Better Questions. Better Hires.

Hiring the right person has never been more important. Across the pensions industry, employers continue to compete for experienced professionals who can navigate increasing regulatory complexity, stakeholder expectations and evolving workplace demands. 

While technical knowledge remains essential, many hiring managers recognise that successful recruitment goes beyond qualifications and experience alone. This is where behavioural interview questions help you identify top talent. 

Rather than asking candidates what they think they would do in a situation, behavioural questions explore what they have actually done in the past. The principle is simple: past behaviour often provides valuable insight into future performance. 

By asking candidates to provide real examples, employers gain a clearer understanding of how they approach challenges, communicate with others and deliver results. 

Traditional interview questions can sometimes lead to rehearsed answers. Candidates know they should describe themselves as organised, collaborative and adaptable; the challenge for employers is determining whether those qualities are supported by evidence. 

This is where behavioural interview questions help you identify top talent. They encourage candidates to demonstrate: 

• Problem-solving ability 
• Communication skills 
• Adaptability 
• Resilience 
• Teamwork 
• Leadership potential 

Instead of opinions, you receive examples. Instead of assumptions, you gain evidence. 

One of the most valuable behaviours to assess is how a candidate approaches challenges. Consider asking: 

“Tell me about a time when something went wrong on a project. What happened and how did you resolve it?” 

Or: 

“Describe an idea you introduced that improved a process or solved a problem.” 

Strong candidates will explain: 

• The challenge they faced 
• Their thought process 
• Actions taken 
• The outcome achieved 

Look for candidates who demonstrate initiative while recognising when to involve others. The strongest professionals tend to be solution-focused rather than problem-focused. 

Most roles involve competing priorities at some stage. Behavioural questions can help uncover how candidates manage workload, deadlines and pressure. 

For example: 

“Tell me about a time you had conflicting deadlines. How did you prioritise your work?” 

Or: 

“Describe a situation where you missed a deadline. What happened and what did you learn?” 

The objective is not to find perfect candidates; it is to understand how they respond when challenges arise. Candidates who show accountability, organisation and a willingness to learn often demonstrate strong long-term potential. 

The pensions industry relies heavily on collaboration. Whether working with trustees, employers, members or colleagues, strong interpersonal skills remain essential. 

Whether working with trustees, employers, members or colleagues, strong interpersonal skills remain essential. 

Useful questions include: 

“Tell me about a project where you worked as part of a team.” 

“Describe a time when you had to work with someone whose approach differed from your own.” 

Pay attention to how candidates describe others. 

Do they share responsibility for outcomes? 

Do they acknowledge contributions from colleagues? 

Do they demonstrate emotional intelligence when discussing challenges? 

These responses can provide valuable insight into cultural fit and team compatibility.

Strong communication skills are often critical to success. 

Behavioural questions help reveal how candidates build relationships and influence others. 

Examples include: 

“Tell me about a time you had to manage a difficult stakeholder.” 

“Describe a situation where you needed to gain support for an idea or project.” 

Candidates who can clearly explain how they adapted their communication style, built trust and achieved positive outcomes often stand out.

In today’s workplace, adaptability is increasingly important. 

Technology, regulation and business priorities continue to evolve rapidly. 

Questions such as: 

“Tell me about a time you had to learn something new quickly.” 

Or: 

“Describe a situation where you had to adapt to a significant change.” 

can help identify candidates who embrace learning and demonstrate resilience. 

These qualities are often just as valuable as technical expertise. 

Technical competence may secure an interview. 

Behavioural strengths often determine long-term success. 

That is why more employers are recognising how behavioural interview questions help you identify top talent. 

By focusing on real examples rather than hypothetical answers, hiring managers gain deeper insight into how candidates think, communicate and perform in the workplace. 

For organisations seeking to improve hiring outcomes, behavioural interviewing remains one of the most effective tools available. 

At Sammons Pensions Recruitment, we support employers throughout the recruitment process, helping identify not only the right technical skills but also the behaviours and attributes that contribute to long-term success. 

If you’d like to discuss your hiring plans or recruitment strategy, we’d be delighted to help. 

📩 pensions@sammons.co.uk 

📞 020 7293 7022