When hiring lifeguards, it's crucial to assess not just their qualifications but their ability to handle real-world scenarios, make quick decisions, and stay calm under pressure.

Situational interview questions are a valuable tool in evaluating how candidates would respond to hypothetical situations they might face on the job. These questions help you understand their decision-making, problem-solving, and communication skills in the context of lifeguard duties. In this blog post, we’ll break down the difference between situational and behavioral interview questions, explain why each is important, and offer practical examples of situational lifeguard interview questions to help you select the best candidates for your team. 

Why Use Situational Questions? 

Situational questions are particularly useful for assessing how candidates might handle challenges that are directly related to the role of a lifeguard. Since lifeguards must make quick, calm decisions in high-pressure environments, situational questions provide valuable insights into how candidates would react in those types of scenarios. 

Situational questions allow you to: 

• Gauge problem-solving abilities: You’ll learn how candidates approach challenges and what strategies they would use. 

• Assess leadership potential: Lifeguards often need to take charge in emergencies. Situational questions help assess how they would lead in such situations. 

• Evaluate their stress management skills: The job requires remaining calm and decisive in stressful moments, which situational questions can reveal. 

• Test teamwork and communication: Lifeguards often work in teams, so understanding how they collaborate is key. 

Why Use Behavioral Questions? 

While situational questions are great for testing hypothetical responses, behavioral questions provide a better sense of how candidates have acted in real situations. For lifeguard positions, behavioral questions help you see how candidates have handled past emergencies, conflict, and teamwork. They provide insight into the candidate’s ability to apply their experience to future challenges. 

Behavioral questions allow you to: 

• Assess past experience: You’ll understand how candidates have responded to actual situations, making it easier to predict how they’ll behave in similar future scenarios. 

• Evaluate their experience handling emergencies: Behavioral questions are especially helpful for understanding a candidate’s ability to stay calm and take decisive action during emergencies. 

• Gauge teamwork and leadership: Since lifeguards often work as part of a team, it’s essential to see how they’ve worked with others in the past. 

Young candidates or those newer to the workforce may face challenges with behavioral questions due to limited experience, as they might not have relevant past examples to draw from. This can create unrealistic expectations, pressuring them to provide specific experiences they may not have had the opportunity to gain. Additionally, behavioral questions can unintentionally favor those with more access to opportunities, potentially excluding marginalized groups. These questions also overlook transferable skills gained from school, volunteer work, or other non-professional settings, and focus too heavily on past actions rather than the candidate’s potential for future growth. 

Situational Interview Questions for Lifeguards 

Now that you understand the difference between situational and behavioral questions, here are some situational lifeguard interview questions you can use, along with the reasoning behind each one: 

"What would you do if you saw a swimmer in distress and no one else noticed?" 

• Why Ask This: This question assesses how the candidate would react to an emergency and whether they can stay calm under pressure. You’ll also learn if they’re proactive in spotting problems before they escalate. 

"Imagine you’re working a busy shift, and you see a group of people horsing around in the pool. What would you do?" 

• This question helps you evaluate how they manage safety risks and ensure the pool remains safe for everyone. It also shows their approach to enforcing rules and dealing with potential conflicts. 

"How would you handle a situation where a family refuses to leave the pool at closing time?" 

• This scenario tests the candidate’s ability to handle difficult situations involving the public. It’s important for lifeguards to remain respectful while enforcing policies. 

"What would you do if you noticed a safety hazard, like a loose pool tile, but there was no supervisor around?" 

• This question looks at how the candidate takes initiative and whether they can manage safety concerns independently in the absence of direct supervision. 

"If a team member disagreed with your approach to handling an emergency situation, how would you handle the disagreement?" 

• Lifeguards often need to work closely with a team, and it’s important to see how candidates manage conflict and collaborate with others during high-stakes situations. 

"How would you handle a situation where a swimmer is panicking and struggling to stay afloat, but you are not close enough to reach them immediately?" 

• This scenario assesses quick thinking and decision-making. It also looks at how the candidate would handle a high-pressure emergency while managing their own safety. 

Tips for Using Situational Questions in Interviews 

Situational interview questions are a powerful tool for assessing a lifeguard candidate’s ability to handle emergencies, work under pressure, and manage public safety. By combining these with behavioral questions, you’ll gain a well-rounded understanding of how candidates will perform in the role. 

1. Be Clear and Specific: Provide a clear, realistic scenario so the candidate knows exactly what you’re asking. Avoid overly complex or vague situations.
   "What would you do if you noticed a swimmer in distress?" 
2. Focus on Relevant Scenarios: Tailor the scenarios to the challenges lifeguards face, such as managing crowds, spotting hazards, or handling emergencies.
   "How would you handle a situation where someone refuses to follow safety rules?" 
3. Encourage Problem-Solving: Ask candidates to explain their thought process and the steps they would take. This gives insight into how they approach problem-solving.
   How would you handle a situation where there is an overcrowding risk in the pool?" 
4. Follow Up for Details: Dive deeper into their responses by asking how they would handle specific parts of the situation or what they would do next. This helps assess their thoroughness and attention to detail.
   "What would you do if the swimmer didn’t respond to your initial warning?" 
5. Allow for Flexibility: There’s rarely one "right" answer, so look for candidates who are thoughtful, flexible, and able to think on their feet.
   "What would you do if you were unsure of how to handle a conflict between two team members?" 

Whether you're looking for someone who can make quick decisions, handle stress effectively, or collaborate well with others, situational questions give you a clearer picture of how they'll approach the job. Use the tips and examples provided to ensure your interview process is thorough and effective in identifying the best candidates for your lifeguard team.