Employment King delivers a number of job interview courses, including face-to-face courses in Manchester, virtual training sessions, and 1-2-1 online job interview coaching sessions.
The job interview workshops are designed around the 5 key aspects of a successful job interview:
The 3 Rules of a successful job interview
Increasing job interview and public speaking confidence
How to create high-scoring job interview answers
The psychology of job interviews – how to build rapport and the barriers of unconscious bias
Understanding your interview identity – how an employer views you during the recruitment process, based a new book of the same name
Job Interview Workshop Locations
Employment King delivers three types of job interview workshops
Face-to-face workshops delivered in Greater Manchester
The course will cover the 3 key areas to create a successful job interview outcome:
Identifying the job criteria
Be a self-promoter
Communicate with confidence
Sessions are delivered by Author and career advisor Chris Delaney will host a job interview workshop to help career professionals increase job offers, based on his new book ‘What is your interview identity‘.
Delaney will share his 20 years of experience to help you improve your job interview performance.
Identify the job criteria
Learn how to predict the job interview questions – gain the advantage of preparing high-scoring interview answers that meet the job criteria on the interview scorecard
Learn how to structure any interview answer – the interview structure, how you present your answer or example, is the key to gaining a high-scoring answer
Learn how the take advantage of the structured job interview – 99% of employers use a structured job interview process, by understanding the steps an employer goes through can help give better-scoring answers
Also, learn about the new style of 1st round job interviews, delivered by AI interview bots.
Be a self-promoter
Learn how language can impact the interview outcome – increase job offers by framing your experiences in a more positive way, showcasing your unique selling point
Learn how the interviewer perceives you – take the interview identity test, get feedback on how you are viewed as confident or nervous, professional or unprofessional, skilled or needing development
Learn how to sell yourself with each interview answer – job interview promotion is key to winning job roles. Gain an insight to what an employer views as being important
Communicate with confidence
Overcome interview anxiety quickly – increase confidence when speaking in job interviews using techniques from hypnotherapy, NLP, and solution-focused therapy
Increase communication confidence in face-to-face and virtual job interviews – mock interviews are the number one way to increase confidence. Feedback and reflection can double job interview confidence
Build rapport with interviewers to increase likeability – understand the psychology at play and what actions can improve rapport building
Chris will share research on the job interview process and explain the hidden psychology in play that neither the applicant or the interviewer is aware of, and how you can use this knowledge to your advantage.
Understand:
How unconscious bias affects the interview scorecard
What ‘what is beautiful is good’ bias is
Why a structured interview is better placed to predict job performance over an unstructured job interview.
Finally, you will get the chance to ask questions to help you pass your job interview.
Job Interview 1-2-1 Coaching
Employment King also offers 1-2-1 job interview coaching, delivered virtually by a video platform.
Who should attend a public speaker workshop?
Anyone who constantly fails job interviews
Anyone who fails to present their knowledge and experience
Anyone who lacks confidence
Anyone who struggles with public speaking
Anyone who can’t express themselves during their interview answers
Check for upcoming dates for the next job interview workshop here: upcoming workshops.
The UK government is one of the largest UK employers, recruiting career professionals in a range of industries from civil engineers to job center plus staff.
Government jobs include:
NHS jobs
Council jobs
Civil service positions
Law enforcement
Administration
Science and technology
Teachers
and many more
Source: Indeed Use the employmentking search box to find specific industry job interview questions and answers.
Total jobs stated that the average government job salary is £37499 but this is broad average and salary potential depends on the position and job location.
In short, there are a high number of government jobs across the UK with varying salaries.
For a successful job interview outcome, job applicants need to understand how the interview panel views them as employable or unemployable – the job applicants interview identity.
For high skilled roles; engineering, scientist, councilor, teacher, interviewees must be seen as high experience with a high level of confidence – a self assured interview identity or higher.
Step one: take the interview identity test.
For most government positions, applicants will be asked several questions to check elgibaility:
Do you have a criminal record?
Are you a UK resident?
How long have you resided in the UK?
Does any of your family work for (government) department?
Do you have a (sector related) qualification?
Government hiring managers use a panel interview to create a fair recruitment process, all following the structured job interview process.
It is the structured job interview process, asking each applicant the same interview question in the same order and cross-referencing each answer against the job criteria on the interview scorecard, that helps the employer predict the job performance of each interviewee.
The interview panel, often 3-5 hiring managers, will receive a blind application. Information that can create an unconscious bias; applicants age, gender, religion, name of university, disabilities, attended is deleted from the application form.
The removing of non-job related information is designed to create a fairer interview process.
Government recruitment processes can have at least 3 interviews:
Shifting interview – often a quick 15 minute telephone or video interview to check suitability
Panel interview – a structured job interview often consisting of around 8-10 job interview questions
Final interview – delivered often by a senior staff member to check skill level for the advertised role
Each individual position will have various job interview questions. Governemnt recruiters are trained to put job applicants at ease by creating a conversation prior to the start of the job interview.
The following questions that may be asked wont be scored on the interview scorecard. Instead, they are designed to get the job candidate to relax.
Did you have any trouble finding the office?
How was the drive over?
How was your weekend/week?
The hiring manger will then explain the government interview procedure. they will cover:
The duration of the interview
The number of questions that will be asked
The structured interview process
Who in the interview panel will ask what
That questions can be repeated
And that there will be a chance for the interviewee to ask the interview panel questions
There will be a mixture of generic and job specific interview questions.
Generic job interview questions
Tell me about your experience and how to relates to the role?
What are your greatest strengths?
Where do you see yourself in 5yrs time?
Tell me why you applied for this position?
What have you done to develop yourself in the past 12 months?
Industry specific job interview questions
Give me an example of completing (job task)?
What would you if (sector related problem) occurred?
Do you have an example of collaborating/working within team?
What does (sector related term/technology) mean to you?
If you where working on (job task) and (problem) happened, what procedure would you follow?
Why a government role interview questions
Tell me about your first government position? (often used internal progression job interviews)
What has inspired you to work for the government?
What do you think working in a government department would be like?
Do you know the mission of this government department?
How did you find out about the (government) department?
Government interview questions and answers
Why have you chosen to apply for a government position?
Hiring managers want to hire skilled applicants who have an ambition to work for the government, compared to just wanting the role, as the outcome is often a highly-motivated team.
Interview Template:
“I have always wanted to work within a government department, so that my skills can be used to make a difference to improve the lives of the public. I have a wide range of experience related to the (position) which includes (detail experience related to the job criteria). I know that together we will be able to achieve the (department objective)”
What made you apply for a position in this department?
Employers need to know that a potential employee has the skills, knowledge and experiences to be a virtual part of the team. This question is more about the actual duties, rather then answering the question focusing on why you applied for a government role. As an example, a civil engineer would answer by relating to engineering experience more then wanting to be part of the civil service.
Interview Template:
“With over X number of years experience working as a (job role) I am also qualified as a (state qualification). My previous experience include (state job duties and responsibilities) I am always drawn to roles that meet my skills and experiences, but that can also challenge me. I applied specifically for this department because (give reason).”
What do expect to do on a daily basis?
Questions relating to business-as-usual tasks are designed to test competencies and knowledges. Only a skilled and experienced career professional will have a deep understanding of the role. The more an applicant can express knowledge of the job role the higher they will be scored on the interview scorecard.
Interview Template:
“The 3 main responsibilities for this role include (A, B and C) To ensure that I meet my job objectives I would, on a daily basis, focus my time and energy on (duty one – detail required actions, duty two – detail required actions, duty 3 – detail required actions). In addition, I know there will be times when i will be required to (additional task), for this part of my job I would reply on my previous experience of (add past experience) with will allow me to (actions you will take) Overall I am highly experienced in this line of work and can take on any tasks relating to this position.”
Do you have any questions for us?
Could the department be effected by any upcoming elections or budget cuts?
How do collaborate with other government departments?
How is success measured within the department?
Do new staff undertake any training?
Why do you enjoy working in a government department?
As Christmas approaches, the number of advertised, temporary and part-time, jobs shoots up the Christmas chimney.
In a recent article in the Mirror, they explain how some well known brands are hiring thousands of Christmas staff:
Amazon to recruit over 20,000 extra staff
Royal Mail, as they do each Christmas, are taking on another 17000 roles in England, 1,800 in Scotland, 650 in Wales and 500 in Northern Ireland
And Tescos, Morrisons and Aldi to hire a collective 55000 staff members
This article will teach you how best to answer Christmas job interview questions.
When to apply for a Christmas job?
Applying for a temporary Christmas position is relatively easy.
With employers often recruiting high numbers of staff within a short period of time, the hiring manager will make the application process as simple as possible.
Most organizations will request a CV before inviting candidates to an informal job interview or even a group recruitment day.
Recruitment periods, for Xmas jobs, are between September and November, with some employers hiring all the way into December – especially retailers who also recruit for the increase in shoppers during the January sales.
The golden rule for applying for festive position, is to apply early.
How long does a Christmas job last for?
On average, temporary Christmas roles last around 3-4 months, with a variety of full or part-time hours.
For some employees the part-time position can be the gateway to be offered a full time role. But this is only for a small percentage of workers.
Temporary job roles, recruiting for the lead up to Christmas include:
Delivery drives – this is at the highest this year
As mentioned, employers for their Christmas time hiring may need to boost staffing levels by their thousands. An increase in recruitment over a short period of time, requires a quicker or simpler hiring process.
With time being of the essence, recruiters often adopt the informal, or unstructured, job interview process.
An unstructured job interview, is an informal conversation between the employer and applicant, to check that the interviewee has the required skills and qualities for the advertised role.
Unlike a full-time professional job, where the future employee needs to prove they can add value to the team and business, the temporary Christmas position requires (in most cases) additional staff to keep up with demand – more hands on deck!
During the interview, the employer is looking for the following skills and qualities:
Time management
Work ethic
Team work
Multi-tasking
Communication skills
For many Festive jobs; customer service skills
Basic numeracy and literacy
Employers don’t require the following for a temporary Christmas job:
Long term project planning skills
Creative problem-solving skills
Strategic focus
In short, employers are looking for a good fit – someone who can complete business as usual tasks, during a busy period, without requiring to much training and development.
Christmas Jobs: Interview Questions and Answers
Below are 5 of the most commonly asked festive job interview questions and a breakdown of how an applicant can answer each question.
The interview will start with the employer explaining the reason why they are hiring new staff members. Often the interviewer will stat the number of vacancies, which can be in their thousands, the locations of the job roles, the duration of the part-time contract and the potential hours of the role.
Next, the interviewer will state the interview procedure. The duration of the interview, which in most cases for a temporary xmas role, will be 30 minutes. That the interview is informal – they want to get to know the applicant, and when each applicant will be informed of the outcome to their interview – which could be within a few days or, in some cases, a few hours.
Questions and Answers
When using the interview answer template, add your own skills, qualities and experiences to your answer.
What do you know about the role?
The employer asking the ‘what do you know about the role’ question want to check if the applicant has a grasp on the duties they will be required to perform.
Even better, if the candidate can reference their skills, qualities and experiences relating to the business-as-usual tasks in their interview answer, they are more likely to be seen as a suitable fit.
Remember, due to the high number of required staff, job applicants aren’t in competition with other interviewees over one position. Instead, the interviewee only needs to communicate their competencies confidently to gain a job offer.
Interview Template:
“Before applying for (position) at (company name) I looked into the job role and what skills and experiences you would require. I know as an example that the main duties are (A, B and C). As you can see from my application form that I have X number of years experience as a (relevant job role) where I was responsible for (detail relevant job duties) To summaries, I have a good understanding of the role, and various skills that will help me collaborate successfully with you to complete all the required tasks.”
The positions is only for X months, does this suit your situation?
One concern hiring managers have when mass recruiting, is the fact that a percentage of the new staff may potentially leave before their 3-4 month contract is up.
Reassurance, then is key. If an employer believes an applicant has the correct skills and qualities for the role, and is highly likely to stick the job out, they are likely to be hired.
Interview Template:
“Yes certainly. I have been looking for a (X) month contract as this suits my current situation. I am currently (give situation IE on leave from University etc) for 3 months and looking to gain some experience in (add skill relating to the job role IE customer service). I am also very flexible with my contract and hours, so if I am needed for a little longer I would be happy to discuss this.”
How flexible are you in terms of your working hours?
Christmas time for employers is busy.
On top of this staff will ring in sick as the flu cases rise over the winter period. And the nature of part-time and temporary contracts result in staff leaving before the contract end dates runs out.
In short, employer on certain days will need to call on other member of staff to help out.
Ideally, the successful candidates, as well as having the required experience, will also have a flexible attitude towards working hours.
Interview Template:
“I know that this time of year is really busy in (job sector) and that you will occasionally need people to work additional hours. I have a flexible approach and if I can I am always happy to help out. In my last job I would often be called upon to work extra hours during busy times, and i was always happy to be of help.”
Give me an example of doing X
Part of all job interviews for all temporary Christmas jobs will be a number of ‘example’ questions.
To help predict the candidates skills and abilities, interviewers will asked questions based on past behaviors:
“Tell me about a time you did X?”
“Have you dealt with Y?”
“Give me an example of working within a team?”
To answer the various worded versions of the ‘example’ question applicants can use the SAP model:
Situation
Action
Positive Outcome
All you do is describe, in detail, the situation relating to the interview question: “when working at X, we had (situation)…”
Importantly, ensure you state the actions YOU took to solve the situation: “…to solve the situation I did A, B and C…”
End with the positive outcome: “…my actions resulted in (positive outcome)”
Do you have any questions for me?
For a professional interview, the questions an applicant would ask at the end of a job interview would be around company growth, company culture and long term objectives.
For a temporary Christmas role, the questions can be short term focused:
The ‘what can you bring to the team’ is one of the best job interview questions any experienced career professional can be asked.
Why?
The openness of the question allows a skilled interviewee to sell themselves by discussing a skill, quality or experience that would be hard to embedded into an interview answer for a more specific recruitment question such as a ‘give me an example of….’
Open job interview questions, which include:
Tell me about yourself?
What are your strengths?
Why should we hire you?
The barriers and pitfalls to the open interview question
One of the most common mistakes when answering ‘open’ questions, is the tendency to list items.
As an example, for the ‘why do you want to work here?’ open interview question, an applicant may reply with the following list: “Because I like the company, it has a good reputation, and I have always wanted to work.”
It is similar with the ‘strengths’ question: “My strengths include teamwork, the ability to get things done and my work ethic”.
‘Listing’ is a technique that works when embedded into a more detailed job interview answer. As a solo technique it often doesn’t result in a high-scoring answer.
The second pitfall that many nervous job applicants fall into, is the unintentional rambling problem.
Unintentional rambling is common in a job interview because the interviewee knows that they should be giving a longer answer.
As an example, when asked ‘why should we hire you?’ the nervous applicant panics as they search for a high-scoring interview answer.
Initially, they reply using the listing method: “I am highly skilled, experience and qualified.”
Realizing that they need to add more meat to the bone, the candidate adds a second list: “..Also, I’m good with people, a strong communicator and a good listener.”
At this point panic takes over, firing the flight or fight mode, with the interviewee splurting out irrelevant information: “…I am also good at administration, tidying up and making cups of tea!”
You may have done this yourself. You return from an interview and think: ‘What was I saying in there?’
The key to avoid rambling is having a interview answer structure.
Interview Answer Structure
Getting back to the interview question in-hand, before I start going off topic as well!!
Open questions allow the applicant to state whatever it is they want to discuss.
It is key, then, to be a self-promoter during the answering of this question. In fact, all three rules of a successful job interview come into play during the ‘what can you bring to the team?’ interview question.
To plan a high-scoring answer, think about:
What does the current employer need, or what problem are they facing (and do you have the solution, skills or expertise?)
What is the culture of the company?
How can you frame your unique selling point and expertise to be relevant to the interview panel?
To answer the interview question, each applicant must discuss the following three points during the interview answer:
An understanding of the job role/duties
Sector related experience/knowledge
Personal qualities
Below is a breakdown of the interview structure, which needs to be edited to fit the job sector and experiences of each individual job applicant:
Start the answer by referencing a key area of the job role. name a specific duty or industry problem.
Second, explain how you have experience in this area or highlight a relevant skill set.
Finally, end by focusing in on your personal skills and qualities.
Interview Answer Template:
Interviewer: “Tell me what you can bring to the team?”
Interviewee:
“After working in this industry for X number of years, one of the most common problems we face is (add sector related problem) The (problem) is an issue as it (add the negative effects of the problem)….”
“….My experience in (job role/dealing with the problem) has taught me (explain in detail what actions are required to overcome the problem) This is one of the things I can bring to the team, the ability to (summarise how your expertise/experience can overcome the industry problem)….”
“….In addition, I am able to (add second skill or experience relating to the job role/duties). An example of this was when I was working for X organisation and we were tasked to (achieve a goal). To meet the (objective) I (explain steps taken/actions took) which resulted in (outcome)…”
“…To summarise, I can (point 1) and (point 2). And my (add personal qualities/skills, ideally relevant to the company culture)”.
What makes an interview answer effective?
Research has shown what elements help to create a high-scoring interview answer, tehy include:
A structured interview answer
A higher number of words per answer
Varying tonality during the interview answer to help maintain interest
A confident delivery style
Positive language (nervous applicants will self-disclose weaknesses)
A large number of job seekers fear the recruitment process, believing that they wont be able to produce a high-scoring job interview answer in the pressurised environment of a job interview.
The truth is, high-scoring job interview answers come from giving specific details. Being confident during the job interview helps with this, as confidence creates relaxation, and being relax helps to stimulate the minds memory functions.
In the main, interviewers across all job sectors follow a similar interview process. By understanding the job interview process, and by predicting the job interview questions, job applicants to prepare high-scoring interview answers.
This article will give a quirk guide on how to answer each of the various job interview questions, a job applicant may be asked during the job interview.
Opening questions
Employers understand that interviewees will be nervous during the recruitment process.
It is also well known that, the more somebody speaks the more confident they become in expressing themselves.
With this in mind, a hiring manager will start of the job interview asking open questions before asking more specific questions, requiring longer and more detailed answers.
The most commonly asked open-ended job interview question is:
“Tell me a little about yourself?”
To answer the ‘tell me about you’ question, answer using a three point process:
State the number of years experience in the industry – as duration is associated with competence
Reference any industry-related questions – as having academic qualifications are viewed as being knowledgeable
Talk using industry jargon – the use of sector related communication has a strong implication of how the employer views the applicants overall suitability
In addition, explain what you can bring to the team – your unique selling points
The second most commonly asked job interview question is:
“Why do you want to work at this organisation?”
The ‘why us’ question has nothing to do with the applicants suitability to complete the job duties, as other interview questions cover this essential criteria. Instead the ‘why us’ question is about employee retention.
Employers ask retention questions due to the average number of years an employee stays within one company.
Research has shown how most career professionals will job-hop once every 3-5 years.
From an employers perspective, having a regularly changing workforce is bad for business. The first 12 months in any job is about the employee becoming familiar with the company processes, procedures and company culture.
The second year helps the employee become competent with business-as-usual duties.
And, in the third year, the employee then starts sharing ideas and bring new suggestions (or business) If the employee starts looking for a new job by year three, from a business perspective, the employer hasn’t gotten value for money.
When answering the ‘why us’ question:
Talk passionately about the company vision, mission and values
Quote positive stories about the company from the local media
Be specific, explain why you would fit in well to the company culture
To prepare for the ‘why us’ question research is virtual.
“Give me an example of X”
Behavioral job interview questions, are interview questions that are framed as a past behavior:
“What did you do in (past) situation?”
“Give me an example of (a past time you did X)?”
“Tell me about a time when you (completed a previous task/duty)?”
“Describe a past project?”
“What has been your key career achievements?”
Employers, therefore, are looking for the job candidate to describe a past real-life scenario.
The job interview answers for most behavioral job interview questions will be an ‘example’ or a ‘story’.
One of the biggest mistakes, when using the example storytelling technique, is a lack of specific actions.
What i mean by this, is that the interviewee will forgot to state the actual actions they took as an individual, and instead will talk about the ‘team’ or worse, not even mention the required actions to achieve a goal or objective.
To give a high-scoring example answer:
Describe the past problem or goal to company/team was facing
State at least 3 actions you took
Explain the positive outcome from the stated actions
In the actions section, job applicants can discuss/expain:
Their decision making process
Influencing stakeholders
Delegation
Actions taken
Reflection techniques
“How would you approach X?”
Competency based job interview questions are part of a structured job interview process. A competency based interview question can take the shape of a ‘behavioral’ question, as described above, or as a future scenario – which is better known as a ‘situational’ job interview question.
Examples include:
“What would you do if (industry related problem) happened?”
“How would you approach (sector task)?”
“How would you handle a disagreement with your manager?”
The idea behind the hypothetical questions, is that it allows the job applicant to share ideas and suggestions from lessons learnt, transferable skills/innovations from a different sector and to describe a new approach they would take, rather then having to describe a past process from a previous role (as required with a behavioral job interview questions).
Hypothetical interview questions can be answered by:
Giving options to highlight breath of knowledge – “In this situation there are two choices”
State the pro’s and cons for each option to show competencies – “…the positive for choice one is….but the negative is….”
Share experience – “…in my experience I would choose (option 1 or 2) because (state reason).”
Technical Interview Questions.
Another type of job interview question that is asked under the ‘structured’ job interview process are the ‘technical’ questions.
Technical job interview questions are designed to test the applicants knowledge and knowhow.
They key to delivering high-scoring technical job interview answers is through confident communication.
Industry models, theories and concepts must be explained in an easy to understand (and follow) manner.
It is best to give a logical, sequential and step by step answer (imagine explaining the technicality to a non-expert).
Technical questions look like:
“What does (industry term) mean?”
“Explain what (industry technology) does?”
“When would you (complete a certain duty/task/step)?
It is important to give detail to highlight sector knowledge and experience, which supports the creation of a positive interview identity:
Closing Questions.
Towards the interview end, employers will finish by asking a few questions around the applicants motivation (or working style):
“How do you work best?”
“What does a successful day look like to you?”
“How do you motivate yourself?”
The ‘personal’ questions are asked to check if the candidate is a fit with the organisational culture.
As previously mentioned, employers are looking to hire someone who is likely to stay with the company for a number of years. Research shows, how by hiring an applicant who would naturally fit-in well with the company culture is more likely to stay within that job role.
When answering the ‘personal’ questions, bets practice says to be yourself – be open and truthful.
In addition, to stating preferences, the applicant can gain additional points on the interview scorecard by following up the stated preferences with an example of (interview question).
The final question is always: “Do you have any questions for us?”
Even though job applicants aren’t scored on the the final ‘what would you like to ask us?’ interview questions, it is virtual to ask something. In fact, a good question can make the applicant highly memorable.
Example Questions to Ask:
“Do you have any future plans to expand the company?”
“Why do you like working here?”
“What is the most challenging part of the role?”
“What is the projected income for the next 12 months?”
“What would I be doing in the first 5 months of the role?”
“What is the average duration of an employee working at the company?”
“Can you tell me a little bit more about the company culture?”
“How do you evaluate success?”
“What is the company’s policy on personal development and training?”
“Where do you see the company being in 5 years time”
Employment King deliver public speaking courses in Manchester (live) and to the whole world (virtually).
Virtual public speaking is an in-demand skill due to an increase in use of virtual meetings, video job interviews and online recruitment events and conferences.
Full Day Public Speaking Workshop
During the full-day workshop you will learn the 3 key elements to become a confident public speaker:
“Mind, Body and Voice”.
Mind.
Confidence creates a charismatic speaker.
If you are filled with anxiety and fear the though of speaking in front of others, you will never persuade, inform or entertain an audience.
Learn how to overcome your inner anxiety and your inner critique
Learn how to remove any negative self-talk that kills your confidence
Learn how to feel confident and powerful when speaking on stage
Body.
Poster is power.
The way you stand, move and express yourself creates stage authority or stage fright.
Understand how to use the mind-body cycle to create confidence
Understand how to communicate with gestures, posture and expressions, reinforcing your verbal communication
Understand how to create your own power voice to be seen as a compelling speaker
Voice.
Its not what you say, its how you say it.
Motivational speakers engage the audience with the rhythm of their voice, entertaining crowds with their volume, pace and tonality.
Create your own speaker voice that will win over an audience
Create authority with a confident communication style
Create memorable moments through masterful oration
Who should attend a public speaker workshop?
Anyone who constantly fails job interviews
Anyone who presents on a regular basis in work
Anyone who has a big speech or presentation coming up
Anyone who lack self-esteem and personal confidence
Anyone who is looking for a self-development opportunity
Request a list of upcoming dates for the public speaking workshop via the form below:
Generation Z – Gen Z people, are those born between 1997 and 2012.
As the first Gen Zs start to progress into the workforce, we ask – “what jobs will Gen Zs apply for?”
First, to understand the jobs that Gen Zs will have, you need to understand the common barriers Gen Zs will face during their career progression.
In this article we will cover:
The future job market
Growth job sectors
The global talent market
Creating multiple income streams
How do I choose a job
The future job market
Technology, globalisation, and AI have created a fast-changing job market.
In the next ten years, Gen Zs will be applying for jobs that currently don’t exist.
With the likes of Elong Musk and Richard Branson designing, building, and launching their own rockets, jobs in space is no longer a futuristic idea. It’s happening right now.
Other job roles will disappear.
Some will simply no longer be required, but others will be automated – completed by robots. A Fortune recent article said that: “robots will replace 40% of jobs in the next 15 years”.
This could include many low to medium-skilled jobs. Already, Amazon-fresh has opened it’s just walk out’ shop, allowing shoppers to purchase goods without having to wait in a long queue to pay for their groceries, removing the need to hire checkout operators.
Robots and technology will be used in dangerous industries such as fire fighting, mining, and on the battlefield.
In many of these sectors, robots and humans will work side by side with the machine tackling the most hazardous part of the task.
In an article earlier this year on The Guardian, they explained how: “Thirty thousand “robot soldiers” could form an integral part of the British army in the 2030s”.
Already, AI is used in HR (Human Resources) reducing the number of humans required to complete business as usual tasks. AI is employed to scan job applicants’ application forms and even to conduct online job interviews.
Growth job sectors.
To predict what jobs will be available for Gen Z job seekers, forecasters look at future demands, and what jobs will be required to produced the ‘demand’.
Some experts believe that a new industrial revolution is on its way.
With AI, nanotechnology, genetics, automation, 3D printing, science, and all things STEM creating new ways to solve problems, the world is changing at a rapid rate.
The difference fro Gen Z job applicants is the number of people applying for the same advertised position.
Prior to the launch of online applications, job seekers had to handwrite a lengthy job application form. The time this took, as well as the number of hours search then ‘job column’ in a newspaper or traveling to business to physically hand-in your CV, resulted in a lower number of applications per vacancy.
The average number of applications per vacancy was around 25.
Once online applications became the new way to apply for job roles, career professionals, uploading CVs and copying and pasting application forms, could quickly apply for a number of different roles in quick succession.
Today, the average number of applications per role is around 250. But for global companies; Google, Microsoft, Telsa, the average number of applications is in the thousands.
To summarise, the job marketing is changing.
But this is nothing new. The job market is a living beast, always shifting, evolving based on a number of drivers of change which can also include global economics, customer demand, and technology.
These drivers of change can help Gen Z job seekers predict future job growth sectors.
Applying for a position is more competitive than ever before. And applicants may be interviewed by robots not humans.
This new era of work is leading Gen Z career professionals to have multiple income streams.
Creating multiple income streams.
Having multiple jobs or incomes is the new norm.
Gen Z’s have grown up with their bedrooms filled with technology, with a virtual set of friends, and half their life spent online.
For the Gen Z, having a virtual job, either as a second income or a full-time position is an obvious solution.
The online position may include:
Creating a second income from a blog, podcast or youtube channel
Selling goods on an Etsy channel is relatively easy, often with low overheads
Offering services on fiver or getting finacial backing for an idea or product through kickstarter can create massive earnings
The days of working in one organization for life have long gone, even among the older workforce. The banking crisis and Covid have shown how unexpected events can kill careers.
Young people have many interests, many skills, many options. Having multiple jobs can be creative, challenging and creates choice.
If one job doesn’t work out, the Gen Z worker can leave while still having an income from a second or third career.
Gen Z understands the global market and will work for companies in various countries.
How to choose a job?
Salary is still a career motivator for many people.
But Gen Zs are also interested in the ethics of an organization, their values, and mission.
Whereas an older career professional may have the belief that you should accept the job based on the salary alone, Gen Z job applicants will reflect on their work-life balance, the environment they will be working in, what freedom they will have in the job, and if their personal values meet the values of the employer.
This new outlook affects employers.
On average, career professionals only stay in a job for an average of 3-5 years. Compared to the Gen Zs grandparents who would have had a ‘job for life’.
This is why employers, especially in sectors where there are more jobs than applicants, or in growth sectors, or industries with an aging workforce, will work hard to increase staff retention.
This is why tech companies looking to recruit the youth, have flexible working hours. In these companies, you can bring your dog to work, have a nap in a ‘sleeping bay’ or take a duvet day whenever you require one.
The employer’s decision-making process is influenced by the applicant’s perceived level of knowledge and experience vs their level of confidence – the candidate’s interview identity.
Confidence is presumed by the interviewee’s body language, posture, walk, handshake, eye contact, and communication skills.
Therefore the initial impression, when the employer first meets the interviewee, is a key moment.
A confident first impression based on the appearance of an applicant, prior to answering any job interview questions, is an unconscious bias.
Biases act as an initial filter. At a basic level, the bias creates a likeability filter. If an employer has a positive opinion of the applicant, based on their confident initial impression, the interviewer will subconsciously search for evidence to back up their belief.
In short, utilizing confident body language encourages the interviewer to see the applicant as a potential team member.
A second gain to having confident body language is the body-mind cycle.
The mind-body cycle works by a person’s stance, confident or nervous, sends signals to the mind – I am feeling confident or nervous, which creates positive or negative thoughts: “I am going to ace this job interview” or “I am going to fail!”
The negative or positive thoughts, cycle back to the body reinforcing the confident or nervous posture – the applicant will stand more confident; head held high, should backs, good eye contact. Or more nervous; head hung low, arms crossed across the body, shaking legs.
The new reinforced body language sends a reinforced message to the mind, starting the cycle all over again.
Research shows how a confident interviewee will:
Actively promote themselves
Use positive and enthusiastic language
Give longer and more descriptive interview answers
Confident Body Language
The body can be broken down into four parts; the head, arms, torso, and legs.
Actors look confident when on stage.
One technique used in the acting world, to help people with poor posture, is the Alexandra technique:
Stand up
Imagine a piece of string going through your body and coming out the top of your head
Imagine someone pulling the string, so it pulls your body up until you are on stood on your tiptoes
Allow the string to relax, so you land on the balls of your feet
This ends with a straight back and an assertive posture
Head confidence
Microfacial expressions give away internal emotions. In the book, Emotions Revealed, Paul Ekman explains the 7 universal micro facial expressions:
1. Sadness – narrowed eyes, eyebrows together, down-pointed mouth, and a pulling up of the chin
2. Anger – lowered eyebrows, tense lips and eyelids, and wrinkled forehead
3. Contempt – single raised corner of the mouth, a slight tightening of the eyelids (sneer)
4. Disgust – raising of the upper lip, narrowed eyes, wrinkled nose, and narrowed eyebrows
5. Surprise – dropped jaw, relaxed lips and mouth, widened eyes, and slightly raised eyelids and eyebrows
6. Fear – eyes and mouth open rather widely, eyebrows raised and nostrils flared
7. Happiness – raising the corner of lips and cheeks, narrowing eyes to produce “crow’s feet” on the outside of each eye
An interviewer meeting the applicant for the first time will subconsciously register the interviewee’s emotions via fleeting micro-expressions.
Some research explains how a judgment of an applicant’s intelligence is based on the candidate’s face and expressions, with a narrow face, with a prominent nose being viewed as an intelligent face.
At a more basic level, a candidate with low self-esteem will often break eye contact quickly and look towards the floor, as they feel under pressure. In addition, nervous candidates are known to frown or scowl.
The lack of eye contact and the frowning and scrawling of an anxious person is an invisible wall to building rapport.
On the other hand, confident career professionals create likeability through smiling, direct eye contact, and holding their chin up.
Arm confidence.
Fidgeting is a sign of worry.
Nervous candidates will disclose their anxiety by:
Putting their hands in and out of their pockets
Pulling at invisible pieces of cotton on their shirt
“Speech and gesture are integrated not only at a speaker’s thought conception, but also in perception; listeners integrate information from speech and gesture into a single mental representation.”
The Role of Gesture in Communication and Cognition: Implications for Understanding and Treating Neurogenic Communication Disorders
Hand gestures affect how the interviewer perceives the applicant. Interviewers aren’t trained to understand each gesture. Communication is subconscious.
Open hands are viewed as being open and honest
Hand over the heart is viewed as sincerity
Fist shows anger or frustration
When talking, people communicate with their hands. The gestures reinforce the words they are saying.
The emphasising of words with the hands helps the interviewer to picture the point of the communication, the story, or the message.
Gesturing unlocks tension, helping the mind-body cycle, and shows energy, passion, and enthusiasm.
The advice is simple; relax and allow natural gestures to communicate your communication.
Torso confidence.
The body speaks.
The torso is the main factor when it comes to body language, The central piece of the structure.
Stand up as straight as possible
Put your feet shoulder width apart
Put your arms down and relax
Keep your shoulders back – push your shoulderbaldes slightly together
Pull your stomach in
Place the weight on the balls of your feet
This type of stance increases the lung’s capacity for oxygen, a confident stance creates deep breathing.
In an article on uchealth, they say: “Deep breaths are more efficient: they allow your body to fully exchange incoming oxygen with outgoing carbon dioxide. They have also been shown to slow the heartbeat, lower or stabilize blood pressure and lower stress.”
Nervous people will often sit with a hunched-up body, which can be viewed as the nervous applicant being bored or indifferent.
When anxious, the candidate is in fight or flight mode. The shortness of breath is the body’s natural response to help save your life – the original design behind the evolutionary fight or flight process.
The feeling of a tightening of chest muscles, shortness of breath, and short rapid breathing from the top of the chest is how the body prepares your body to run or attack – oxygen is sent to the muscles.
Leg confidence.
As with arm fidgeting, leg fidgeting is a visible sign of feeling uncomfortable with the situation.
Leg fidgeting can include:
Tapping the foot
Swinging a leg (corssed over the second leg) up and down
Shaking legs
Famously, crossed arms across the chest, creating a physical barrier between the interviewee and interviewer, is known to be one way to protect oneself when feeling vulnerable.
Cross legs are the same. Nervous applicants will put one foot behind the other, crossing their legs for protection. With highly anxious candidates constantly changing which leg is on top – a secondary nervous gesture.
The direction of the feet, towards someone or away from them (and towards an exit) is a telltale sign of interest. We point the feet to where we want to go. If confident and interested in the interviewer, an applicant’s feet will point towards the interviewing person.
When nervous, the applicant will point towards the door or exit. Unless the seating area for the interview doesn’t a fontal exit area. In this case, the feet will point away from the interviewer.
Job applicants can use this knowledge, by checking the recruiter’s feet direction – towards them the applicant, or away from them, to get an insight into whether or not the employer has an interest in them.
To be viewed as confident, and to feel more confident, stand with legs together (a natural stance) with a straight back. To feel more dominant, spread the legs apart a little. When sitting, lean back in the chair, hold the head high with strong eye contact.
Overley confident applicants, the egocentric interview identity, will sit in a ‘figure of four’ with one leg on the floor, and the second leg crossed over the first at knee level creating the figure of four.
Whereas a nervous interviewee will ‘ankle lock’ placing one foot behind the other.
The ‘why this company?’ job interview question can be a turning point in the job interview, leading to a potential offer of employment or a rejection.
This article will explain:
Why employers ask the ‘why this company?’ interview question
How you shouldn’t respond to the question
Best interview answer examples
The ‘why this company?’ question can be challenging if the job applicant hasn’t prepared a solid response.
There are two types of job interviews that ask this question. The first is in a structured job interview, where the question is asked to all job applicants as part of sequential process.
In a structured job interview, all questions are scored against the job interview score card.
A second interview style, is the informal job interview where all job interview questions are asked off the cuff. In an unstructured job interview, the employer will generally ask the ‘why this company?’ as they build rapport with the job applicant.
Why is the ‘why this company?’ interview question so important?
The ‘why this company?’ question comes in various forms;
“Why did you apply for this role?”
“What do you like about our organization?”
“Why do you want to work here?”
“Tell me, what made you apply for this position?”
“Do you think you will be a good fit here?”
The goal of the job interview, from the employers perspective is to predict the job performance of each interviewee.
High performing employees perform well when employed in an organisation that has company values and a vision that match that of the employee. In addition, performance and outcomes often improve if the employee works naturally well under the management and leadership styles of company.
It makes sense then, for employers to ask a job interview questions to understand the motivations of each job candidate.
A second reason whey hiring managers ask ‘why do you want to work for this organisation?’ type questions to predict staff retention.
Some research shows that employees, on average, stay in an organization for an average of 4.5 years. Hiring cost for businesses can add up, with the average cost per new recruit being between £2000-£3000.
For large organisations who take on hundreds of new staff each year to replace job hopping employees can see their profits dwindle by the migration of staff.
Due to the barrier of staff turnover, employers now more than ever before are asking recruitment questions to help predict if a new employee is likely to stay for a longer than average duration.
This is why the ‘why this company?’ interview question is frequently featured during recruitment events.
How not to respond to the ‘why this company?’ question.
As mentioned previously, the ‘why this company’ question can be a turning point in the job interview.
This is because the applicants answer will hit a ‘turn on’ or ‘turn off’ button in the recruiters mind.
Business owners are proud of their company. If an applicant has applied because they love the company culture, the visions and values an affinity can be created – you like me (my company) so I will like you.
And the opposite affect can be created when the candidate doesn’t show a real interest in the company itself, they just need a job.
5 ways not to answer the ‘why us’ question.
I applied for so many jobs that I cant remember why I choose this one
I’m desperate for a job
This will be a good experience for my career
The salary is very competitive
I’m keen to develop my skills in this job sector
Employers are looking to employ an applicant who want to work with the organisation to help create a success. Answers that talk about salary and professional-development are one-sided, the answer is seen as selfish.
Answers that focus solely on the candidate themselves, what they want to get out of the job, are viewed as negative. With employers believing that once the employee has taken what they can, they will simple up sticks and leave.
Offence is given when interviewees state they are applying for the advertised job role purely because they are desperate, in need, or struggling to find their ‘ideal’ position. As noted before, employers are proud of their organisation and dislike anyone who disrespects their company.
The best way to answer ‘why do you want to work here?’ question.
5 quick tips to start of the reply to ‘why us’ interview question
Focus on the company not solely on your qualifications, experiences and skills as other interview questions will request this information.
Be enthusiastic about the company. Know the company values, mission and culture.
Link your personal values to that of the companies.
Be specific in your answers
Focus on collaboration
3 Styles of answers that employers love
Specific Company Information.
The first style of interview answer requires research.
In years gone by, job applicants would answer the why would you like to work here interview question by stating the duration the company had been in business, the products the company created and how they (the applicant) would like to progress internally.
This answer is no longer acceptable.
Employers were previously impressed by a candidates knowledge of their organization prior to all company information being readily available on the internet. Previously, to know company insights took research, where todays job hunters gain the same information at the touch of a button.
Instead, interviewees can convince employers that they are the right fit for the organisation by presenting hard to find information, data or statistics.
At a basic level this information can include the company values, mission and vision statement, often found on the ‘about us’ website page. But really, every job seeker should review this information prior to a job interview.
To impress an interview panel, research more specific information which can include:
Newly won contracts and tenders
Understanding the company income structure: government contracts, investors, selling products
Parent companies that the organisation sits under
Duration of the interviewers time in the organisation (easily accessed via LinkedIn)
Information on community activities, sustainability programs, diversity and inclusion polices and other social enterprises
Future proposals – think Tesla creating cars, and now building rockets (sources for this information include: press releases, social media channels and company website)
Positive feedback; this can include being known for being a good employer, or being know for the company green policy
Timeline – how a company started, how the company built up, problems it faced and how it overcame these, and finally the current situation (presented as a positive). Information to support with this can be found in news articles and on the ‘about us’ webpage.
To answer the interview question, use the following formula:
“I liked to work for organisations that (add positive). What I like about (company name) is that you (add researched information) I personally am also (add trait that links nicely to the researched information) which is why I applied for this role.”
Ahead of the game.
The second approach to be future thinking.
Companies are constantly looking at three things:
Cutting overhead cost/increasing profit
New markets to enter or how their products needs to evolve to be kept current
Competition and customer demand
The savvy career professional, using their industry insight can focus the ‘why us?’ interview answer on adding value.
Imagine an applicant who explains how an additional income can be made from a waste product? Or how demand for one of the company products is high in a particular country. Or how automation, AI and robotics data is showing that a certain product/business may be obsolete in the near future.
Giving researched opinions and ideas creates authority. Employers employ people with additional insights, information and advice, as long as they see the suggestions as valuable.
Because of this, the interviewee must state the source of the information to give the answer credit.
To answer the interview question, use the following formula:
“When I was researching the organisation, I saw that you are involved in (add niche/product). For the past X number of years I have been involved in this (niche/product) and seen many changes. One of my reasons for applying for this is that I know that the company are forward thinking, always looking for continued success. I like that. I was recently reading (research) in (source) that explained how (add data) which could effect this company (positively/negatively). To use this to our advantage, one idea would to (add actions that could be taken).”
The outsiders perspective.
Everyone likes being praised, including companies.
A good way to answer the ‘why do you want to work for this organisation?’ is by giving a personal perspective. This technique is useful when applying for low to medium size business, and a must when applying for a role in a family run organisation.
Making it personal can include referencing:
Personally enjoying the service/product – this can be viewed as a live review
Recommendation from a friend who does or has worked for the company
The publics reputation – everyone praises this particular business
An article in a newspaper that talked about (the companies values, green policy, etc)
The leadership style or culture of the company
To answer the interview question, use the following formula:
“When looking for a job I don’t just look at the salary or number of annual leave days, instead I want to work for a company that (add reason). This is why I applied for a position here, because (explain experience, recommendation or source).”
To increase job interview success, career professionals need be aware of their own interview identity – how the applicant is perceived by the interview panel during the recruitment process.
The 16 interview identities sit within 4 overarching identity categories, based on the candidates perceived level of knowledge and experiences vs the applicants level of confidence.
The two axes, knowledge/experience and confidence, have a low to high scale. The 4 interview identity categories create a generic opinion.
Low level of knowledge/experience and a low level of confidence
Low level of knowledge/experience and a high level of confidence
High level of knowledge/experience and a low level of confidence
High level of knowledge/experience and a high level of confidence
It is important to remember that the interview identities have no relation to a career professionals ability to perform tasks in the real world or work, instead they are the employers perception of the applicants predicted job performance.
“A skilled worker who fails to communicate their competencies confidently can be seen as less skilled then they actually are”.
Chris Delaney author of ‘what is your interview identity’
Incompetent job applicants have a lack of job experience and confidence, resulting in a nervous display during the recruitment process and a misunderstanding of the job interview questions.
Deceitful
The deceitful characteristic comes from a high level of confidence with a low level of industry knowledge and experience. They talk the talk, but cant walk the walk, resulting in an increase in destruct.
Uninterested
Career professionals with a high level of knowledge and experience, but who lack the confidence to express their competencies during the interview, can be seen as uninterested in job position – why else would a highly skilled applicant give short snappy answers?
Employable
Being skilled at communicating competencies confidently creates a persona of being employable, or highly employable. Descriptive and detailed answers, delivered well using a number of non-verbal communication skills, creates likability and desire from the interview start.
Take the interview prediction grid test:
16 Interview Identities.
As each of the interview identities is the employers perception of the applicants ability to complete business-as-usual tasks, the generic opinion can easily change if the interviewee can improve either their perceived level of knowledge/experience or their level of confidence during the recruitment process.
By understanding the sixteen interview identities, job applicants can tweak how they confidently communicate their competencies to create one of the more positive identities’ that often results in job offers.
A detailed description of each interview identity can be found by taking the interview prediction grid test.
Comes across as lacking the required skills and experiences for the role
Has a low opinion on self
Struggles to give detailed interview answers
Struggles with challenging or technical interview questions
Lacks industry related knowledge and experiences
Gives short snappy answers
May possess the required soft skills for the advertised role, but cant communicate any relevant experience in a way to gain a high-scoring answer
Doesn’t always understand the meaning behind the interview question
Gives answers that not relate to the job criteria
Can be seen as suitable for low-skilled roles or for positions where the employer can support the employee, a level 2 apprenticeship as an example
Answers are more detailed when talking about a personal experience, compared to answers for situational job interview questions
Not as self-assured as some of the other interview identities
A very confident communicator who will express themselves well, but who may hint to having skills and experiences that they don’t possess
Struggles to answer technical interview questions due to a lack of industry experience/knowledge
Doesn’t understand industry jargon and acronyms which can lead to answers that are irrelevant to the job interview question
A highly confident interviewee who believes they are more suitable for the role than they actually are
Skilled at self-promotion, but lacks the industry insights that is required to produce high-scoring interview answers
Answers questions quickly, assertively and confidently, even when they don’t have the required criteria mention in the interview question
Possesses enough sector-related experience to give detailed interview answers, but not enough prior experience for this to be consistent throughout the recruitment process
Employers are often impressed with answers relating to personal skills and qualities, as the applicant is a self-promoter
Struggles to recognise the job criteria for high-skilled roles
A self-assured applicant who is consistent with their own self-promotion
Lacks a deeper understanding of sector related models and theories that highlights, to the employer, their lack industry experience
May argue a point with an employer, even when lacking industry knowhow
Has a good level of industry knowledge, which is hidden away by their lack of ability to share their experiences
Interview answers are often short and snappy, filled with filler words
Employers initial opinions are negative due to the applicants lack of rapport
The quality of interview answers is sporadic, with the applicant able to talk more in-depth about business-as-usual tasks, but struggles when the employer challenges them
Some answers will promote a unique selling point, but others may self-disclose weaknesses
Potentially, a highly-skilled worker, who may struggle from imposture syndrome
A highly employable applicant, due to the a large amount of industry experience and academic qualifications, but struggles with their own self-esteem and confidence
Interview answer’s are short , snappy and fast-paced in delivery with the applicant keen to get the interview over with
Employers will recognize the wealth of industry expertise, but on the other the interviewer will be concerned about the candidates confidence levels and how that may effect the team once employed
Answers are mixed, with some being technical and in-depth, while others lacking any real substance
The candidate can come across as standoffish when the applicant doesn’t respond to follow up questions with a detailed reply. But can give enough evidence to show their range of job related skills
A highly-skilled individual who will open up to a ‘warm’ interviewer, but can shut down when interviewed by a ‘cold’ employer
Applicants are aware of their own abilities and expresses these well throughout the job interview
Rapport is easy to build and employers often have an instant liking towards the self-assured interviewee
Cam debate subjects, but cant persuade as well as some of the other high/high interview identities
Able to communicate their competencies confidently throughout the recruitment process, with employers seeing potential from the interview start
Can be argumentative when challenged on a particular subject or knowledge, which can be their undoing
Has a strong presence, with the employer having a positive ‘gut’ feeling about the obviously highly-skilled applicant
A high number of years in the industry and the easy to recognise specialist skills results in consistent job offers
Consistently delivers strong interview answers with examples while stating industry models and sector processes
A very confident applicant, but not being a the over top of the confident scale can, sometimes, effect the impact of their interview answers
The highest level of knowledge/experience and highest level of confidence, out of all the 16 interview identities, does create regular job offers but not as consistently as the egocentric applicant would like
A self-promote who can easily showcase their value while impressing the employer with their personality traits
The self-absorbed characteristic and their inflated view of self can place seeds of doubt in the employer minds
