From a hiring manager’s perspective, knowing when to use situational questions versus when to use behavioral questions is a strategic choice. Each type reveals different information about a candidate. Understanding this can help you, the candidate, anticipate the kinds of questions you might be asked based on your experience level and the role’s requirements.

When to Use Behavioral Questions (Past-Focused)

Behavioral questions are the go-to for assessing experienced candidates.

• Why? If a candidate has relevant work history, asking them to provide real examples is the most direct way to validate their skills and experience. It’s proof they’ve “been there, done that.”
• Best for assessing: Proven skills, work habits, and past performance in core competencies like leadership, teamwork, and problem-solving.

When to Use Situational Questions (Future-Focused)

Situational questions are ideal in a few key scenarios:

• For Entry-Level Candidates: When a candidate lacks direct professional experience, hypothetical questions can gauge their judgment, problem-solving potential, and common sense.
• For Assessing Values Alignment: A company can create a scenario specific to its culture or ethical challenges to see if a candidate’s response aligns with its values.
• For Unique or Unlikely Scenarios: If a job involves handling rare but critical situations, a hypothetical question is the only way to assess a candidate’s potential response.

As a candidate, if you’re new to the field, expect more situational questions. If you’re a seasoned professional, have your behavioral stories ready. For a comparison of answering frameworks, see STAR vs. SMART: Which Interview Technique is Right for You?  and learn how to adjust your approach in Adapting STAR for Different Question Types .

This article is a component of our guide on Situational vs. Behavioral Interview Questions.