Step-by-step guide: Using assessment results in interviews

Introduction

This guide supports you in using assessment insights in a structured way during interviews.

Assessment results should support, not replace, a structured, competency-based interview where all candidates are evaluated consistently.

Within HI, you may receive suggested interview questions based on certain results or combinations. These are intended as support in preparation, helping you connect insights to the competencies you want to assess for the role, not as a replacement for your interview structure.

Purpose of the conversation

(Suggested introduction to the candidate)

The purpose of this interview is to understand how you tend to think, act, and collaborate in work-related situations.

We will follow a structured approach to ensure a fair and consistent evaluation. Parts of your assessment results may be used as a starting point for reflection, but the focus will be on your own examples and how your behaviors show up in practice.

Note to interviewer

If the interview is part of a formal structured competency-based interview, ensure that you include (and focus on) your predefined, structured interview questions. The suggestions in this guide are intended as support and should not replace a consistent evaluation across candidates.

Start simple

• “How did you experience the test?”
• “Did you recognize yourself in the results?”
• “Was there anything that stood out to you?”

Pick what to focus on

Choose 3–5 areas to explore, based on the role and competencies you want to assess:

• 1–2 strengths
• 1–2 potential challenges or outliers
• 1–2 stress-related tendencies (if relevant)

Use assessment results to help you choose what to explore, but keep a consistent and structured interview approach.

Where to find relevant insights

• Job match / role requirements
• AI Insights: Summary report & suggested interview questions
• HI Assessments report (e.g. stress behaviors)

Use a simple question structure

Situation → Behavior → Outcome → Learning

Examples:

• “Can you share a situation where this tendency helped you in your work?”
• “…and one where it became more of a challenge?”
• “Can you describe a situation where this showed up, what happened, what did you do, and what was the result?”

Follow-up questions:

• What happened?
• What did you do?
• What was the outcome?
• What did you learn?

Keep it simple:

• Focus on real situations
• Let the candidate talk
• Guide if needed

Final reflection & additional questions (optional)

Use this as a closing section to deepen understanding of self-awareness, motivation, and context fit.

Pick a few depending on time:

Self-awareness

• “What about your way of working could be misunderstood if people don’t know you?”

Motivation & strengths

• “In what situations do you perform at your best?”
• “What gives you the most energy at work?”

Challenges & risks

• “When do you risk losing motivation or focus?”
• “What types of situations are more challenging for you?”

Collaboration & leadership

• “What do you need from a manager or team to perform at your best?”
• “How do you prefer to receive feedback?”

Stress & balance

• “What situations tend to trigger stress for you?”
• “What helps you stay balanced and effective under pressure?”

Purpose of this final section

• Tie everything together
• Deepen understanding of self-awareness and reflection
• Understand what drives motivation and performance
• Explore fit within the specific context (role, team, and environment)

Final note

We recognize that recruitment processes often come with time constraints and complexity, not everything can be fully explored during the interview.

However, these insights can continue to create value beyond the hiring decision, for example in onboarding, team discussions, performance conversations, and leadership development.

Used thoughtfully, assessment insights can support not just better hiring decisions, but long-term success in the role.

Updated on: 28/04/2026