17 Organizational Psychologist Interview Questions and Answers

Organizational psychologists study the behavior of people in the workplace. They use their findings to help businesses select and train employees, design work environments, and resolve issues between employees.

If you want to become an organizational psychologist, you’ll need to complete a doctoral degree in psychology. Once you’ve earned your degree, you can start applying for jobs. But before you can get hired, you’ll need to impress an employer by acing an interview.

To help you prepare, we’ve compiled a list of common organizational psychologist interview questions and answers.

Are you familiar with the Myers-Briggs Type Indicator? How would you use it in your work as an organizational psychologist?

The Myers-Briggs Type Indicator is a personality test that many organizational psychologists use to help their clients understand themselves and others. Your answer should show the interviewer that you know how to administer this test, interpret its results and apply them in your work as an organizational psychologist.

Example: “I have taken the Myers-Briggs Type Indicator myself, so I am familiar with it. In my previous role, I used the results of the test to help employees better understand themselves and each other. For example, if someone was having trouble getting along with their manager, I would take the test to determine what type of person they are and then compare that to the type of person their manager is. This helped me identify areas where the two personalities might clash and find ways to resolve those issues.”

What are the most important qualities for someone to possess in order to be a successful leader?

This question can help the interviewer gain insight into your leadership skills and how you would apply them to a role as an organizational psychologist. When answering this question, it can be beneficial to highlight qualities that are important for leaders in any field, such as communication, problem-solving and decision-making skills.

Example: “I believe there are three main qualities someone should have if they want to be a successful leader. First, I think it’s important for a leader to possess strong communication skills. A leader needs to be able to clearly explain their ideas and goals to others so everyone understands what is expected of them. Second, I think it’s essential for a leader to be able to solve problems on their own or with the help of others. This skill can help them make informed decisions when faced with challenges. Finally, I think it’s important for a leader to be decisive. They need to know when to act quickly and decisively and when to take more time to consider all options.”

How would you help an employee who is experiencing high levels of stress and anxiety at work?

When an employee is experiencing high levels of stress and anxiety at work, it can affect their performance. Employers ask this question to make sure you have the skills necessary to help employees who are struggling with these issues. In your answer, explain how you would assess the situation and develop a plan for helping the employee overcome their challenges.

Example: “I would first try to understand what was causing the employee’s stress and anxiety. I would then create a personalized action plan that includes strategies for managing stress and anxiety. For example, if the employee has trouble sleeping due to stress, I might recommend they practice mindfulness techniques before bedtime. If the employee feels overwhelmed by their workload, I might suggest delegating some tasks or setting up weekly check-in meetings.”

What is your process for conducting an employee survey?

An interviewer may ask this question to learn more about your organizational psychology skills and how you apply them in the workplace. Your answer should include a specific example of an employee survey you conducted, including what questions you asked employees and why you chose those questions.

Example: “I recently completed an employee survey for my current employer that included questions about their job satisfaction, whether they feel appreciated by management and if they would recommend our company as a good place to work. I chose these questions because they help me understand how well we’re meeting our employees’ needs and provide valuable feedback on areas where we can improve. After analyzing the results of the survey, I presented my findings to my manager and together we created a plan to implement changes based on the feedback from employees.”

Provide an example of a time when you provided guidance to an employer on how to improve employee retention.

An interviewer may ask this question to learn more about your problem-solving skills and how you apply them in the workplace. Use examples from your experience that show your ability to analyze a situation, identify potential solutions and implement those solutions effectively.

Example: “In my previous role as an organizational psychologist, I worked with a company that was experiencing high turnover rates among its customer service representatives. The company hired me to help determine why employees were leaving their jobs so quickly and what they could do to improve retention. After conducting interviews with several employees who had recently left the company, I learned that many of them felt undervalued by management.

I presented my findings to the employer and recommended implementing new training programs for frontline supervisors to give them better tools for managing their teams. Management implemented these changes, which helped reduce employee turnover by 50% within six months.”

If you were conducting a leadership training program, what would be the focus of your curriculum?

This question can help an interviewer understand your approach to leadership and how you might apply it in the workplace. When answering this question, consider what skills or characteristics you believe are important for effective leaders.

Example: “I think that one of the most important qualities a leader should have is empathy. I would start my leadership training program by teaching employees about the importance of being empathetic toward others. For example, if someone makes a mistake, they should be given constructive feedback rather than criticism. This way, employees can learn how to treat each other with respect and avoid making similar mistakes in the future.”

What would you do if you noticed that employees were exhibiting signs of burnout?

Burnout is a common problem in the workplace, and employers want to know that you have strategies for preventing it. In your answer, explain how you would identify burnout and what steps you would take to help employees recover from it.

Example: “Burnout can be caused by many factors, so I would first assess which factors are contributing to the burnout. For example, if burnout is due to long work hours, then I would suggest alternative schedules or encourage employees to leave early on occasion. If burnout is due to low morale, then I would hold meetings with managers to discuss ways they could improve employee satisfaction. Burnout is often preventable, but sometimes it’s necessary to implement more drastic measures.”

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

This question can help the interviewer assess your ability to use observation and other non-verbal communication techniques in your work. Use examples from past experiences where you used observation skills to understand an employee’s preferences or personality traits.

Example: “I think it is important to get to know employees through observation because it allows me to learn about their personalities, how they communicate with others and what motivates them at work. In my last role as a human resources manager, I hired a new team member who was very quiet during meetings. After observing her for a few days, I learned that she preferred to listen rather than speak up in large groups. I asked her if she would be more comfortable speaking one-on-one instead of in front of everyone, which helped her feel more confident in her position.”

Do you have any experience using personality tests to help employers assess job candidates?

Employers may ask this question to learn more about your experience using personality tests in the workplace. Use your answer to explain how you use these assessments and what steps you take to ensure they’re accurate.

Example: “I have used personality tests many times throughout my career, but I always make sure that the test is validated before administering it to a candidate. Validation means that the test has been proven to accurately measure the traits or characteristics of a person’s personality. In addition to validating the test, I also provide candidates with an overview of the assessment so they know what to expect during the testing process.”

When consulting with an employer, how do you determine the goals of the engagement?

The interviewer may ask you this question to understand how you approach a project and the steps you take to complete it. Use your answer to highlight your critical thinking skills, communication skills and organizational skills.

Example: “I first meet with my client to learn more about their organization’s culture and what they hope to achieve through our engagement. I also want to know who else will be involved in the process so that I can get to know them as well. After these initial meetings, I create a plan for how we’ll work together to reach the goals of the engagement. I typically start by assessing the current state of the organization and then develop strategies to help improve performance.”

We want to increase employee engagement. What strategies would you use to achieve this?

This question can help the interviewer understand your approach to improving employee engagement. Use examples from previous experience or explain how you would use research and data to develop strategies that increase engagement among employees.

Example: “I would first conduct a survey to learn more about what motivates our employees. I would then analyze the results of the survey to determine which factors are most important for increasing engagement. For example, in my last role, we found that providing opportunities for professional development was one of the top ways to improve employee engagement. We implemented several training programs to give employees the opportunity to expand their skills and knowledge.”

Describe your process for conducting a performance review.

This question is an opportunity to show your ability to work with employees and managers. Your answer should include a step-by-step process for conducting performance reviews, including how you use the information from these reviews to help employees improve their skills or develop new ones.

Example: “I start by meeting with the employee one-on-one to discuss their strengths and weaknesses. I then meet with their manager to discuss my findings and make recommendations for improvement. The employee and manager both receive a copy of the review so they can refer back to it if necessary.”

What makes you an ideal candidate for an organization like ours?

This question is a great way for an interviewer to learn more about your qualifications and how they align with the job description. Before your interview, make sure you thoroughly read through the job listing so that you can reference specific skills or requirements in your answer.

Example: “I believe I am an ideal candidate for this position because of my extensive experience working with teams across various industries. In my previous role as an organizational psychologist, I worked with a team of psychologists who helped employees at a large corporation improve their work-life balance. This experience has given me valuable insight into what makes a company successful and how I can help others achieve success.”

Which personality traits do you think are most beneficial in the workplace?

This question can help the interviewer understand your values and beliefs about what’s important in a workplace. It can also show them how you might approach working with employees who have different personalities than yourself. When answering this question, it can be helpful to mention traits that are beneficial for teamwork or collaboration.

Example: “I think empathy is one of the most beneficial personality traits in the workplace because it allows us to better understand our coworkers’ perspectives and needs. I’ve found that when people feel like they’re being heard, they’re more likely to work together toward common goals. Another trait I find beneficial is adaptability, as it helps people change their behaviors and expectations based on new information.”

What do you think is the best way to motivate employees?

Motivation is an important part of any job, and employers want to know that you can help their employees be motivated. When answering this question, think about what motivates you as a person and how you could apply those strategies to your work with the company.

Example: “I believe that everyone has different motivations for doing their best work. For me personally, I find that having autonomy over my work makes me feel more motivated. If I have the freedom to make decisions on my own, it helps me feel like I’m in control of my life and career. However, I also understand that not every employee feels the same way. Some people need more structure or feedback to stay motivated. That’s why I always try to meet each employee where they are and provide them with tools and resources that will help them do their best work.”

How often should an organization conduct employee surveys?

Interviewers may ask this question to assess your knowledge of best practices for conducting employee surveys. In your answer, you can describe the frequency with which you recommend organizations conduct employee surveys and why. You can also use this opportunity to highlight any experience you have conducting employee surveys.

Example: “I believe that it’s important to conduct employee surveys at least once a year. This allows employees to provide feedback on their experiences in the workplace throughout the entire year rather than just during one annual survey. Conducting surveys more frequently than annually is usually not necessary unless there are specific issues within the organization that need addressing.”

There is a high turnover rate among entry-level employees. What is your strategy to address this issue?

This question is an opportunity to show your problem-solving skills and ability to work with a team. Your answer should include steps you would take to address the issue, as well as how you would measure success.

Example: “I would first meet with my manager to discuss why employees are leaving their positions. I would then create a survey that asks employees about their job satisfaction, including what they like and dislike about their current position. After collecting the data, I would present it to management along with recommendations for improving employee retention.”