NHS Job Interview Questions

There are over 400 different NHS jobs.

Different departments within the NHS interview applicants, depending on the job role and level of position, in a number of various ways, with some job interviews requiring assessments, group tasks, panel interviews, job interview presentations and traditional interview questions and answers.

The invitation to interview email or letter will explain the department’s recruitment process in detail.

This article, therefore, has been designed to help NHS job applicants understand the types of interview questions they will be asked during the NHS job interview. For specific roles such as a dental nurse, care assistant or medical office receptionist half of the interveiw questions will be based on the duties for the advertised position.

And of course highly skilled technical roles such as a doctor or a surgeon will attend a technical interview process.

NHS Job Interview Questions and Answers

The following interview questions have been shared by real applicants who have attended NHS recruitment events and structured job interview.

An explanation on how best to prepare for each individual interview question will be given to help you to pass the NHS recruitment day.

What is your experience working within the health service?

With any type of generic open interview question, such as ‘why do you want to work here’ or ‘what is your industry experience’ you can answer the interview question, initially, by referencing your passion for the job sector “As far as I can remember I have always had the desire to work in the health service…”

This opening line, designed to build rapport, can be followed with a detailed walk-through of the applicant’s work history “..after gaining a (health-related) qualification my first role was (add and describe job role) later I was promoted to the position of (add job role) where I (add responsibilities) until finally I (add most senior position)…”

Here, the candidate doesn’t need to discuss all roles. What is important, though, is to show a wide range of skills and experience in the health industry which can be easily related to the NHS position that has been advertised.

Why did you apply to be part of this programme?

The word ‘programme’ can be exchanged with ‘team’ or ‘department’ depending on the position being advertised.

Within the NHS teams are very close-knit and the hiring managers want to recruit employees who will fit in well with their team and the department culture.

This job interview question is really about an applicants core values – are they passionate about health? or working with in a particular department?

Many advertised roles, in the NHS, are part of new project or programme, designed to meet a particular need. Similar to the ‘team’ version of the question, showing passion and commitment can help when answering this job interview question.

To answer the question you can follow a 3 steps job interview formula:

Passion – highlight how you are interested in this area of HHS work. If the role, for example, is a ‘mentor nursing manager,’ discuss the value of nurses having a workplace mentor. Talk about this with passion, highlighting research you have undertook.

Example – to show ability, discuss a similar project or role you have worked in, explaining the overall objective of the job role, what you enjoyed about the position and any key successes.

Summary – end by saying ‘in summary…’ and go on to remind them of your experience and passion, and how this is the reason why you are applying for the role.

Can you demonstrate how you meet the NHS values in everyday life?

As a government-funded health organisation, the NHS has a set of company values that they embedded into the day-to-day decision-making process which, therefore affects hiring decisions.

A commonly asked NHS interview question will be based on their ‘values’. If framed as ‘how do you live these values outside of work?’ or as ‘how would you live up to these values if employed?’ the answers will be pretty much the same structure.

Initially applicants need to know , through researching, the 6 NHS values, as sometime an employer may ask a specific question based on a certain value – ‘give an example of working together to support a patient?’

The answer, for the values question, can be broken down into two parts:

  1. acknowledging the reason for the value
  2. example of living the value (with the second part being framed as a behavioral or situational job interview answer)

If, for example, you talk about NHS value 4 – compassion it is important to discuss why this value means something to you – the importance of this value in your life. An example of this could be ‘As a compassionate professional, I always think about the impact of my decisions from a patient’s perspective, as I understand the importance of a patients dignity….’

In the second half of the interview answer give an example of using the value in a working situation ‘…an example of this is when I worked with a patient who had X illness. The patent was a proud person but required physical care (you could go on to describe how the patient would request help because of being so proud, as an example) …. to help the patient I (add steps taken to support the patient in a compassionate way)…’

What would you do if someone asked for a patient?

Safeguarding is a key priority for all NHS staff members.

Working in NHS buildings part of everyone’s role is the interaction with a patients family members and friends. Within this, strangers will asked to see a patient.

Depending on the place of work, there will be certain processes and procedures to follow. Within the process will be a checking system – is the person a relative? Some people make have suspicious behaviour and could be in the hospital for criminal behaviour.

The answer to the interview question should be first framed based on the place of work for the advertised position. But in the main, applicants can state that they would follow the process and procedure and then give additional detail by stating questions you would ask the person who has requested to visit a patient

Give an example of working with a difficult patient?

In role that essentially works with the general public on a day-to-day basis some of the patients can be ‘difficult’ to support.

When asked this common job interview question the first step is to reframe the ‘difficult’ behaviour as a perceived negative into a normality ‘I never consider patients to be ‘easy’ or ‘difficult’. As a healthcare professional I understand that some patients don’t want to be in hospital, or the anxiety from a diagnostic is making them act out of character or maybe a mental health condition impacts on how they behavior. With all patients I treat with respect and take actions that will help them in their hour of need’.

Once the reframe has been set, the final stage is to backup this opening statement with evidence using a realife example.

When using a real life example, first explain the situation ‘a patient I was working with di X…’

Next, describe the actions you took to resolve the situation explaining how used empathy, interpersonal skills and remain professional, throughout the situation.

And end with, the outcome – how the patient responded to you.

When thinking about safeguarding, what behaviors would concern you?

Safeguarding awareness should be on the forefront of a health practitioners mind.

As safeguarding, and the well being of patients, is paramount to the NHS, an interview safeguarding question is likely to be asked in most NHS job interviews.

Depending on the job role depends on what safeguarding example is most effective. A EI receptionist might use a stab wound example where they had to contact the police, or a hospital porter might discuss how they came across a stranger in a patient’s room.

What is important here, is to make clear the awareness of safeguarding concerns, risk indicators and what process should be followed during a safeguarding incident.

What support do you expect a vulnerable person requires?

Answers to this interview question need to be relevant. If working with the elderly, explain what support an elderly person requires. If working with an ex-addict, discuss the barriers they face.

When answering the ‘vulnerable’ question, answers can be split between a logical and an example answer.

Initially start the interview answer by listing what support an average (vulnerable group) requires. Listing all common support needs shows an awareness and here an applicant is likely to hit the required criteria the interviewees are marked against.

Next, use a story to highlight sector related experience “While working as an X, I worked closely with Y (vulnerable person). It was clear that the client required Z (support needs), so I (explain the action you took)….”

When providing personal care how would you maintain a person’s dignity?

Working in the NHS a patients dignity is very important.

When starting to answer this interview question, state how a patients dignity is at the forefront of your mind.

Next list the steps that you take to be respectful and professional when offering personal care. Add example here, really helps to clarify the small acts of kindness that many NHS staff do to maintain a patients dignity.

Finally, discuss the policies and processes relevant to the job role that must be adhered to.

Job Interview Advice

How to plan for a care assistant job interview

Care assistant employers, when interviewing applicants, look at candidates’ work ethic and personal skills.

A desire to help people is key, but employers also look for communication skills, empathy, patience, calm when in a stressful situation and an employee who can follow directions accurately.

Care assistants can work in a care home or in the community, supporting vulnerable people living in their own homes. The interview questions asked in a care assistant job interview will be based on the applicant’s temperament as well as their ability to perform caring duties which can include;

  • supporting people with their physical needs
  • completing household tasks – washing, cleaning and cooking
  • monitoring health and communicating with nurses

To prepare for a care assistant structured job interview, applicants can answer many interview questions by relating to real-life experiences, from helping their own family members to volunteering in a caring role.

Care Assistant Job Interview Questions and Answers

Below is a list of the most commonly asked care assistant job interview questions and a detailed breakdown of how to answer the question.

Do you having any caring experience?

Normally an opening question, applicants can easily answer this question using a common interview formula; stating duration, qualification and selling point.

The interview answer starts by reassuring the interviewer by stating the duration in the industry “I have over 10 years experience as a care assistant…” For applicants new to the industry this answer can be slightly tweaked “In all my previous roles I have had to support and help vulnerable people…”

Applicants can continue by giving additional detail about a previous position “…while working at X company my key caring duties included (add duties)..”

Next, candidates can explain their level of qualification (only suitable for applicants with an industry qualification) “….In 2010 I gained a caring assistant Btec Level 3 diploma, during he course I leant (add sector theories and models)…”

End with a unique selling point. This could include a care assistant skill or a personality trait “…I’ve applied for this role because I am passionate about caring for vulnerable adults…”

What support do you expect a vulnerable person requires?

Answers to this interview question need to be relevant. If working with the elderly, explain what support an elderly person requires. If working with an ex-addict, discuss the barriers they face.

When answering the ‘vulnerable’ question, answers can be split between a logical and an example answer.

Initially start the interview answer by listing what support an average (vulnerable group) requires. Listing all common support needs shows an awareness and here an applicant is likely to hit the required criteria the interviewees are marked against.

Next, use a story to highlight sector related experience “While working as an X, I worked closely with Y (vulnerable person). It was clear that the client required Z (support needs), so I (explain the action you took)….”

When providing personal care how would you maintain a person’s dignity and respect?

This question is key to a successful job interview outcome. Employers in the care industry are looking to hire empathetic professionals.

The reply to this answer can be broken down into the 3 Cs:

Confirmation – state how a person’s dignity and respect are at the uppermost importance

Communication – explain how your communication is designed to be respectful. An example of this would be asking a vulnerable person who had been in the bathroom for a long duration ‘if they need any assistance’ rather than asking ‘whats up, you have been ages?’

Clarity – many vulnerable people are very independent. Having someone ‘do everything’ for them can be demoralizing. Explain when working with a new vulnerable person you, through a rapport-building conversation, will clarify what support the client requires and what they need the care assistant to support them with.

Give an example of being in an emergency situation?

During the lifetime of a care assistant, they will come across many emergency situations from an elderly person having a heart attack to a vulnerable person attempting to commit suicide.

Example job interview questions require storytelling First, it is important to pick an example that is relevant to the job role the applicant is applying for. This is because the employer will have a list of job criteria that they score each job interview answer against. The highest scoring interview questions result in that applicant being offered the advertised position.

When answering the interview question with an example give context by explaining the situation and vulnerable persons’ background. This makes the interview answer relevant and easy to understand.

It is important, when explaining the steps the applicant took, to explain how they remain calm and professional throughout the emergency situation, even going as far as explaining how they had prepared for this, or similar, situation.

Next, discuss the policies and processes the candidate followed; informing social services, family members, managers. If they had to take notes or update systems.

How would you support a person who suffered from X?

Some interviewees feel that this interview question is a curveball, but in fact it isn’t.

If asked a specific technical question it is because this X is the employer’s bread and butter. Here, the candidate needs to show their level of knowledge and experience.

Explain, initially, the competency level “I have worked with X client for the previous 10 years” “in all my previous roles I have supported service users suffering from X” “I cared for my mother for 20 years who had X”

Next, show knowledge by discussing X in detail: “a symptom of X is…” “What care assistants have to be aware of is ….” “A side effect of X is…”

To end the interview question, spell out the actions required to support a person with X and how this positively implements on the vulnerable person life and wellbeing.

How do you feel about working flexibly?

Care assistants don’t have time off. That, obviously, is an exaggeration, but the truth is care workers (or the care team) are required 24 hrs a day 352 days a year.

Employers, therefore, need to hire care assistants who are willing to work bank holidays, over the Christmas period and during different shifts.

Some career professionals prefer the variety of working different shifts, is this is you make this clear in the job interview. Experienced care assistants can also reference how they have previously worked varying shift patterns, and how for them time is irrelevant, as they enjoy the work of a care assistant so much.

Why are you drawn to this area of work?

Question around the reason for applying for a position within an organization or industry come down to one thing – passion.

Employers know that if they hire a team of passionate employees with a strong work ethic that they will be highly productive. This is especially true in the care sector, where workers will go above and beyond to support their charges.

Not only does this interview question need to be answered with the right language, but the non-verbal communication of an applicant must also emphasise the passion of the words.

Stories relating to how an applicant has cared for a parent work well, as does explaining how for you working in the care sector is more important than a higher-paid none caring job role.

Highlighting ones values (everyone should have a decent life) also reinforces the passion of the applicant.

But hopefully, as you are applying for a caring role, this interview answer comes easy to you.

Is there anything else you would like to know?

At the interview end, the employers will ask each applicant if they have any questions about the job role or company.

Questions to ask an employer in the care sector can include:

  • What different vulnerable groups does the organisation work with?
  • Is there any specific training to support staff when working with a certain vulnerable group?
  • How is the organisation funded?
  • What is the size of the oranisation?
  • Do you invest in staff development?

Job Interview Advice

Interview Question Formulas

To be seen possessing a high level of knowledge and experience, interviewees utilise interview formulas when answering interview questions. The interview formula allows applicants to have a structural approach to the job interview. 

Having a structure to fall back on not only increases confidence, as the structure creates an order for the applicant to follow, but also presents the candidates competencies clearly to the employer, increasing the likelihood of a high scoring interview answer. 

The formulas can be adapted to job roles across all sectors, and only requires the applicant to embed their own knowledge and experience to each formula. 

Model and example (ME)

Referencing industry relevant theories and models in the interview answer highlights a level of knowledge, as the model is explained as a step-by-step process, before experience is shown through giving a real life example of using the model in a work situation. 

This formula is powerful as it adds content to interview answers that may lack substance. The two parts complement each other as they repeat the same process but in two different ways logical (explaining the model and emotional (via storytelling) 

Suitable for the following types of interview questions:

  • ‘How do you assess risk?’
  • ‘How do you collaborate with stakeholders?’
  • ‘How do you manage your time?’

Example answer: 

“When X I use the Y model (explain model in a step by step process) an example of this is when I (add example; situation, action, outcome)”

Experience, Qualification, Selling Point (EQS)

Stating the duration working in a sector improves perceived competencies as the association between time-served and knowledge is closely linked. Reinforcing sector knowledge by describing industry related qualifications backs-up the time-served/knowledge link. But as many interviewees will have a similar background, applicants need to stand out by highlighting an unknown unique selling point – explaining what they can bring to the team. 

Suitable for the following types of interview questions:

  • ‘What is your experience in this sector?’
  • ‘Why should I hire you?’
  • ‘What can you bring to the role?’

Example answer:

“With over X years in the sector and a qualification in Y, I have worked as a Z (add various roles). In that time I have been able to (add unique selling point)”

Problem, Actions, Outcome (PAO)

Behavioral interview questions are designed to predict job performance based on an applicant’s previous actions. Therefore, candidates must ensure they explain the circumstances of the situations they will describe as this offers context to the employer, allowing the interviewer to better understand why certain actions were undertaken.  The interview answer needs to end with an outcome, which could include lessons learnt, a new approach or an increase in profits. 

Suitable for the following types of interview questions:

  • ‘Give me an example of…’
  • ‘When have you ever…’
  • ‘What experience do you have in…’ 

Example answer:

“When working at X, Y happened (add specific problem) which could have resulted in Z. To solve this problem I (add specific actions) which resulted in (add positive outcome)” 

Barriers, Solution, Projected Outcome (BSPo)

For future scenario interview answers it is important for an applicant to show how they understand the threat of the potential situation – the barriers this problem would create, as this shows industry insight. Stating the specific actions that need to be taken shows expertise and competencies, and stating how these actions would have a positive intent can highlight the added value the applicant can bring to the team. 

Suitable for the following types of interview questions:

  • ‘What would you do if…’
  • ‘How would you approach..’
  • ‘If you were working on X project, what would you need to consider?’

Example answer:

“If this situation was to happen, my concerns would be A (add potential barriers). To take action I would B (add specific actions). The outcome of this would be C (state positive outcome including the benefits to the company) 

Pro and Con (PC)

The frame of some interview questions can be seen as a trap, with an interviewer asking for an opinion. If the opinion given by an applicant is one that resonates with the employer the interview answer will score high, but if the opposite is true the answer will be marked low.

In this situation, applicants can hedge their bets by answering all options in all ways, ensuring one of the elements of the interview answer will resonate.

Suitable for the following types of interview questions:

  • ‘What is more important X or Y?’
  • ‘What is your opinion about X?’
  • ‘Are you A or B?’

Example answer:

“What I like about X is (add pro’s) but you also have to consider (add Con’s)”

For the multiple-choice answer, applicants can repeat the formula for the second part of the question. The 3rd example interview question is often stated to check an applicant’s temperament or working style – “Are you a task starter or task finisher?” This type of interview question is used in strength-based interviews. Similarly, applicants can explain the pro and con of each trait, but it is likely that the interviewer will push for a direct answer.

Job Interview Advice

Interview Questions and Answers for a Career Guidance Officer Interview

Interview Questions and Answers for a Career Advisor

The career guidance job market is crowded.

This competitive sector has applicants applying for advertised roles who come from a number of backgrounds; career counselling, post-grad CEIAG advisors, school career advisors, higher educational career guidance officers and professionals making a side-career move from, as an example, a probation officer, school teacher or public sector worker role.

Vacancies is the career sector are starting to increase; with schools now having to meet government GATSBY benchmarks more high schools, colleges and higher educational institutes are recruiting career guidance officers. Job centers are also seeing the need for a skilled practitioner to support job seekers to make informed career decisions, and many growth sectors employ specialist career advisors to  promote the roles available in each job sector.

job interview coaching

Career Guidance Officer Job Role

To prepare for a career guidance job interview it is important that the applicant understands the job role they are applying for, as each role varies depending on the employer, the customers or service users age group and job sector.

As an example, one career advisor maybe employed to deliver 1-to-1 face-to-face career guidance sessions, while another delivers online career information or delivers group sessions.

A career advisor attached to a job center is more likely to focus  employability advice compared to a college career advisor who will be giving higher educational advice. Some roles require specialist advice; understanding the barriers of widening participation or the various roles of a particular job sector.

Therefore, this article aims to provide the job interview questions and answers for the most common career guidance Q&As, that are likely to be asked in all career advisor job interviews.

8 of the Most Commonly Asked Career Guidance Job Interview Questions and Answers

Each Interview question will be broken down and explored. Answers can be based on the information provided but must be tailored to an applicants own work experience, skills and qualities.

CEIAG Interview Question 1: Can you breakdown your relevant career officer experience and state how it is useful in this role?

When answering the ‘experience’ interview question, it is important to state experiences related to the job role – the information, advice and guidance knowledge for the target group (children or adults, job seekers or university students)  that the company supports.

It is also good to highlight an understanding of career theories and models, as this shows sector knowledge.

As the job role is about supporting people, often vulnerable clients, and requires a level of work ethic, at this stage of the job interview, applicants can increase likeability by showing ‘passion’ for the job role.

Interview answer formula

  • Give duration in the industry
  • State level of qualification
  • Give example of working with a similar target group
  • End by refencing your passion for ‘helping’ people

CEIAG Interview Question 2: Explain the difference between IAG (information, advice and guidance)?

There will be several technical question during the career guidance interview, with the most common one asking for the explanation between the different aspects of the role.

First, if unknown, applicants need to read up on the meaning of Information, Advice and Guidance.

In short;

  • Information is passing on knowledge or facts often collected from a credible source.
  • Advice is a professional judgement, encouraging the customer to take action – this is the practitioners opinion based on research and studies.
  • Guidance is the practitioner supporting the customer to make their own decisions through self-reflective and challenging questions (not by being given advice)

The interview answer should end, once an explanation of the terminology  has been given, by stating, with examples, the best situation to use each of the three elements of IAG.

As a side note the ‘CE’ of CEIAG means ‘careers education’.

Job Interview Book

CEIAG Interview Question 3: Give an example of when you have worked with a client who had a fixed career idea, and explain what you did?

To help clients to make informed career opinions, the practitioners job is to challenge the clients perceived career ideas.

It is not the career advisors role to decide which career best suits the client, as unconscious bias can be at play here, rather the role of a career advisor is to help the customer to make an informed opinion.

There are many theories around career guidance that a career practitioner needs to understand but as an overarching rule; just because a client stats they want to move into X career doesn’t necessarily mean the career goal is their best option, as their decision may have been influenced or their awareness of options maybe limited.

As an example, a client may want to enter the world of work because this is what their family and peers did.

To answer the situational interview question:

  • Describe the situation; the client and their job goal.
  • Explain how you question what the client liked about this career goal.
  • And how you asked what they felt they wouldn’t enjoy.
  • Next give evidence of how you challenged this career goal – this could be in the form of comparing two similar job roles, asking the miracle question or having a conversation around the pro’s and con’s of the different routes into higher education or a career.
  • Finally, explain the outcome to the conversation, clearly stating the clients mindset.

CEIAG Interview Question 4: What research do you undertake to help give informed advice?

Working in a industry that advises on other job sectors, advice can easily become dated. Career practitioners, therefore, need to stay abreast of new local market information. This can include growth sector by area, new qualifications such as T-Levels, student loan information and emerging career trends…the list becomes endless.

For some career guidance roles, the practitioner may also be responsible for giving ‘supportive’ advice on housing,  offender management and finances.

It is important then to understand the job role, the clientele and the area of IAG   to be given, and use this insight to answer the interview question.

For this example we will use LMI – local market information.

When discussing the undertaken research don’t make the mistake of simply explaining how you attended X webinar or Y training course. This is a low scoring answer.

To score high, explain the reason why you chosen to research, as an example, local market information. How does knowing about LMI help a career practitioner?

Next, explain what you gained from the research and finally, give an example of how the research help you to help a client during an IAG session.

You can also round the answer of by explaining how you are a life long learner and you continue to update your knowledge and expertise by periodically conducting research.

But the golden interview answer will go to those career practitioners who have built upon other peoples research to find news ways of working with a niche group of clients or within a specialized area.

CEIAG Interview Question 5: Give an example of working with an angry service user?

There are numerous ways this question will be asked:

  • How would you motivate an unmotivated client?
  • How do you handle a client with unrealistic career goals?
  • Explain what you would do if a client wouldn’t answer your questions?
  • Give an example of building rapport with a difficult service user?
  • Have you ever had a client get violent?

The interview question will be phrased depending on the IAG sub-niche the advertised job role is in. But in 9 out 10 career advisor interviews, a situational question around a client’s behavior will be asked.

Most interviewees will be able to answer this question with a real-life example as none-experienced career advisors will have undertaken a placement as part of their CEIAG course, and experienced career practitioners will have several examples.

The following steps can be used to create a strong stcruture for the interview answer

  1. Confirm experience confidently “I have had to deal with this situation on many occasions….”
  2. State overview “…an example of this was when (explain the situation)…”
  3. Give specifics “…the client was X (quite/angry/annoyed) because of Y(been turned down for benefits/forced to attend the session/in a bad mood)…”
  4. Action “…to support the client I (add detailed explanation of what you did to turn the situation around)..”
  5. Outcome “…this resulted in…”

CEIAG Interview Questions 6: What do you understand by the ‘contracting’ part of an IAG session?

The contracting stage of an intervention is very important and is used in many therapeutic settings. The contract is an agreement between the practitioner and client is transparent ensuring each party fully understands the processes of the sessions.

In career guidance sessions the contract will cover

  • Duration of session/number of sessions
  • An explanation of data protection and GDPR
  • Confidentiality and record keeping
  • The session aims
  • Explanation of safe guarding
  • Impartiality

Interviewees need to explain their understanding of ‘contracting’ and give an example of using contracting in an intervention.

  • Explain how you started  a session discussing contracting and how you talked about, as an example, safeguarding.
  • Go on to state how the client disclosed a concern.
  • Next, explain how you reacted to the information, informing the client, as you stated in the contracting stage of the session, what steps you needed to take.
  • Finally, give the outcome to the intervention.

Interview Test

CEIAG Interview Question 7: When would you make a referral?

As career advisors support clients with various issues, most career practitioners wont be an expert in all things. Therefore career advisors will often make referrals to different agencies from a job center referral for a benefit application to social services for safeguarding concerns.

To answer questions on referrals it is important to explain how you only refer to approved referral agencies, how you report on referrals (internal recording systems) and how the referral has been followed up to check progression.

CEIAG Interview Question 8: Is there anything you would like to ask us?

At the end of the career guidance officer interview the employer will end the interview by allowing the candidate to ask them questions about the job role, organisation and day to day duties.

It is important for an applicant to think about their ideal job role – how they work best, and ask questions to the employer based around their ideal. Once offered a job role(s) the answers to these questions help the applicant decide if they should take the offer position or not.

  • What’s a typical day as career advisor like here?
  • Is the job role office based or outreach?
  • Which agencies do you collaborate with?
  • What CPD do you put staff through?
  • What is staff retention like?
  • What projects are you currently working on?
  • What is the next tender you are applying for?
  • Where do you get your funding from?

Everything You Need to Do to Prepare for a Job Interview

The job interview is one of the most important meetings in life.

Why? Because being successful in a job interview has a direct impact on a person’s work/life balance, their stress and motivation levels, potential salary earning which links to the person’s lifestyle.

So, it makes sense to prepare for this highly important event.

This article will cover everything any job seeker and career professional needs to do to prepare for the job interview.

To help job seekers find employment, we will link to relevant articles under each of the interview sub-headings allowing each interviewee to read the source article for a more in-depth understanding of each job interview topic.

What to wear to a job interview

Your outfit is your armor.

What you wear in a job interview makes a difference in two distinct ways: 1) ‘dress to impress’ increase personal confidence levels, 2) a professional look changes the employer’s initial impression of a candidate.

Down to basics:

Wear smart professional clothing.

What an applicant wears influences the interviewer’s first impression of a candidate. Interviewer’s, as does everyone, has ‘unconscious bias’ – an opinion is made based on how one person views another. Research shows how an interviewee’s outfit can create a positive or negative opinion.

The ‘professional look’ can only help to increase likeness.

Avoid:

  • Unironed clothes
  • Casual wear
  • Not shaving
  • Dark colours
  • Getting caught in the rain (resulting in you looking helpless)

There is something about the choice of clothing that affects the emotional state. Dressing in gym wear, as an example, will result in a person being more likely to complete exercise. In the same sense, dressing confidently creates confidence.

Source: what to wear for an interview

What you need to research before a job interview

Pre-interview preparation creates perfection

Prior to the job interview, there are 2 must research objectives: 1) company research 2) interview question research.

Initially, applicants need to research the organisation to ensure that this is a position they would like to accept, once offered the advertised role.

3 key facts that affect workplace happiness

  1. The company – does the company vision and values align with your own?
  2. The boss – does the boss’s managerial style motivate you?
  3. The co-worker(s) – does the company culture draw you in?

The pre-interview research on accepting a hiring decision can save time – only attend the interviews with employers you are interested in.

Once an applicant knows which organisations they are interested in, the next step is to prepare for the job interview by researching the potential job interview questions.

  • Check potential questions by reading the job profile for the advertised role. Each essential duty will be referenced as a job interview question
  • Use the internet to search for the organisation asked out the box job interview questions
  • Plan your interveiw stories as storytelling interview answers often rate higher on the job interview scorecard

Source: questions to ask before accepting a job

How to plan for the interview

The initial interview planning is based on the type of job interview the candidate has to attend.

Job interview types include:

Understanding how each job interview is different gives the pro-active job seeker an upper hand. As an example, most screening job interviews are conducted over the telephone.

The interview itself needs planning for. For an online interview, ergonomics is key. A clear background, eye-level screen and clean space, not only helps the applicant feel relax, there are no visual distractions for the interviewer.

A common mistake career professionals make is their interview preparation. Most job seekers will check the duration from their home to the interview establishment, this is good, pro-active. But the mistake is made at the time of night they choose to prepare for the job interview.

Most people prepare for interviews at night and plan, using an online map, the duration of travel. But if the job interview is scheduled early in the morning, the duration to the venue can change, as travel times vary depending on the time of day.

The barrier here is that a late applicant creates a negative impression that distorts how the interviewer views the applicant during the course of the job interview. Is easy to make error can have a lasting effect on the job interview.

Source: types of job interviews

How to prepare for the first impression

The first impression defines the rest of the job interview. The initial barrier is the interviewers unconscious bias, and then their reaction to how they perceive the applicant will perform once employed.

The initial impression is formed by the senses taking in billions of pieces of information, which is then filtered by the interviewers values, beliefs and experiences, resulting in an impression being created within milliseconds of the interviewer coming face to face with the candidate.

These 5 factors affect the initial impression:

  • An applicant’s smile – smiling helps build rapport. Research has shown how a smile improves likeability
  • What the candidate wears – association from clothes to persona is powerful. If you dress ‘professionally’ you will be seen as a ‘professional’
  • The firmness of the handshake – a firm handshake shows strength and confidence, both of these traits improve how an employer views an applicant
  • Eye contact – strong direct eye contact shows confidence. Weak people will often look down or away. Employers for all job roles are looking for confident employees who can make decisions and take action
  • The level of confidence in communication – asking questions, varied tonality, a strong pace are all ways to communicate confidently. Confident communicators score well in job interviews as they are able to give answers that reference the job criteria

Source: Make a good first impression

How to reduce interview anxiety

Job interview anxiety is the number one reason why job applicants fail in job interviews. A lack of confidence can only result in a poor job interview performance.

Confidence can be improved. The biggest barrier to self-doubt is comparison. Often employees will compare themselves to another colleague prior to the job interview. This behaviour is unhealthy and effects the nervousness level in a job interview.

The comparison leads to self doubt. Self doubt, is extreme cases, lead to some career professionals finding excuses not to attend the job interview, and those that do often perform badly.

Confidence in the job interview can be improved by making a few tweaks to your thinking. Having self-appreciation instead of self doubt increases self-esteem.

For career confidence, listing your achievements, your skills and abilities change the focus of thinking, helping applicants to realise their worth, improving their self-worth.

Source: how to boost self-confidence

What to do to stand out during the job interview

The competition for the advertised position is competitive as everyone attending the job interview has a similar level of skills, experiences and qualifications, at the minimum the applicants all meet the job criteria or they wouldn’t have been invited to be interviewed.

What this means is that you need to stand out in the job interview.

First, is the basics; having killer answers to tricky job interview questions but more importantly successful career professionals need to go one step further.

A simple and underplayed stand out tactic is being enthusiastic.

Think about it! Most interviewees are nervous, resulting in standard job interview answers communicated in a monotone voice. If the next interviewer delivers strong interview answers, delivered with passion and enthusiasm, they will grab the employer’s attention.

Creating an interview conversation, rather then just answering questions is enough to be uniquely, as is bring evidence of your expertise in the form of stats, graphs and references. Having a growth mindset, showing you can take the initiative and simply becoming confident create a string persona because most applicants are, well, nervous wrecks.

Source: stand out in a job interview

The pre-interview checklist

  1. You know the date and time of the interview
  2. The interview venue, building name and room number is correct
  3. A copy of the application, ID and certificates have been prepared
  4. Research on the organisation has been completed
  5. Potential interview questions have been researched
  6. And answers to interview questions have been prepared and researched
  7. For online interviews, the room ergonomics have been reviewed and for face to face job interviews, the duration to the venue has been checked
  8. The interview type has been checked and actions completed to ensure confidence levels are high for all interview types
  9. A self-review of industry skills has been completed to increase confidence
  10. Many mock interviews have been completed, as practice makes perfection

Job Interview Advice

How to prepare and pass a telephone job interview.

Telephone job interviews are, in the main, viewed by employers as a recruitment cost saving process.

Think about it, to deliver a structured job interview requires time, resources and of course money. It makes much more time to plan for a face to face job interview than it does a telephone one.

With employers receiving hundreds of suitable application forms from high skilled applicants, recruiters need to be able to reduce the number of job seekers they will eventually offer a job interview to.

Initially, the employer will reduce the ‘suitable’ applicants down to a reasonable number through the application process, but as the number of applications received for each position rises, the employer needs to add in a ‘screening’ interview which is designed to result in only the most suitable candidates being offered a face-to-face job interview.

The telephone interview is the most common way to ‘screen’ applicants.

What questions are asked in a telephone interview?

A telephone screening interview is short. Unlike a structured job interview, where each interviewee is asked the same job interview questions, the telephone screening interview is an investigation.

Employers, after reading the job applications from applicants that they feel have the required skills and experiences, still need to reduce the applications to around 6-10 applicants that they will invite to a job interview.

While reviewing the application forms, employers may require specific information to ambiguous statements: “12 years sector experience…” The conscious interviewer will be asking “12 years experience in the same position? company? level of responsibility?”

It is this specific ‘data’ that will be the basis of the screening interview. In this way, each screening telephone interview will be different.

Applicants, even though interview questions are harder to predict can still prepare in advance for the telephone interview.

Below is a list of the types of telephone screening interview questions that will be asked during the telephone job interview.

Telephone Interview Question 1

Can you tell me more about your experience at X?

Telephone Interview Question 2

What were your specific duties?

Telephone Interview Question 3

Tell me about a problem that happened during this (project)?

Telephone Interview Question 4

Explain, exactly, what your level of responsibility was?

Telephone Interview Question 5

How do you put into practice the systems and models you learnt during your degree?

Telephone Interview Question 6

Over your years working in X sector what has been your biggest weakness?

Telephone Interview Question 7

How did you communicate across different departments?

Telephone Interview Question 8

What has made you apply for this role in this organisation?

Job Interview Advice

How to answer the ‘weakness’ interview question

Out of all the common interview questions asked, the ‘what is your greatest weakness’ question, is among the hardest to answer.

Candidates, applying for an advertised position within a new organisations, struggle to answer a direct interview question that deliberately focuses on a negative, not a strength, because they believe that a ‘negative’ interview answer will score low, on the interview scorecard

Who is asked the ‘weakness’ interview question?

What many applicants don’t consider, is that all interviewees will be asked the same ‘weakness’ interview question.

Some of these applicants will try to influence the job interview by not directly answering the question: ‘I don’t have any weaknesses!’

This answer is weak within itself. It is the same as being asked ‘are you a team player?’ to then talk about working on your own initiative. Employers ask each job interview question for a particular reason – they want to know something specific about the applicant that is relevant to the job vacancy.

Job seekers who state: ‘I have no weaknesses’ will be scored low.

Interviewers are really asking ‘how do you develop?’ or ‘what have you done to improve an area of development?’

Mainly the ‘weakness’ interview question is asked for low skilled positions or within the ‘supportive’ sector that needs career professionals to be lifelong learners.

How to approach the ‘weakness’ question?

We have established that the ‘weakness’ question is really about a candidate’s approach to development. More specifically, self-reflection and development.

The 3 step process to answer the ‘weakness’ interview question is:

  1. Self-reflection – identifying a weakness or area of development
  2. Upskilling – taking action to develop the weakness
  3. Ability test – completing a self-check to ensure the weakness or area of development has been overcome

How to answer ‘do you have any weaknesses?’ Interview question.

The 3 step process, when answering the interview question, can be framed with an opening and summary.

Interview answer opening.

“I believe everyone has areas of development…”

“One of my strengths is recognising my weaknesses, so I ca develop my skills….”

“Because I believe in self-development, I am always self-assessing my skills…”

Interview answer 3 step process.

  1. Self-reflection – “…an example of this is when I (give an example of a self-development process IE during an employee review, completing a skill test, via a mentor, etc)…”
  2. Upskilling – “….to develop this skill I focused my time on (add actions you took to improve the (area of development)…”
  3. Ability test – “….I knew I had improved on this area when (give an example of using the skill with confidence and competence)

Job Interview Advice

How to pass a civil service administrator job interview

Working for a government department, a civil service administrator is responsible for the administration of government policies to serve the public.

Civil service administrative tasks can be a front or back-office job. Front office includes dealing directly with the public, requiring an additional set of skills. In fact, for each civil service role, duties will vary.

In this sense, applicants need to carefully read the job description to help predict the job interview questions. Below is a list of the most common interview questions and answers for a civil service administrator.

Civil Service Administrator Job Interview Questions and Answers

Each of the commonly asked job interview questions can be phrased differently for each particular job interview, but the required answer (meeting the job criteria) will be the same.

Read the interview question, relate the question to your own experience and skill set, and use the example formats as a basis to create an answer that will score high during the job interview.

Civil Service Administrator Interview – have you worked in a government office before?

Of course, the ideal answer to any interview question is ‘yes’, but if you haven’t worked with a government office don’t worry that this will be a barrier to employment.

The ‘experience’ question is designed to check that the applicant has the required competencies to confidently complete the day-to-day duties of a civil service administrator.

The opening statement to the interview answer needs to state clearly the administration experience the applicant possesses.

“Yes I have 12 years experience working in government offices, with the past 5 years being spent at …..”

Or for non-government experience, pass this question by focusing on the candidates office experience.

“For the last 22 years, I have worked in administration where I have been responsible for….”

For each version of the answer, the interviewee should state experiences and skills relevant for the role they are applying for.

“…my strengths include (list duties that match the job criteria) …”

Civil Service Administrator Interview – give me an example of dealing with customer/service users sensitively

As a civil service front-of-house administrator, the employee will be dealing with customers, and their sensitive issues, on a daily basis. Even back of office administrators often communicate with customers (this could be online or via the telephone), therefore, all administrators in one form or another need to possess customer service, interpersonal and communication skills.

‘Example’ interview questions are designed to see how the applicant has previously dealt with a situation (similar to a situation that they will face once employed).

When giving ‘examples’ applicants must embed the skills and qualities they used to gain a successful outcome. Don’t simply state the situation, several actions, and an outcome. Instead, explain the strategy behind the conversation.

3 steps for answering ‘example’ interview questions

Step 1 – set the scene. Describe in detail the customer, how they were feeling, their communication style, and the sensitive issue.

Step 2 – focus on thinking. Explain the strategy or thought process you went through to ensure the approach you took best fitted the situation. Give detail here by explaining that normally you would do X, but due to the nature of the situation you did Y (as this shows creative problem-solving skills)

Step 3 – conclude. Finally discuss what happened post the conversation, etherizing the positive outcome.

Civil Service Administrator Interview – when report writing, what do you think about?

As a civil service administrator, there will be an expectation to produce accurate and high-quality reports.

In many administration job interviews, a literacy test will be mandatory. In addition, the employer will ask questions are report writing,

A strategy for answering ‘skill-based interview questions is to set out the steps required for the task. As an example for report writing you may;

  • Quantify what is required
  • Research, collect data, find evidence
  • Plan the report structure depending on the intended audience
  • Draft, analyze and rewrite the report
  • Process report

A process answer needs to be wrapped around with a confirmation opening line that confirms the applicant is an experienced report writer, and a summary to close the interview answer.

Civil Service Administrator Interview – how would you ensure you are adhering to a high number of complex procedures?

Working in the civil service can be a stressful career, due to the tight deadlines, having to support customers with their complaints, and having to follow processes and procedures that often change.

The employer here is asking how the employee can adhere to the many processes embedded in the civil service sector.

By explaining the applicant’s understanding of procedures can help an employer to identify a strong or weak employee.

Initially, discuss how it is important to understand the ‘aim’ of a policy or procedure (by understanding the aim, employees are more likely to adhere to the policy) before embedding the process into business as usual.

Next, give an example of following a complex procedure in the workplace. explain the consequences of not complying with the process and, in the example, set out the outcome that was created from following the procedure.

Civil Service Administrator Interview – give me an example of your research skills

Research skills are paramount in the civil service sector. As a key skill, the answer to the ‘research’ question must showcase the applicant’s research skill set.

Stay away from giving an example that states an easy piece of research. Instead, explain the complexities of research- did the applicant use qualitative or quantitative data? Why does the data source matter?

By stating problems and solutions to research problems only helps to highlight an applicant’s research knowledge. After explaining the complexities of research, the interviewee can give a research example.

The example can explain the reason for the research, any potential barriers to the research project, and the actions the applicant took to gather and write up the research knowledge they found.

Civil Service Administrator Interview – tell me about a time you worked as part of a project team

A civil service office is a team within a much large, national, team. Within the office team, smaller project teams will be put together to complete mini-projects. Therefore, teamwork skills in this role are a must.

To answer ‘project’ interview questions, compared to answering an interview question relating to business as usual, the applicant needs to set out the reason and objectives of the project “I was part of X project, the project was a 2-year project designed to X, Y, and Z…”

Because ‘projects,’ within the civil service, are commonplace, applicants need to discuss the project tools they can use; Gantt charts, risk assessment, finance sheets, and how they utilize the tools within the project.

Finally, state the impact the project had on business as usual.

What Job Interview Advice You Need to Know

10 job interview pieces of advice, tips and suggestions to help ready you to face the interviewer.

This is a quick summary to help ace the job interview. Click the links for more a detailed breakdown of interview advice.

Job Interview Advice – What are the things you should never say in an interview?

A job interview is designed to test if an applicant is a ‘good fit’ for the organisation.

As each company is different, they all have their own values and vision, applicants should approaches each job interview differently.

But, a career professional excels in an organisation that has a culture that fits, naturally, with their temperament. In this sense, applicants can be themselves , and say whatever they like – for some interviews this would result in a job rejection (but the career professional may not of enjoyed working within this culture) or a job offer (and is likely to excel)

Saying that, though, there is a couple of common mistakes applicants make during the job interview; the common no-no’s during a job interview:

  • Don’t talk about salary until an employer brings this up
  • Don’t put up barriers by stating that there is an expectation to work out a long notice period
  • Don’t ask personal questions unrelated to the job sector or company

Job Interview Advice – How do you make a good impression during the interview

Likeability is the key to interview success

A confident self-promoter, research shows, is more likely to gain employment then a quiet applicant who easily self-discloses weaknesses.

5 tips to create a good impression (basic but powerful)

  • Smile
  • Open gestures
  • Use Stories and examples
  • Find commonality with the interviewer
  • Highlight a high level of industry knowledge and experience

Job interview Advice – How to answer interview questions

Before preparing a job interview answer, it is important to understand the structure of the job interview itself.

Each Interviewer asks different types of interview questions. A good rule of thumb when answering any job interview question is to state, confidently, that you have the required skill or experience

“In my last role this was one of my main duties…”

Second, give an example “an example of this was….”

And finally create a summary “to end I have 6 years experience of (skill)..”

Job Interview Advice – How to prepare for the job interview

Job interview preparation is key to a successful career.

First ensure you have put time aside to prepare for the forthcoming job interview.

Second write down a list of sector related job interview questions. Use the job profile or job criteria to predict the job interview question.

Finally, write down your interview answers and ‘role play’ until the answers are second nature.

Job Interview Advice – What do say in an interview presentation

Interview presentations are becoming more common.

Having to create an interview presentation is a big barrier from many applicants as this isn’t an easy to require skill.

By breaking the interview preparation down into 3 steps can help creates an easy strategy to work with.

  1. Have a beginning, middle and end (open, main body and summary)
  2. Use one slide per minutes with little text
  3. Have one key message that runs through the theme of the interview presentation

Job Interview Advice – How to start an interview

The interview handshake creates the first impression.

Once an applicant has been invited to the interview, it is the employer who will start the interview, often by making small talk (to relax the applicant)

Applicants need to be polite by introducing themselves to the other interviewers.

The applicant, to come across well at the interview start, can create a conversation by asking the interviewer questions rather than just answering their questions.

It is important at the interview start to communicate with confidence, discussing sector-related information as this creates a positive interview identity.

Job Interview Advice – How to be more confident in a job interview

Interview confidence comes from being well prepared.

Applicants can use mind tricks to increase confidence

  • Imagine a positive interview where everything is going well. By imagining a confident version of yourself creates the feeling of confidence
  • Remember industry-related successes to remind yourself of your high level of sector skills
  • Stand with confidence as the mind-body connection makes you feel confident if you stand with confidence

Job Interview Advice – What common mistakes do people make in a job interview?

There are 3 key mistakes applicants make who constantly fail in job interviews. These interview mistakes are often unconscious but have a terrible effect on the outcome of the job interview

  1. Self-discloses weaknesses, past mistakes and negative traits without being promoted by the interview panel
  2. Talk to quickly (and therefore not understood) or say to little (and not hit the job criteria resulting in a low scoring answer)
  3. Makes no effort to build likability or rapport with the employer

Job Interview Advice – How does a structured interview work?

The competency based job interview is the most common of all job interviews.

Each applicant, in a structured job interview, is asked the same 10 job interview questions. The question, recorded on an interview scorecard, comes with a scoring mechanism, often a score of 1-4.

The more job criteria a candidate states the high a score they will receive, with the highest-scoring applicant being offered the advertised role.

Job Interview Advice – How to end an interview

Job interviews are evolving.

There is a new style of job interview questions being asked.

No matter what type of interview an applicant attends; video interview, structured interview, informal interview, the applicant has a chance to ask their own interview questions at the interview end.

The standard questions to ask an employer are:

  • What development opportunities are there?
  • Can you describe the team dynamics?
  • What makes you want to work for the organisation?
  • What does the organisation value the most?
  • When am I likely to hear back from you?

Job Interview Advice

How to Pass a Probation Officer Job Interview

Probation officers work with a caseload of offenders to support each of them to make better life choices to reduce reoffending.

Probation officers can work in the community, in the courts or within prisons. Each probation officer is tasked to work collaboratively with the police, prison service, social services, housing agencies and a range of professional agencies to create a supportive program that will reduce reoffending.

To be successful in a probation job interview, applicants need to showcase a range of skills and qualities from interpersonal skills to teamwork, from case management to report writing.

During a probation officer job interview, applicants will be asked to give evidence on how they meet the job criteria. Each ‘essential’ job criteria for a probation officer will be discussed and challenged through a number of job interview questions.

Due to the complexity of work that a probation officer has to undertake, and therefore highlight in the interview, the applicant needs to prepare and practice the most commonly asked job interview questions.

Why have you applied for a probation officer position?

To be a probation officer you will either have a Professional Qualification in Probation (PQiP) – this is an industry recognised probation officer qualification and/or a number of years experience working with ‘challenging’ behaviors.

When explaining why you have applied for a probation officer role, the applicant can first state their level of knowledge and experience “Last year a passed by PQiP and have been working with ex-offenders as part of a local initiative…”

Follow up the opening statement by giving an example of relevant skills: “When working on X project, I was responsible for (case management, effective decision making, working with offenders, etc)

And end the interview answer with a short summary “I applied to work with youth offenders, rather than adult offenders, because (reason)…”

What do you have to consider when case-managing a large number of offenders?

Case-management questions are asking about an applicants organisational skills.

Start with an example: “In my previous role I successfully managed a caseload of 55 ongoing cases…”

Next, state the skills and strategies that were used to ensure that all key tasks and duties were performed on time and to a high level of quality.

“When case managing, I found it important to utilize management tools. As an example of this I would manage by time by using X tool, this allowed me to A, B and C…”

In addition, applicants can explain a common problem relevant to case managing offenders and state the solution: “When working with X company, we found that 50% of offenders would not attend their 3rd probation appointment. To increase attendance on the 2nd appointment, that many offenders attended, I would (add strategy)…”

Why is accurate report writing important for a probation officer?

Any interviewer that starts a question by asking why X is important is telling the interviewee that this is a key duty/skill that is required for the advertised role.

At the start of the interview answer, candidates can reassure the interviewer by agreeing to the statement “I agree report writing needs to be accurate….” The agreement with the interviewer increases liking.

After the ‘agreement frame’ explains the reason why (the applicant) agrees with the statement embedded within the interview question: “…because the reports probation officers write can be used as evidence in a court of law….”

End the interview answer by stating the process utilized in previous roles “To ensure accuracy of my reports I (make notes, write the reports during a meeting, check and recheck accuracy, etc)…”

As one of the key duties of a probation office, this question is bound to come up during the job interview.

How would you risk assess an offender?

The risk assessment is based on two key; the risk of reoffending and the risk of risk of serious harm.

When answering the interview question, applicants need to show their understanding of risk management. Interviewees new to this sector need to discuss their knowledge base, while experienced probation officers can give a real-life example. Either way will help create a positive interview identity from an employer’s perspective.

Explain risk level, who is at risk, protective factors and how the applicant would go about completing the risk assessment – what evidence they would use?

How would you support an offender not to re-offend?

The re-offend question is the bases of the job role. There are many approaches and potential answers here.

In short, this question allows an applicant to discuss their unique selling point – the reason they should be hired for the role.

A strong opening answer can win the interviewer over “in all my previous roles I have been able to reduce the number of re-offenders on my caseload by an average of 30%..”

By stating a confirmation of ability, creates interest. Follow up this opening line by stating the process used to achieve the stated results.

“To lower the number of re-offenders I…….”

Examples could include:

“Help to plan the diary management of offenders with community orders, this simple strategy ensures offenders attend their agreed number of hours working in the community”

“I have a collaborative approach with external agencies to ensure the offender has all the basics; housing, benefits, medical care. This collaborative approach not only reduces the hours the probation service needs to put in to support an offender but also ensures an offender doesn’t feel they have to offend to survive.”

“My ability to be trust and rapport with an offender allows them to open up to me. This mentoring approach has been proven to help me find the underlying issues the offender has and therefore gain the offender the right support to help them live a normal life.”

Job Interview Advice