What Are Motivational Interviewing Questions and How Can You Prepare for Them?

Motivational interviewing (MI) is an evidence-based approach used in recruitment and performance management to help individuals explore their intrinsic motivators and commit to positive professional change. Unlike traditional interviews that assess specific skills, MI questions are designed to uncover a candidate's authentic drivers, potential for growth, and alignment with a company's culture. Businesses utilize this method during hiring, performance reviews, and internal mentoring schemes to foster self-awareness and sustainable development.

What is the Purpose of Motivational Interviewing in a Business Context?

Motivational interviewing is a collaborative, person-centered form of guiding to elicit and strengthen motivation for change. Originally developed in the counseling field, it has been effectively adapted for corporate settings. The primary goal is not to test for right or wrong answers but to help the individual articulate their own reasons and capacity for change. In practice, this means an interviewer using MI techniques might be trying to determine:

• A candidate's genuine interest in a role beyond the job description.
• An employee's capacity to adapt and grow within the company.
• The underlying attitudes that drive an individual's performance and job satisfaction.

Based on our assessment experience, this method leads to more meaningful conversations that can improve talent retention rates by ensuring a deeper, more authentic fit between the individual and the organization.

What Are the Common Features of Motivational Interviewing Questions?

Motivational interviews are structured around a proven framework known as OARS, which stands for Open-ended questions, Affirming, Reflective listening, and Summarizing. This technique transforms the interview from an interrogation into a supportive dialogue.

• Open-ended questions: These cannot be answered with a simple "yes" or "no." They are designed to elicit detailed, thoughtful responses. Example: "Can you tell me about a time you felt most engaged at work?"
• Affirming: The interviewer acknowledges the interviewee's strengths and efforts. This builds rapport and encourages openness. Example: "It sounds like you showed great initiative in that situation."
• Reflective listening: The interviewer paraphrases or reflects back what the interviewee has said. This demonstrates understanding and encourages the individual to elaborate. Example: "So, if I'm hearing you correctly, you find teamwork energizing but also need quiet time for deep focus."
• Summarizing: The interviewer periodically summarizes key points to clarify understanding and highlight themes of motivation and change.

This OARS framework ensures the conversation remains focused on the interviewee's perspective, making it highly effective for uncovering core motivations.

How Can You Effectively Answer Motivational Interviewing Questions?

The most effective way to structure answers to MI questions is by using the STAR method. This technique helps you provide concrete examples that are both comprehensive and compelling. STAR stands for:

• Situation: Briefly describe the context or background of the example.
• Task: Explain what your specific responsibility or goal was in that situation.
• Action: Detail the specific steps you took to address the task.
• Result: Share the outcomes of your actions, ideally quantifying the impact.

For instance, when asked, "Tell me about a time you developed a new process for your work?" you would describe the situation (e.g., inefficient reporting), your task (to streamline it), your actions (researching software, designing a new workflow), and the result (saving 5 hours per week for the team). The key is honesty. These questions are designed to understand your authentic self, so contrived answers are often counterproductive.

What Are Some Common Motivational Interviewing Questions to Prepare For?

Preparation is crucial. Here are typical MI questions, along with insights into what the interviewer is assessing:

1. "What does professional success look like to you?" This explores your personal values and long-term goals, helping to assess cultural fit.
2. "What kind of working environment brings out the best in you?" This helps determine if you would thrive in the company's existing culture, whether it's collaborative, autonomous, or fast-paced.
3. "Can you tell me about a time you were doing repetitive work? How did you stay motivated?" This assesses your resilience, self-motivation, and approach to less glamorous tasks.
4. "How have your career goals changed over time?" This question seeks to understand your capacity for self-reflection and adaptability.

Other questions might include: "What would help you improve your current work?" or "How do you work with others to stay motivated?"

To succeed, focus on providing genuine, self-reflective answers using the STAR method. Prepare by thinking deeply about your core drivers, past experiences, and future aspirations. Being honest allows the interviewer to see your true potential for positive change and ensures the outcome is beneficial for both your career and the organization.