate should describe the task and explain the team member's reluctance, demonstrating their ability to empathize and understand others' perspectives. They should also discuss how they addressed the team member's concerns and communicated the importance of completing the task, showcasing their ability to present persuasive arguments and highlight the benefits or necessity of the task. Finally, the candidate should share the outcome and explain how their persuasive efforts contributed to the team member's willingness to complete the task, highlighting their ability to influence others and promote team success.
A weak answer will lack details about the situation, the task, or the reasons for the team member's reluctance. The candidate may not discuss how they addressed the team member's concerns or communicated the importance of completing the task, suggesting a lack of empathy or persuasive communication skills. Furthermore, they might not describe the outcome or how their persuasive efforts contributed to the team member's willingness to complete the task, indicating a potential inability to influence others or promote team success in challenging situations.
- 1. What was the task, and why was the team member reluctant to complete it?
- 2. How did you address their concerns and communicate the importance of completing the task?
- 3. What was the outcome, and how did your persuasive efforts contribute to the team member's willingness to complete the task?
section two
Limitations of interview questions for Persuasion
Compared to most other competencies, persuasion is particularly well-suited to the interview method. In many ways, interviews are a measure of how persuasive a candidate can be, making them particularly effective tools for measuring persuasion. However, as an assessment method, interviews do not scale well and are not suitable for high-volume assessments. This is particularly true when recruiting for emerging talent, as the volumes are often extremely high, and interviewing everyone is not practical.
Test Partnership's suite of behavioural assessments, however, is the ideal early-stage selection tool for measuring persuasion. Our assessments measure the key behavioural characteristics that underpin how persuasive a person can be, allowing you to measure this key interpersonal skill without relying solely on interviews. For more information on our suite of behavioural assessments, please contact us directly or register for a free trial.
