17 Occupational Psychologist Interview Questions and Answers

An occupational psychologist studies the behavior of people in the workplace. Their ultimate goal is to help organizations run more efficiently and improve the quality of work-life for employees. But before you can start working as an occupational psychologist, you’ll need to interview for the job.

To help you prepare, we’ve put together a list of common occupational psychologist interview questions and answers. These questions will give you a chance to show off the skills and knowledge you’ve acquired through your education and work experience.

Are there any personality traits that are more likely to lead to success in a particular job?

Employers may ask this question to see if you can apply your knowledge of personality traits and job performance. In your answer, explain which traits are most important for the role you’re applying for and why they’re beneficial. You can also mention any other traits that might be helpful in a similar position.

Example: “I believe conscientiousness is one of the most important traits for success in almost any job. This trait refers to someone who’s organized, responsible and reliable. These characteristics help people succeed because they make it easier to complete tasks on time and avoid mistakes. Another trait I think is useful for many jobs is emotional stability. People with this trait tend to stay calm under pressure and handle stress well.”

What are some of the most important factors to consider when designing a new job or position?

This question can help the interviewer understand your approach to designing new job positions and how you might apply that process in their organization. Use examples from previous experience to explain what factors you consider when creating a new position, including any steps or processes you use to ensure the success of the role.

Example: “When designing a new job or position, I first look at the company’s overall goals and objectives. From there, I analyze the current employee population to determine which skillsets are lacking and then create a list of potential solutions for filling those roles. After that, I work with management to decide on the best solution for hiring new employees based on budget and timeline.”

How do you determine if a candidate is a good fit for a particular job?

Interviewers may ask this question to learn more about your decision-making process. They want to know how you use the information you gather from a candidate’s background check and interview to make an informed hiring decision. In your answer, explain what steps you take to ensure that you’re making the best choice for the company.

Example: “I start by looking at their resume and cover letter to get a sense of their professional experience. I then conduct a phone interview with them to learn more about their personality and values. After these initial steps, I have enough information to decide whether or not they are a good fit for the job. If I feel like they would be a great addition to our team, I will invite them in for a face-to-face interview.”

What is the most effective way to help employees who are struggling with their jobs?

This question can help the interviewer determine how you approach helping employees who are struggling with their jobs. Describe your process for identifying when an employee is having a hard time and what steps you take to help them.

Example: “I believe that it’s important to first assess whether or not the employee is actually struggling. Sometimes, they may just be going through a rough patch in their workday and need some encouragement. If I do find that the employee is struggling, I try to get to know them better by asking questions about their job and personal life. This helps me understand where they’re coming from and gives me insight into what might be causing their struggle.”

Provide an example of a time when you helped an organization reduce waste and improve efficiency.

Interviewers may ask this question to learn more about your problem-solving skills and how you can apply them in the workplace. When answering, it can be helpful to describe a specific situation where you helped an organization reduce waste or improve efficiency.

Example: “At my previous job, I worked with a large company that was struggling to find ways to cut costs without sacrificing employee morale. Together, we came up with several strategies for reducing waste and improving efficiency. For example, we found that many employees were working overtime because of a lack of staff members. We hired more employees to fill open positions, which reduced the amount of time employees spent on their jobs.”

If a client asked you to help their employees become more motivated, how would you approach this task?

This question can help interviewers understand how you apply your skills to benefit the workplace. Use examples from previous experience that show how you use research and data to support your recommendations.

Example: “Motivation is a complex process, so I would first assess what motivates each employee individually. For example, some people are motivated by money while others prefer praise or recognition. Once I understood what motivates each individual, I would create an action plan for managers to implement strategies that motivate their employees. This could include giving bonuses for reaching sales goals or offering public praise when someone does something well.”

What would you do if you noticed that two employees were constantly arguing and disrupting the work environment?

This question can help interviewers understand how you might handle conflict in the workplace. In your answer, try to explain what steps you would take to resolve the situation and keep productivity high.

Example: “If I noticed two employees arguing, I would first make sure that they were not disrupting others’ work. If they are only arguing with each other, I would ask them if there is a way I could help them solve their problem. If they say no, then I would let them know that I am available for any questions or concerns they may have. If they agree to my offer, I would listen carefully to both sides of the story and try to come up with a solution that works for everyone.”

How well do you think you can get to know an employee’s personality and preferences through observation alone?

This question can help the interviewer assess your ability to use observation and intuition when conducting assessments. Use examples from past experiences where you used these skills to make accurate predictions about an employee’s preferences, strengths or weaknesses.

Example: “I think it is possible to get a good sense of someone’s personality through observation alone, but I also believe that getting to know them as a person is essential for making sure my assessment is accurate. In my last role, I worked with a team member who was very quiet in meetings. When I asked him why he wasn’t speaking up more often, he told me that he felt like his ideas weren’t being heard by others. After talking with him, I realized that he had some great suggestions that could improve our workflow. By taking the time to get to know him better, I was able to give him the feedback he needed to feel confident sharing his thoughts during meetings.”

Do you have any experience using personality tests to help determine job fit?

Employers may ask this question to see if you have experience using the same personality tests they use in their workplace. If you do, share your past experiences with these types of assessments and how you used them to help clients find suitable jobs.

Example: “I’ve worked with many different personality assessment tools throughout my career. In fact, I usually recommend that my clients take a few different personality tests before we meet so I can get an idea of what type of job would be best for them based on their results. For example, one client came to me after taking several personality tests online. She was having trouble finding a job she enjoyed because her test results showed she wasn’t a good fit for any of the positions she applied for. We met, and I discovered that she had taken multiple tests but hadn’t filled out all of the questions. When she did, it became clear that she was actually a great fit for a position at a local coffee shop.”

When performing research, how do you go about collecting primary data?

The interviewer may ask you this question to assess your research methods and how they relate to the job. Use examples from your experience to explain how you collect data, analyze it and use it to make decisions.

Example: “I usually start by identifying a problem that I want to solve or answer with my research. Then, I decide on what type of primary data I need to collect for my study. For example, in one case where I wanted to know why employees were leaving their jobs at higher rates than usual, I decided to survey all employees who left the company within the last year. From there, I developed questions based on my objectives and distributed them through email.”

We want to improve our customer service. What strategies would you recommend for doing so?

Interviewers may ask this question to see how you apply your skills and knowledge in a practical way. In your answer, try to describe the steps you would take to improve customer service at their organization. You can also use examples from previous work or personal experience if you have it.

Example: “I would first conduct an analysis of the current situation by surveying customers and employees. I would then create a plan based on my findings that includes specific strategies for improving customer service. For example, I might recommend training programs for both employees and managers to help them better understand what customers want. I could also suggest new policies and procedures to make sure all employees are following best practices.”

Describe your process for conducting a performance review.

This question is an opportunity to show your ability to apply the skills and knowledge you’ve gained as an occupational psychologist. It also gives you a chance to demonstrate your interpersonal skills, which are important for this role. When answering this question, it can be helpful to describe how you would conduct a performance review with someone you know well or have worked with in the past.

Example: “I find that conducting a performance review is one of my favorite parts of being an occupational psychologist because I get to see how my work has impacted others. In my experience, there are three main components to conducting a successful performance review. First, I like to gather information from both the employee and their manager about what they think went well during the previous year and what areas they’d like to improve on. Second, I like to ask employees what goals they set for themselves at the beginning of the year and compare them to their actual results. Finally, I like to discuss any concerns the employee may have.”

What makes you qualified to be an occupational psychologist?

This question is a great way for the interviewer to learn more about your background and how it relates to this role. When answering, you can highlight any relevant experience or education that makes you qualified for this position.

Example: “I have been working as an occupational psychologist for five years now, so I am very familiar with the responsibilities of this job. In my previous positions, I worked with clients who were struggling in their work environments due to mental health issues. I helped them overcome these challenges by creating individualized treatment plans that included both therapy and work-related activities. This allowed me to help clients improve their mental health while also helping them succeed at work.”

Which industries or fields do you most want to specialize in?

This question can help the interviewer understand your career goals and how you plan to achieve them. It also helps them determine if your skills and experience align with their company’s needs. When answering this question, it can be helpful to mention a few industries or fields that interest you and why.

Example: “I have always been interested in working with children and families. I find it rewarding to see the positive impact my work has on others’ lives. In my previous role as an occupational psychologist, I worked primarily with adults who had experienced trauma or other mental health issues. I would love to continue specializing in helping people overcome challenges and reach their full potential.”

What do you think is the most important thing that businesses can do to promote a positive work environment?

Employers ask this question to see if you can apply your knowledge of occupational psychology in a practical way. They want to know that you understand how important it is for employees to feel valued and appreciated at work. In your answer, explain what steps employers can take to create an environment where their employees are happy and productive.

Example: “I think the most important thing businesses can do to promote a positive work environment is to make sure they hire people who fit well with the company culture. When companies have employees who share similar values and beliefs, it’s easier for them to foster a supportive and collaborative workplace. I also think it’s important for managers to be aware of the emotional needs of their employees. By making time to listen to their concerns and praise their accomplishments, managers can help their teams feel more supported.”

How often should businesses update their employee handbooks?

Interviewers may ask this question to assess your knowledge of best practices in the field. They want to know that you understand how important it is for businesses to keep their employee handbooks up-to-date and relevant. In your answer, explain why regular updates are beneficial and provide an example of a time when you helped a business update its employee handbook.

Example: “I think it’s very important for businesses to regularly update their employee handbooks. Employee handbooks can be a source of confusion for employees, so keeping them updated with current policies and procedures helps ensure everyone understands what they’re expected to do. I recently worked with a company that wanted to update its employee handbook because it had been several years since the last update. We met with each department head to discuss any changes they wanted to make to their policies and procedures. The result was a more streamlined employee handbook that made it easier for employees to find the information they needed.”

There is a high turnover rate among your clients’ employees. What strategies would you use to help them stay motivated and engaged?

This question can help the interviewer understand how you would apply your skills and expertise to improve workplace morale. Use examples from past experience or refer to a professional resource that can help you develop strategies for this situation.

Example: “I have worked with several companies who had high turnover rates among their employees, which is often due to low morale. I use my research and communication skills to identify what factors are contributing to employee dissatisfaction. Then, I work with management to implement solutions that can increase job satisfaction and reduce turnover. In one instance, I helped an organization create more opportunities for growth within the company so employees could feel like they were advancing in their careers. This reduced turnover by 50% over the next year.”