Selection panels are likely to ask at least one question of several types.
They are particularly encouraged to ask behaviourally based questions which ask you to provide examples of what you've done in the past.
The questions will be based on the selection criteria for the position.
Examples of open general questions include:
The selection panel will often start off an interview with these kinds of questions. They usually ask such questions to encourage you to open up and talk.
You need to be careful that you don't end up talking too generally or for too long. The selection panel is looking for relevant information.
To help focus your answers, try to relate them to the selection criteria and the duty statement. For example, if asked what your strengths are, talk about them in terms of the selection criteria by mentioning your 'excellent communication skills', 'organisational ability', etc. Be brief and concise.
Examples of behaviourally-based questions include:
Selection panels ask these types of question to try and find out what you've done in the past that might indicate how well you'll perform in a future job.
They will expect you to talk about relevant details of a particular situation: your role, what you did, and what the outcomes were. Try to give the panel a picture of how you operated in the job, focussing on relevant details so that your answer is not too long.
Behaviourally based questions give you the chance to provide specific, factual information about your experience, and to focus on situations that you handled particularly well.
Examples of hypothetical questions include:
Hypothetical questions are similar to behaviourally based ones in that the selection panel is trying to get an idea of how you would function in particular situations.
Often you can make up an answer to a hypothetical question without having had experience of the situation you've been asked about. Try to avoid giving text book answers (e.g. 'I'd establish priorities and remain calm'). Endeavour to give the panel a picture of how you operate under similar circumstances, if possible giving an actual example of how you dealt with a similar situation.
However, some hypothetical questions are tied to specific situations or procedures which you must know about in order to answer the question properly, .e.g. 'If these two chemicals were mixed together, what would happen?'.
Examples of philosophical questions include:
Here the panel is trying to find out your views on issues and to assess how you might fit in with the culture of the department or section. This type of question is asked less frequently than other types of questions. People tend to give the kind of answer they think the panel wants to hear.
Philosophical questions are often easier to answer if you've done your 'homework' in finding out a bit about the department. As with open, general questions, try to relate your answers to the selection criteria and the duty statement.
Examples of specific, closed questions include:
Here the selection panel is trying to assess your specific task-related skills.
Although such questions tend to elicit a 'yes'/'no' answer, it is much better if you can expand a little by saying how much/what level of experience you have, and give examples.
Further examples of interview questions related to specific selection criteria can be found in the Human Resources Policies and Procedures Manual, copies of which are available in every department.