10 Questions to Ask in a Task-Oriented Interview

In today’s job market, employers are looking for more than just someone to fill a position—they want workers who will come in and hit the ground running, adding value from day one. That’s why task-oriented questions have become increasingly popular in interviews.

Task-oriented questions are designed to assess your ability to get things done, both independently and as part of a team. They also give the interviewer a sense of how you would approach the tasks and responsibilities associated with the role.

If you’re preparing for an upcoming interview, here are 10 task-oriented questions you should be prepared to answer.

1. What are the most important tasks for this position?

This question allows you to understand what the company values and what they expect from this role. It also allows you to see if your skills and experience align with what the company is looking for. This question also allows you to understand the company’s culture and how they operate.

2. What methods do you use to prioritize your work?

In any job, there will always be a never-ending list of tasks that need to be completed. It’s the job of the person in the role to prioritize those tasks in a way that is most efficient and effective. The answer to this question will give you insight into how the interviewee prioritizes their work, and whether or not they have a system in place.

3. How do you handle competing demands on your time?

In today’s workplace, it’s not uncommon for employees to have more than one project they’re working on at any given time. Being able to juggle multiple tasks and prioritize effectively is a key skill for anyone in a task-oriented role.

Asking this question can help you gauge a person’s ability to handle competing demands and prioritize their work. It can also give you insight into their time management skills and how they handle stress.

4. Can you describe a time when you had to deal with a difficult customer or client?

This question allows you to gauge how the candidate deals with difficult situations. It also allows you to see if the candidate is able to stay calm under pressure and think clearly to find a resolution.

Asking this question can also give you insight into the candidate’s problem-solving skills. If they are able to describe a difficult situation and how they were able to resolve it, this shows that they are able to think on their feet and come up with creative solutions.

5. Can you think of an instance when you had to go above and beyond to complete a task?

This question allows you to gauge the interviewee’s work ethic and see if they are willing to put in the extra effort when needed. It also shows if the interviewee is a team player and is willing to help out others when needed. Asking this question can help you weed out those who are not a good fit for the job.

6. What have you done in your previous roles to increase efficiency?

This question allows the interviewee to share specific examples of how they have helped streamline processes in their previous positions. The interviewer can then gauge if the interviewee’s methods are in line with the company’s values and if they would be a good fit for the role. This question also allows the interviewer to get a sense of the interviewee’s problem-solving skills and their ability to think on their feet.

7. Do you have any experience with process improvement?

A key component of many management positions is the ability to identify areas of inefficiency and work to streamline them. If a candidate has experience with process improvement, it shows that they have the skills necessary to identify areas that need improvement and develop strategies to improve them. This is an essential skill for many management positions, so it’s important to ask about it in an interview.

8. Can you give me an example of a project you managed from start to finish?

This question allows you to gauge the candidate’s ability to see a project through from beginning to end. It also allows you to see how the candidate handles different aspects of project management, such as planning, budgeting, and delegating tasks. Furthermore, this question allows you to assess the candidate’s ability to communicate and work with a team.

9. Can you think of a time when you had to troubleshoot a problem?

This question allows you to gauge the candidate’s ability to think on their feet and come up with creative solutions. It also allows you to see how the candidate reacts under pressure and how they handle stress. Asking this question can help you determine if the candidate is a good fit for your company.

10. Do you have any experience working with [specific software/technology/etc.]?

If the candidate does have experience, you can gauge their level of expertise and see how they would be able to apply their skills to the position. If the candidate doesn’t have experience, you can get a sense of their willingness to learn new things and how they would go about doing so. Either way, you’ll be able to get a better sense of the candidate’s fit for the position.