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Job Interview Questions for Teenagers

Everything a teenager needs to know to pass a job interview.

The biggest barrier a teenager faces during the recruitment process is a lack of interviewing experience.

Humans, especially teenagers, are confident when completing tasks they are familiar with.

This article will help teenagers to:

  • Understand the job interview process, allowing a teenager to know what to expect
  • Answer interview questions by knowing what questions an employers is likely to ask
  • Increase interview confidence through a number of techniques and exercises

How should a teenager prepare for a job interview?

First, it is important to understand what a job interview is.

Before being invited to a job interview, a teenager would have applied for the advertised job role.

Generally speaking, teenagers apply for jobs in July and August, when they have finished school, college, or higher education.

Other teenagers, often college and university students, will apply for part-time work, while studying, in Sept and January.

This shows how there is an increase in teenager applications between July-January, but teenagers do apply for work all year round.

So, if a teenager has been offered a job interview, over the hundreds of other teenagers applying for the same role, the employer has liked what was written on the application or CV.

This is a great start, you are better than the other hundred plus applications.

Job Interview Preparation.

The three steps a teenager needs to think about when preparing for a job interview are:

  1. To know the job duties and the required skills and qualities needed for the role
  2. To plan interview answers that highlight the required skills and qualities
  3. To think about their communication skills – how they will deliver the interview answers

Job duties and required skills.

The more a teenager knows about the job role, the duties, and the required skills, the more likely they are to be able to predict the job interview question.

The employer will ask each teenager around 6-8 job interview questions.

Each question is based on the job role. A customer service interview question will be asked in a retail job interview, or an IT question could be asked in an administration job interview.

Here are 10 commonly asked job interview questions

The easiest way to predict the job interview questions is to:

  • Read the job specification that will accompany the job advert. The job spec list the duties and required skills
  • When there is no job specification, use online job profiles which give a generic overview of the job role, duties, and required qualifications. Each duty is a potential interview question
  • Search ‘(job role) interview questions’, IE McDonals Interview questions.

Plan interview answers.

Once a teenager has a list of job interview questions, the next stage is to create their answers.

Interviewers will score each answer on a scale of 1-4, with 1 being poor and 4 being excellent. Answers that use examples to reference how the teenager has the skills and/or experience to complete the job duties generally score high.

For apprenticeship interviews, teenagers need to think about the apprenticeship interview questions they will be asked.

Each interview answer should be broken down into three stages (SAP):

  • Situation
  • Actions
  • Positive Outcome

Situation

The situation is the event that was happening at the time. This could include being asked to complete a task, a problem they faced, or a goal they wanted to achieve.

Imagine being asked ‘explain a time when you achieved a goal?’ The interview answer could start with either:

“When working at X company I was asked to (add task)…”

“At school, a (problem) happened and I was asked to help overcome it…”

“Working with my dad, we decide to set a goal to (add goal)…”

Action

The action segment, explains to a hiring manager the steps the teenager took. Teenagers to focus the answer on their personal skills; work ethic, motivation, reliability or on the task, they competed.

Skills answer: “…To do this I used my work ethic. I started each day at 8:00 AM and worked hard to achieve the outcome, before fishing at 5:00 PM. In the evening I (add additional tasks)…”

Task only answer “…To do this I did A, B, and C (name actions taken)…”

Positive Outcome

Each interview answer should end with the results of the action taken. The outcome should be framed in the positive.

“…by the end, we had achieved (add outcome).”

“…this resulted in (add outcome).”

“…these actions resulted in us overcoming the barrier/problem.”

Example Interveiw Answer for a Teenager.

“When at school, I and my art and design classmates were asked to design the backdrops for the school play. As a natural leader I took charge and put the class into small groups, so each group could draw on scene. I also made a list of paints and materials we required and gave this to the teacher. Because we all worked hard, each day for a week, we were able to complete the design on time for the opening night.”

Ideas for examples during interview answers for teenagers.

  • Part time work for questions relating to work ethic or motivation
  • Voluntary work exampels to show experiences and skills
  • Duke of Edinburugh award to explain leadership, communciation and teamwork
  • Creating your own video game, having a high number of social media followers or starting a PT business to show creative and innovation
  • Studying for an exam for time management
  • School sickness record for relibaility

Interview Communication.

The way a teenager communicates influences how the interviewers view the teenager; suitable or unsuitable.

Communication starts when the interviewer first meets the teenager. A teenager can make a positive first impression by:

  • Smiling, as this creates likability
  • Offering a firm handshake, as this shows confidence
  • Dressing smart to be viewed as being serious
  • Communicating confidnelty to help an employer see your worth
  • A strong, and warm, intorduction

During the interview, confident communication is when:

  • A teenager talks at a slow pace, using clear language – don’t mumble or use filler words
  • Answers are detailed using the SAP interview answer structure
  • Listening skills are used to help understand the interview question

To increase confidence

  • Take long deep breathes prior to the job interview
  • Use exercie to release stress on the day of the interview
  • Drink water to wet the mouth (nerous teenagers suffer from dry mouth symdrome)
  • Visualise yourself doing well during the job interview
  • Practice interview answers
  • Complete vocal warm-ups, just as singers do, before setting off for the interview

What a teenager should take to an interview.

A teenager job interview is very similar to an adult job interview.

The employer will ask for certain items to be brought to the interview, depending on the job role. In most cases, the teenager won’t be asked to bring anything.

To help stand out, and the show preparation it is good to bring the following to a teenager interview:

  • Qualifications/certifcates
  • CV
  • List of questions to ask the employer

Commonly asked teenager job interview questions.

  1. Tell me about yourself and how what you did at school/college?
  2. What do you know about the job role and the day to day duties?
  3. What skills do you have the are relevant to this postion?
  4. Give me an example of communicating with others?
  5. How would you fit in with the team?
  6. How would you balance working and studying at the same time?
  7. (for PT jobs) What hours can you work? (for FT jobs) Can you work overtime if needed?
  8. Give me an example of being reliable?
  9. What do you prefer, doing thing syour own way or following orders?
  10. Do you have any questions for us?

Job interview answers.

Tell me about yourself and how what you did at school/college?

  • Talk about school projects, volunteering and work experience and descibe any stand out achivements – being a prefect, being the captain of a sports team, being on the debate team

What do you know about the job role and the day-to-day duties?

  • Use a ‘job profile’ to research the required job duties and list these to the employer

What skills do you have the are relevant to this position?

  • Give examples of how others have described you IE ‘my teacher always said I was reliable…’

Give me an example of communicating with others?

  • Use the SAP structure here. Ensure you talk about listening as well as communication. Listening to a sports coach and communicating this to the team members, is a good example.

How would you fit in with the team?

  • Start by saying how you are a good team member, and how you can (lead/motivate/support) others. follow this with a SAP example

How would you balance working and studying at the same time?

  • This question is about time management. Discuss diary management, using reminders and planning your worklaod

(for PT jobs) What hours can you work? (for FT jobs) Can you work overtime if needed?

  • Be positive and show flexibility when you can

Give me an example of being reliable?

  • Another chance to use the SAP structure. Explain a situation when someone needed to rely on you. State how you went out of your way to be there for them.

What do you prefer, doing things your own way or following orders?

  • As a teenager, the employer in most cases wants you to follow their orders. Say, that you can work on your own when needed, but as this is a new job you would follow the orders of more experience colleagues

Do you have any questions for us?

  • See below
Evolve the mind book on Amazon

What should a teenager ask in a job interview.

At the interview end, it is good for a teenager to ask the employer questions about the company and job role:

  • Do you offer apprentciehsip schemes?
  • Do you have mentors for new starters?
  • What will my first week look like?
  • Will I being working in one department or getting experiences of different job roles.
  • What is the company culture like?

Don’t ask about:

  • Pay
  • Holidays
  • or Time off

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How to Answer the Interview Question ‘what is your biggest regret?’

This article will explain how to answer the job interview questions ‘what is your biggest regret?’

To best answer any job interview question, the applicant needs to think about:

  1. The advertised job role
  2. The company culture
  3. Required skills or knowledge.

This is because, an employer will have an ideal answer they are looking for. Meaning, for each interview question there is a reason.

The job interview, in short, is designed to predict the job performance of the further employee. As each interviewer will ask around 8 job interview questions, the recruiter doesn’t want to waste an opportunity to undercovers a required skill or trait by asking a pointless question.

The first thing each applicant should ask, when hearing an interview question, is:

  • What is the reason for this question?
  • What skill, knowledge or experience is the employer interested in hearing about?
  • Is there a hidden meaning?

The ‘biggest regret’ interview question.

The ‘biggest regret’ interview question is another way to ask ‘tell me about a mistake you have made?’ or ‘what are your weaknesses?’


For all negatively framed job interview questions, applicants need to train themselves not to answer the question on face value.


The biggest mistake interviewees make is listing regrets, mistakes and weaknesses.

“My biggest regrets was when I worked at….., also I regret not doing……and…..”

Listing a high number of regrets, mistakes and weaknesses will only result in a low-scoring job interview answer.


In fact, employers aren’t looking for a damaging interview answer – this isn’t a trick question.


What a hiring manager wants to hear is, what the applicant learned from the regret, the employer is wanting to hear the career professionals journey.

Applicants, therefore, should reference the regret, while focusing the main part of the interview answer on lessons learned. It is the journey the employer is interested in.

The job interview formula is: situation x regret x learning journey

How to answer the ‘regret’ interview question.

The 3 stages to the interview anwswer are:

  1. Situation
  2. Regret
  3. Learning/Journey

Situation

In the interview answer opening, it is important to set the scene.

Explain the situation. This could be a problem the applicant, team or organisation faced, a business as usual task that went wrong or a new company objective.

“When working at X company, we were faced with (a problem). If not resolved this could lead to (negative outcome)….”

In the second part of the situation opening, the applicant can explain their role and their actions.

“…as the team leader I was responsible for A, B and C. To resolve the issue I (add actions taken)…”

Regret

The ‘regret’ needs to be reframed as a learning point.

If possible, stay away from over using the word regret. Instead, talk about reflection, or use ‘if I was undertaking the same task I would do it differently’

Remember a ‘regret’ example doesn’t mean that the applicant has to discuss a failure, instead the interview answer can be about a successful event, that could have been completed in a better way.

An example of this could be a career professional regretting not studying at university as they took the apprenticeship route option. What is important is the learning, not the regret.

Start the answer second part of the interview answer by stating the regret

  • “I regret taking the apprenticeship route rather then studying at university…”
  • “I regret not looking into other others that could have (saved overhead cost/increased production/etc)…”
  • “I regret listening to the advice of others when I should has used my own experience….”

The word ‘regret’ can be easily replaced by rewording the interview answer:

  • “I don’t think taking the apprenticeship route was the best for me….”
  • “I could have looked into other options that could have saved…”
  • “I wish I had listened to my own experience rather the listening to the advice of others…”

Learning/Journey

The learning journey comes in two parts.

Part 1 – past choice

Part 2 – future self

Past Choice

Learning comes from reflection.

In the past choice section it is important to expand on the reason for the choice (regret) as this expands on the initial situation.

“…On reflection I made this choice because of (add reasons)…”

The choice, the reason for the regret, could potentially be down to the direction of a manager, company culture or lack of experience.

Next, discuss the other options.

When explain the other options state the reason why they, at the time, didn’t seem appropriate.

“…The other option was to (add option). If I took this option, the benefits would have been (state positives) but the (barrier/risk) included (add negatives) which is why I went with the first option.”

Future Self.

Finally, show learning.

“Looking back, I have preferred (other choice) as this would have (state better outcome)…”

Explain what was learnt because of the experience.

“…but the experience taught me (add lessons leant) which has now (add a benefit from the learning experience)..”

End with a future action.

“..if i was in the same situation again I would A, B and C”

Evolve the mind book on Amazon

Example interview answer.

Putting all the elements together, an example answer would look like:

“When working at X company, we were faced with (a problem). If not resolved this could lead to (negative outcome)……as the team leader I was responsible for A, B and C.

To resolve the issue I (add actions taken)…I wish I had listened to my own experience rather the listening to the advice of others….On reflection I made this choice because of (add reasons)…..The other option was to (add option). If I took this option, the benefits would have been (state positives) but the (barrier/risk) included (add negatives) which is why I went with the first option.

Looking back, I have preferred (other choice) as this would have (state better outcome)…..but the experience taught me (add lessons leant) which has now (add a benefit from the learning experience)….if I was in the same situation again I would A, B and C”

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Horns Effect

The psychological impact of the halo or horns effect has a subconscious influence on the employers decision making process.

What is the job interview halo effect?

The now famed halo effect is a cognitive bias where the employers overall impression of a job candidate influences how the hiring manager receives the applicants interview answers.

At a basic level, an applicant can be seen as ‘suitable’ or ‘hirable’ when the halo effect is in play. The halo effect can be created when an employer finds the candidate attractive. We call this ‘the what is beautiful is good‘ bias.

People believe attractiveness to be linked to other positive traits; intelligence, reliability, and being skilled, without any evidence.

Prior to the job interview, the halo effect can take effect.

An employer reading a candidate’s application form can form a positive opinion, where the hiring managers believe this applicant is the most suitable person for the role, even without interviewing anyone.

An everyday example of the halo effect is a friend introducing you to one of their colleagues. Prior to meeting the colleague, the friend says “the (colleague) is a really nice person, I know you will really like them.” This seeding of a positive character creates the halo effect. As would reading their (positive) social media feed, or finding out that you both have a common interest.

How does the halo effect, effect the job interview?

Being attractive doesn’t guarantee a job offer.

Instead, the halo effect creates a positive filter. The employer, liking the applicant, will search for evidence of suitability.

The hiring manager will want the candidate to do well. In fact, research shows that the subtle changes in an employer’s behavior, influence how the interviewee acts, creating a self-fulfilling prophecy.

What is the Horns Effect?

There is an opposite to the famed halo effect, the ‘horns effect’.


If an employer is predisposed to dislike the applicant, they will subconsciously search for reasons to reduce an interview score.


Several information sources can lead to a ‘horn effect’.

The employer hearing bad things from a colleague about the applicant prior to the job interview (this is most common in internal interviews) can create a pre-interview negative opinion.

This scenario worsens when the colleagues reference how the applicant may lie or be deceitful during the job interview. Being viewed as having a ‘dishonest‘ interview identity creates a barrier that is hard to remove.

Many employers now use social media as one way to ‘get to know the real applicant’ before they attend the recruitment process.

A social media page that creates a negative impression, such as photos of drinking and partying, can create a negative stereotype.

Even the candidate’s communication skills during the application process can create a halo or horns effect. A weak worded email, spelling errors, or even working for an organization with a poor reputation can create a negative association.

First Impression Horns Effect

The horns effect can take place prior to the job interview but also during the initial introduction.

As the employer meets the applicant in reception, a number of non-job-related criteria can influence the hiring manager’s decision-making process.

Being overweight, as an example, can have a negative association. Obese equals laziness.

An experiment shown how being obese reduces the number of jobs offers an applicant received. Employers were sent one application, which either had attached to it, a picture of an overweight job applicant or an average size person. The conclusion was that the image of an overweight individual had a negative horns effect on their application process.

Evolve the mind book on Amazon

But a number of other non-job-related criteria can create a positive or negative first impression:

  • Gender
  • Age
  • Ethnicity
  • Height
  • Weight
  • Hair colour
  • Stance
  • Tonality

The research is proving how a job interview is never a fair recruitment process, as opinions are made at the subconscious level.

These initial impressions act as the filter throughout the recruitment process, with an employer filtering each answer, and therefore searching for evidence to back up their belief, through the filter suitable or not suitable, liked or disliked.

Interviewees can help to shape the way they are viewed by creating a positive job interview identity during the answering of the initial interview questions.

The stating of key competencies, when communicated confidently, can override the initial impression. This is because the structured process of a job interview means the employer must mark the applicant’s answers against the job interview scorecard.

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Fast Food Manager Job Interview

Fast food restaurants are in every village, town and city. Employers are always on the look out for a fast food manager that can manage the day-to-day operations of the restaurant while producing high-quality food and service.

This article will teach managers how to be successful in a fast food manager job interview.

The post will list the commonly asked fast food manager job interview questions, and give an explanation of how each manager can structure their interview answer.

Successful job applicants are able to predict the job criteria – the skills, qualities and experiences required for the advertised role (based on the job duties of the role), to better predict the forthcoming job interview questions.

The main duties of a fast food restaurant manager include:

  • Hiring, training and managing full-time and part-time staff
  • Completing finance returns and purchasing stock and equipment
  • Planning budgets, forecasting spend and working to sale targets
  • Managing the day-to-day operations of the restaurant
  • Embedding H&S processes and other regulations into business-as-usual tasks
  • Using promotions to increase sales
  • Dealing with complainants, late suppliers and any other restaurant issues
  • Working with stakeholders
  • Writing a variety of managerial reports

What Does a Fast Food Restaurant Manger Job Interview Look Like?

There are dozens of fast food companies from McDonalds to Burger King, from KFC to Pizza Express, each has their own recruitment process. In the main, though, each organization follows a similar interview format.

  1. A telephone screening interview

A short telephone or online asking questions about your previous experiences and how that relates to the role. Often a 20-30 minute call with the employer asking 3-4 job interview questions.

I wont go into the detail of the screening interview process here, as the link in the title takes you to an article that will explain this in more detail.

2. Numeracy and Literacy Test

Many organisations are now asking applicants to complete a level 2 (GCSE grade C or grade 4) test as part of the recruitment process. This due to a large number of fast food restaurants funding a managerial qualification for a new (unqualified) managers. This is known as a higher apprenticeship.

3. Panel Job Interview

The main section of the fast food restaurant manger interview, is the panel interview. Generally speaking, applicants will be interviewed by three members of staff:

  • HR Manager
  • Fast Food Restaurant Area Manager
  • Current Restaurant Manager

Each interviewee will be asked between 8-10 job interview questions within a 30-60 minute timeframe.

The interview format will be a structured job interview. In a structured job interview all applicants are asked the same job interview questions. The questions will be based on past experiences (behavioral job interview questions) and future scenarios (situational job interview questions)

To create high-scoring interview answers, interviewees must reference the job criteria by giving relevant examples and/or stating relevant management theories or models that they would use once employed.

Fast Food Restaurant Manager Job Interview Questions and Answers

To help increase interview confidence, and therefore create a strong job interview identity, candidates can use the below interview questions and advice to form high-scoring interview answers by embedding their own experience and skillset into their rehearsed reply.

Tell me about your employment history and how this relates to a fast food manager role?

To summaries the fast food manager job role it would sound like: A fast food restaurant manager is responsible for the financial success of the restaurant and the management staff, processes and procedures to ensure a high level of customer satisfaction.

Using the summary as a benchmark, the opening interview question ‘tell me about…’ needs to highlight the candidates ability to meet the job role objective.

It is important to clearly state:

  • Duration in management, supervisory or team leader roles
  • Any relevant managerial and/or hospitality qualifications
  • Knowledge of the industry and job role
  • A unique selling point as this shows added value

Interview Answer Formula:

“I am passionate about (hospitality/food industry/leadership and management). I have over X number of years working in (managerial/supervisory/team leader/hospitality) During this time I have become skilled at (add duty) An example of this was when working at X organization. We had (add situation) To achieve the desired outcome I (add steps/actions taken) which resulted in (reduction in overheads/increased profit/staff retention/customer or stakeholder satisfaction/any other positive outcome).”

How would you priorities tasks while working in a busy and fast paced restaurant?

It is important to use management speak when applying for senior positions.

The natural usage of industry jargon, sector models and leadership theories creates a perception of competence helping the interviewee create a optimistic interview identity.

One management tool that can be quoted during the ‘priority’ or ‘time management’ job interview question is the ‘time management matrix’ tool. Essentially, this tool helps managers to prioritize task by reviewing the importance of the task vs the tasks urgency.

Is short this is a planning tool. For a full breakdown of the time management matrix tool click the link above.

The ‘priority’ question is designed to check that a future manager can oversee multiple tasks, deadlines and problems without becoming flustered or stressed. Research shows, how a pro-active and planned approach works best here. This means that an applicant will need to state the step-by-step process for time management and task priority.

Interview Answer Formula:

“This is something I have experienced with. In all my previous roles I have had to prioritize workload, manage multiple tasks and organize a large workload. The reason I am so successful are producing quality outcomes when working on multiple tasks is because I use (add management model: time management matrix, pareto principle, etc) What this means is I (give explanation of the chosen model) In addition I utilise my diary, have alerts and delegate duties to staff members.”

How would you manage the staff timetable when a large portion of your employees are students?

Like all restaurant manager job roles, one of the key duties is staff recruitment and staff retention. Due to a large portion of the staff being university students, who can sometimes only worked on allocated days or not at all during exam periods, staff planning is a key skill. Managers will also have to consider the risk of some students not turning up for shifts.

This interview question, then is asking about risk assessing as well as creating a staff rota.

When answering the interview question, previous managers or team leaders can start by explaining there previous experience in staff timetabling. Applicants applying for the first managerial role need to explain the requirement elements for staff rotas.

The answer needs to cover two perspectives, the employers and the employees.

Employees need a staff rota to:

  • Show routine
  • Cover their contracted hours
  • Reduction in split shifts
  • Details – allocated tasks IE serving tables or working the bar

Employers/managers need a rota to:

  • Ensure a senior member of staff is working on each shift
  • Needs to consider the reliability of the team members on each shift – in the job interview make a point of saying that you would never have a group of potentially unreliable workers on one shift
  • back up staff to cover sickness
  • Look at the skills and experiences of each employee and the requirements of the job roles IE each shift will require a trained first aider
  • Have overlapping start/end times to ensure a cross over in staff members

Interview Formula:

“I have been creating staff rotas for X numbers of years. When putting together a staff rota I consider (add employer perspective points). From a motivational perspective and to help improve staff retention I also consider (add employee perspective points)”

“Why do want to work for our organisation?”

There is a high turnover of staff in the fast food restaurant industry.

With this in mind, recruiters will often ask questions to understand the reason for the applicant applying for the advertised role:

  • Salary increase
  • Promotional opportunity
  • Need a job, any job!
  • The values of the organisation

In truth, it is likely that there will be a number of reasons why an applicant is applying for a new position. what is important from the employers perspective is that the candidate wants to work for their company.

An interviewee who states they the admire the company, have similar values or share the same vision is more likely to be recruited as it reduces the risk of the new employee handing in their notice due to an improved job offer in a short period of time.

Interview Formula:

“I have always like the (brand) and often eat here myself. But, I applied for this role because I love the company mission (state mission). Also, after reading the company values I noticed that several of these values (name a few values) are similar to my personal values. I also had a friend who worked for the organisation who talked positively about the company culture, and I can see myself working well here.

Evolve the mind book on Amazon

Do you prefer using tested processes or trying new ways of managing the restaurant?

Choice questions can be tricky.

Often the employer will have a preferred way of working, as an example you can predict that McDonalds like routine and repetition as every BigMac is created in the same way in all restaurants. Whereas, other fast food restaurants have more variety.

Generally speaking, most well-known food chains have company processes that mangers must follow. So, research is required here prior to the job interview.

One way to answer this question, especially if the pre-interview research doesn’t result in a concrete answer, is to discuss the benefits and negatives of each option.

Interview Formula:

“Using well tested processes often gives you similar results, as an example (give example relevant to that particular restaurant) but the downside is there is no room for innovation at a time when customer demands change constantly. On the other hand, trying new ways to increase sales can work at a local level as each manager knows their customer base and the economics of the local level but this in itself can have a negative effect on sales as the individual stores loses its brand identity.”

Do you have any questions that you would like to ask us?

As the ‘questions for us’ question is asked in every job interview be sure to arm yourself with a number of questions that create the professional perception a manager requires.

  • What is the staff turnover like in the restaurant?
  • Who is the restaurants biggest competitor at the local level?
  • What are the busy periods for the restaurant?
  • What is the biggest barrier to meet sales targets?
  • What would my first month look like?

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Why Graduates Fail in Job Interviews

It wasn’t so long ago when a graduate could be guaranteed a job. More recently, a graduate applying for work may be unsuccessful in the job interview process because of how an employer perceives the graduate compared to an experienced career professional.

This article will look at the reasons why some graduates are failing job interviews and what current students can do to give themselves a helping hand to advance their career prospects.

Suitable or Unsuitable?

Data shows that the average number of applications for each job role is around 250.

The number of applications per role does very depending on the job position and location, but 250 applicants per advertise job seems correct with previous research. From the 250 applications only 6 candidates, on average, will be offered a job interview.

If a graduate is offered a job interview, they are deemed to be more suitable then 244 other applicants. What this explains, is a graduate who can secure job interviews but not a job offer is doing something wrong in the interview itself.

An alternative viewpoint is the graduate interviews well, but other interviewees, who could also be a graduate but maybe an experience career professional, are better skilled at job interviews.

Either way, if a graduate can secure job interviews but not job offers something needs to change.

From an employers perspective, the job interview is designed to predict the job performance of each applicant. The best perceived performer is offer the job role.

Employers, in the main, use a structured job interview process as research proves that a structured approach is the best way to predict job performance.

What is important, is how a graduate is perceived during the recruitment process.

How Graduates are Perceived in Job Interviews.

A part of perception is comparison.

If for example, a graduate applies for a graduate scheme, all the other applicants will also be graduates creating a level playing field.

For none-graduate roles, applicants are likely to be a mixed bunch of career professionals. This group of candidates may include graduates with no work experience, graduates with work experience, experienced staff with no degree level qualifications.

In this scenario, it is hard for the employer to compare one applicant against the other, as two many completing factors make the logical decision making process a difficult task.

It is the same when purchasing a house. Two houses seem suitable but each have completing factors. One is cheaper but further away from work. One is a 3 bed house with a small garden, the other a 2 bed house with a larger garden in a cul-de-sac. One is in an area with great schools but a high crime rate and the other in an area with a low crime rate but poor schools.

Having a high number of factors to consider is taxing. Instead, the logical mind turns off and the emotion brain gives you a gut re-action: I don’t know why but I prefer house one.

This same process happens with hiring managers, When they initial met the candidates there is an overload of information. One candidate has a degree but the other has 10 years work experience. One candidate has people skills, the other an eye for detail. One candidate is skilled at completing a certain task, the other is an expert in (add criteria). and so on. Again the logical part of the brain closes down and the emotional mind creates a gut reaction: Applicant one seems most suitable for the position.

As the git-reaction decision making process happens at the interview start, the applicants forthcoming job interview answers are filtered through the initial interview identity.

Research shows how people look for evidence to back up their choices. If an employer favors one applicant over another, they will subconsciously look for the positives in the answers of there preferred choice, and look for any negatives in the least preferred choice applicant.

The number of people with a degree is on the rise.

Data shows how the number of higher education applications and starts is on the increase, with 2020 seeing over 720,000 applicants looking to start in a course in 2020.

UCAS recently shared data, showing that there were over 616,000 applicants for 2021 (January deadline analyses)

Prior to the rise of degree-level interviewees, having a degree was viewed as an exceptional attribute. The rule of scarcity says the more common something is, the less value we see in it.

A 2017 Harvard Business School study stated that between 2007-2010 job adverts requiring a bachelor’s degree increased by 10%. The study also found that 37% of employers rank experience as more important then a qualification.

This shows how each employer have different viewpoints on what they believe is important when its comes to recruiting new staff members. The job sector also influences the essential criteria for each job role. In medicine, as an example, applicants will never receive a job offer washout first possessing the required qualifications.

In other sectors, that have previously required a qualification as an entry requirement, we are starting to see a move away from the qualification entry requirement. The tech sector, companies like Google and Apple are focusing on ‘hands-on’ experience.

Where does this leave the graduate?

Don’t be confused here. Having a degree is still viewed as a positive, as a higher educational qualification shows academic ability. And a qualification relevant to the advertised job role infers industry level knowledge.

What employers are now saying is that industry knowledge and skills can be gained just as easily from possessing a number of years working within the industry. Again, job hiring comes down to how an employer perceives an applicant – there predicted job performance.

A buyer’s market.


Data has shown how more people are now progressing into higher education. Graduates, therefore, are at a disadvantage when applying for entry level positions as competition for these roles are high.

In addition to graduate competition, employers, now more than ever before, compare industry experience against the graduates qualification and skill set – their whole package.

Now that job recruitments have changed, employers not stating a qualification as essential, the competition for jobs is increasing. Even is a qualification is essential, in sectors such as medicine, the evidence suggest that more people have a degree then ever before.

The power is truly in the employers hands. Employers, knowing they will receive a large number of applications, can demand more from the applicants. Previously, for entry level jobs roles, a degree was the only requirement. Now, employers can ask for more because they know the number of applications for these positions will be in there hundreds.

Therefore, when in education it is virtual to gain new skills and experiences to help create a positive job interview identity. This can be achieved in various ways:

  • Having a side hustle shows business acumen
  • Volunteering increases skills and shows work ethic
  • Being a graduate mentor helps to develop essential skills; listening, communication and planning
  • Work experience, which can include first aid for a medical student or putting on a fringe play for a performance art student, can be used as examples during the job interview question and answer process
  • A part-time job brings in an income but also helps to shape your character
  • Increase personal skills by joining debate clubs, public speaking classes, being the student union president or taking an active part in the universities board meetings

How to be successful in the job interview

A graduate gaining skills or experiences from one or more of the above ideas can stand out against other graduates with similar qualifications.

Against experienced career professionals, who will often be able to give work-related examples to job interview questions, the graduate needs to prepare their interview answers.

The key to being offered the job role is to be seen as being more suitable then the other applicants.

Often an experienced career professional who hasn’t undertaken a industry related qualification maybe an expert in a particular niche, as they may have only worked in one position/role, which limits their knowledge base.

On the other hand, a graduate during there three year degree will have gain knowledge relevant to the whole job sector. It is this level of knowledge, if communicated confidently, along with skills and experiences gained through volunteering, work experience and side hustles can create a self-assured job interview identity.

Evolve the mind book on Amazon

To pass the job interview graduates shoud:

  • Describe industry related models and theories learnt on higher educational course
  • Give situational interview answers by explaining what steps would you take to overcome a potential barrier or to achieve a company objective
  • Explain how skills and experiences gained from work experience, voluntary work and side hustles are relevant to the job role
  • Use communication skills gained from attending debate clubs or public speaking classes to deliver high-scoring interview answers

In addition, all applicants can stand out in job interviews by:

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How to Answer the Interview Question ‘Are you interviewing with other companies?’

Job hunters fear the ‘Are you interviewing with other companies?’ or ‘Are you applying for other roles?’ job interview question.

This article will teach how to use the ‘other positions’ interview question to create desire, increasing job offers.

First, it is important to know that the applicants perceived level of sector knowledge/experience vs their level of interview confidence creates different job interview identities.

A job interview identity, is how the applicant is viewed by the employer.

Second, only certain job interview identities are viewed as hireable!!

This means to be offered the advertised position, applicants are required to communicate their competencies confidently.

When is the ‘Are you interviewing with other companies?’ interview question asked?

The ‘other company’ interview question is asked for two reasons:

  • Employer slippage
  • As part of a structured job interview

Employer slippage happens when an employer is impressed with how the applicant has presented themselves during the recruitment process.

Candidates come across well when they:

  • Show confidence through strong eye contact, clear communication, and a friendly but professional personality.
  • Give work-based examples that reference numerous job criteria.
  • Embed their skills, knowledge, and experiences into the job interview answers. In short, the applicant is a self-promoter.

Employer Slippage.

Have you ever wanted something so much that you can’t stop talking about it? This is the same with recruiters. If the view an applicant as a valuable asset they will have an impulsive reaction to hire them.

Due to the process of a structured job interview, the employer who desires the applicant cannot offer a candidate a job during the job interview. Instead, they have wait until the end of the recruitment process when the interview panel collectively discuss each interviewee.

Knowing that they cant simply give the role away to an ideal candidate, an employer will sometimes, without thinking, blurt out ‘Are you applying for other positions?’

Structured Job Interview.

A structured job interview is a widely used recruitment technique used across job sectors.

To simplify the structured job interview process, employers will ask 8 job interview questions and mark each of the candidate’s answers by cross-referencing them against the job criteria on the interview scorecard.

One of the eight prepared job interview questions could be ‘Are you interviewing with other organisations?’

In this situation, rather then the outburst scenario, the applicants answer will be marked and allocated a score. In this sense, it is important to give a high-scoring interview answer.

How to deliver a high-scoring interview answer.

The natural response to the ‘other companies’ job interview questions, for a high number of career professionals, is to want to say ‘No’ as they believe that an employer is looking for loyalty.

Employers do want to recruit an individual who wants to work for their organisation, rather than just simply wanting a job. The reason for this mindset is staff retention.

On the other hand, interviewers are fully aware that a highly skilled and experienced applicant will have other job interviews lined up.

Psychological experiments show how people want what they can’t have.

This same psychology can be used during the recruitment process.

Prior to the job interview, a highly experienced applicant will create the halo effect through a descriptive application that showcases their unique selling point – what the candidate can bring to the team.

The halo effect creates the first level of desire. Imagine a TV advert shows a new brand of chocolate bar that makes you want a sugary snack. As you go into the shop wanting, at this point, any (tasty) sugary snack, you notice the last branded chocolate bar that you saw on the TV advert.

Being the last chocolate bar increases desire. At first, you way up if you should purchase the new chocolate bar or if you should buy another snack. While you are deliberating, another customer comes in and grabs the last chocolate bar of the shelf. Now that you know you can no longer be the proud owner of the final chocolate bar, you want it. You want it more than anything else in the world. You even consider offering the other customer double the cost just to taste the smooth silky chocolate.

Evolve the mind book on Amazon

Returning to the job interview.

An interviewee can use the ‘scarcity’ rule to increase desire in them the candidate.

When asked ‘Are you interviewing with other organisations?’ the employer is really asking ‘Is one of our competitors interested in recruiting you?’

If the answer is a ‘yes’ the employer first thinks ‘What is it that our competitor sees in this applicant?’ or ‘If we let this applicant slip through the newt, will we regret our hiring choice?’

It is the same reason why house prices rise. When buyers, in one location, struggle to find vacant properties the price increases due to supply vs demand.

To create demand in yourself, an applicant can answer the interview question by saying:

‘Yes, I am currently applying for several vacancies. I was recently offered a position with (add company name)….

Another psychological trick in the recruitment process is ‘reciprocal liking’ which when someone likes you because they know that you like them.

The second stage of the interview answer, once scarcity has been established, is to create desire through liking:

‘…but I wanted to attend this interview as I have always wanted to work for a company with your reputation for (add a reason for wanting to work for this specific company)…’

You can be a little cheeky here and explain how you want to work for a particular person (the interviewer) as their reputation precedes them.

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Border Force Officer Job Interview Questions

Border Force officers are the frontline of law enforcement. Job interviews for a border force officer position are competitive. This article will explain the commonly asked interview questions and how best to answer them.

The job interview process will focus, in the main, on skills and experience as having a particular qualification isn’t required for this role.

How competitive is a border force officer job interview?

Border force job interview is competitive

Interview Specfifcs

Behavioural job interview, last 45 minutes with 8 questions being asked

The main duties of a border patrol officer include:

  • Patrolling the coastline, rail stations and airports
  • Observing people and items and making judgement calls to identify risks
  • Interviewing and questioning suspicious individuals
  • Search baggage, vehicles and cargo
  • Working with stakeholders IE alerting security services to people of interest

Job interview questions will be based on these job duties and the required skills to complete each task.

Recruitment Process for a Border Force Officer

Successful applicants must meet the minimum requirements stated below to secure a job interview:

  • Fold a UK passport
  • Lived in the UK for the past five years
  • Be over 18 years old
  • Hold a UK driving license
  • Pass a medical examination
  • Pass a security clearance check

The border force officer job interview is mainly a structured job interview process. Each question has been pre-written and the interview panel will allocate scores based on the criteria the job applicant references during the interview process.

In addition, there will be several strength-based interview questions. With that in mind, a border force officer interview is a hybrid job interview. Below we will list commonly asked job interview questions and answers.

The recruitment day may also consist of having to complete a group exercise and undertake numeracy and literacy tests.

Border Force Officer Job Interview Questions and Answers

Each region will have its own interview question for this position. But, due to the work duties, the questions may be worded differently but the required skills and experiences for the job role are the same. Meaning that the key message the answers should state is the same for all border force officer positions.

For each of the below interview questions, an explanation of how to answer each question will be given. It is important for all applicants to make their answers unique by adding in their own knowledge, experiences, and skills.

Interview Question One – Describe how your previous experience and skills suit the border force officer role?

Self-assured job interview identities do well here. This is because the initial interview question – ‘describe your experience…’ is an open job interview question.

Open questions allow applicants an opportunity to sell themselves by matching their skillset to the day-to-day duties of a border force officer.

This interview technique shows an employer that you:

  1. Understand the job role
  2. Have transferable skills relevant to the position
  3. Can communicate with confidence – a requirement for the job interview and the job role

First, job applicants need to understand the required duties and skills needed for the border force officer position. Which include:

  • Strong observational skills, to spot suspicious or unusual behaviours
  • The ability to gain vital information from the public through excellent listening and communication skills
  • Able to confidently deal with the public who may be deliberately being deceitful
  • A calm manner when dealing with stressed people and situations
  • The experience of working within a diverse team
  • Skilled at planning and collaboration
  • Decision making skills

To answer the job interview question use the ‘duty x experience’ job interview formula.

Example:

“My past experiences and skill set is ideal for a border force officer job role. For the past 5 years I have (add previous job role) where I have learnt to (add essential skill for border force officer job role) An example of this is (give example).

I know the job role requires (add job duty) when working at (give example of completing a similar job duty in a previous position). I am also highly confident when it comes to (add person related skill) when I was a (add job role) I (add example).

Overall, i have a full understanding of the job duties for this position and my diverse work experience has armed me with a number of skills that I would utilise if recruited for this position.”

Interview Question Two – Give me an example of when you have communicated with an aggressive person?

As a border force officer it is highly likely that you will come face to face with hostile individuals.

Some criminals may use their assertiveness and aggression in an attempt to frighten a border force officer to let them into the country. It is obvious why the ‘aggressive’ interview question is common during the border force officer requirement process.

There are many ways to handle hostile and confrontational people. In the job interview it is good to focus on how you can remain calm during aggressive conversations.

Use the job interview formula: experience x explanation x experience outcome

First, state that you have experience communicating with aggressive individuals: ‘In all my previous roles working as a (a job role) I have had to deescalate aggressive situations. One example is when (state the situation but not the outcome)…’

Next, state the step-by-step logical process for de-escalation: ‘…because hostiles people attempt to push your buttons it is important to remain calm, as this gives you the power balance. Some aggressive individuals will use generic statements or ambiguity, while constantly swapping the point of their conversation, trying to confuse you. Here, it is important to ask specific questions to bring the conversation back on point. Others will use their body language, posture, or voice to attempt to frighten you. Using string eye contact and speaking at a calm pace with an open posture shows that you are not affected by their aggressive display…’

End with the outcome to the initial situation discussed in point one of the interview answer structure: ‘…going back to my example (add a reminder) I followed these steps which resulted in (add a positive outcome).’

Interview Question Three – Would you have done anything differently the second-time round?

Behavioral job interview questions are framed on past experiences:

  • Tell me a time you did…
  • Give me an example of when you…
  • Have you ever had to….

The idea is that past behaviors predict future actions

Employers are fully aware that people learn from experiences, mistakes, and even successes. With this in mind, some employers will ask a follow-up strength-based interview question on the back of the behavioral job interview question. In this example ‘What would you have done differently second-time-around?’

This in fact is a great question to be asked. As an applicant can show growth and their distance traveled over a long duration in a job sector. In addition, any follow-up questions give rise to an opportunity to reference additional job criteria and therefore gain a higher overall job interview score.

To answer this question use the interview formula: summary x learning point x future projection:

‘Great question. I always reflect on the work vs outcome after the end of each project. As I mentioned this project was a success as I (repeat your unique selling points/actions taken/skillset)…

…..what I learnt from the project was (focus on what you learnt not the mistake)….

…If I was hired as a border force officer I would use (add skill/knowledge) when completing (add border force officer job duty).’

Job Interview Question Four – What are the main duties of a border force officer?

Embedded within the behavioural job interview questions, are knowledge questions.

Knowledge questions can be technical, such as: ‘What is the process when you suspect a person is a wanted criminal?’ These sector specific questions are mainly for border force senior positions and promotional roles. This is because a senior position, which has a higher salary, requires an experienced applicant.

For recruitment of new people into the industry, IE those with no direct experience, the knowledge questions are mainly on the job duties or required skills.

For the ‘duties’ questions, use the interview answer formula: Overview x specific duties x required skills.

As an example, ‘The role of a Border Force officer is essentially to create a safe border ensuring on legal applicants enter the country and to stop illegal trade from coming into the UK…’

Next add specific duties: ‘…the role consist of checking documents IE passports, travel documents and trade invoices. Also, a large part of the role is questioning passengers, searching people, luggage and vehicles. As well as, enforcing rules and regulations…’ Use the list of job duties above to make the answer unique.

Finally, add your relevant skillset: ‘…the required skills for this role include excellent observational skills (or add in any other skill that you possess that is required for this role) An example of using this skill is (add an example from a previous role).’

Job Interview Question Five – Give an example of enforcing rules and regulations?

The border force officer role is one where the employee must following internal processes and procedures. This is to ensure that offenders cant use a failure in the system as a way to dismiss a court trial case.

In the job role itself, border force officers will enforce rules and regulations on others. This could include the removal of goods during a luggage check or detaining illegal immigrants when they refuse to be detained.

The ‘enforcing rules’ interview question is a hard one to answer unless the applicant has worked in a uniformed job role.

For none-uniform job roles, the required example can be enforcing company policy and procedures. Other examples could include, as an example, asking a rude customer to leave the retail an applicant managed.

To answer the question:

Set the scene: Explain the situation, as an example a security guard removing rude customers from a venue. Give detail. The required process that was required to be enforced. The reasons for the enforcement and any other relevant details.

Actions taken: Next, and more importantly, explain how you were able to enforce the rule, process, or regulation. What was your manner and how this affected the situation. How did your communication skills assist with the enforcement. Anything else?

Outcome: What was the positive outcome to your actions. Did you have any lessons learnt?

Job Interview Question Six – Do you prefer following processes or trying new approaches?

As mentioned earlier, there will be a number of strength-based job interview questions. Strength-based interview questions ask about preferences. The employer is asking what working environment suits, with this example following process vs new approaches?

Other strength-based preference questions could include: teamwork vs own initiative? Authoritative management style vs coaching management style? Starting tasks or finishing tasks? Details vs big picture?

Two-ways to answer preference questions.

Option one: answer with both options.

To answer with both preferences, hedging your bets, you simply talk about the benefits and disadvantages of both options: ‘The advantage of A is ….but the disadvantage is…What I like about B is ….but you also have to consider…’

Option two: focus on the employers preference.

Employers, asking strength-based interview questions ask these to find suitable employees that fit within the culture of the company.

Therefore, with a little research; reading the job duties, company values and interviewing people who work for the organisation can give you the required insight to answer the interview question by describing what the employer wants to hear.

Evolve the mind book on Amazon

Job Interview Question Seven – Would you like to ask any questions of your own?

  • What are the shift patterns for the border force officer job role?
  • Can you describe the initial training that all new border force officer go through?
  • What do you enjoy about the role?
  • Is there anything you don’t enjoy?
  • How would you describe the management style within the department?

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What No One Tells You About Job Interviews

What is the one thing all career professionals have in common?

Each must attend a job interview to advance their career.

Understanding the recruitment process, therefore, is key to a successful career, gaining promotions, and increasing a salary.

On average, career professionals will change jobs at least once every three to five years. The days of working in one organisation for life have long gone.

Are you interview-ready?

Even with regular job interviews, the number of job hunters who prepare in advance for a job interview is extremely low.

Being ‘interview ready’ means an increase in confidence. Confidence increase self-promotion and self-promotion increases job offers.

More importantly, understanding the secrets of a job interview can lead to consistent high-scoring interview answers.

What makes a successful job interview?

Research has shown that an applicant’s ability to predict the job criteria, due to possessing a high level of sector knowledge/experience, results in the interviewer being able to accurately predict the job performance (the objective of the interview process) of each candidate.

This means, the more an interviewee reference industry jargon, sector models, and relevant working examples, especially when communicated confidently, the more an employer will presume or predict that the applicant is well suited for the advertised role: the applicant’s interview identity.

Each interview answer is referenced against the job criteria on the interview scorecard as part of a structured job interview – the most commonly used recruitment process. Answers that don’t highlight the candidate’s high level of expertise are likely to score low.

The interview is a two-horse race.

On average, applicants are asked 8 job interview questions, with each question scored on a scale of 1-4, with 4 being the best scoring answer.

The total number of points available is 32.

Because weaker applicants are shifted out during the application process stage, the candidates being interviewed will all score, in the main, 3’s or 4’s for each interview question.

This creates a close race, where every point counts.

Employers have told us how the winning interviewee will only have one or two additional points above the next most suitable applicant.

Unforeseen forces affect the interviewer’s allocated scores, such as job interview unconscious bias. But in the main, the candidate’s ability to communicate competencies creates high or low scoring answers.

How to ace the job interview.

The three rules for a successful job interview outcome are:

  • Identify the job criteria
  • Be a self-promoter
  • Communicate with confidence

In addition, there are psychological interview tactics that can be embedded into the recruitment process including the process of creating likeability.

The common mistakes applicants make in job interviews are:

Using the same job examples in all job interviews

Having pre-prepared interview answers is a must in a job interview, as the rehearsal of the perfect answer ensures that the answer is delivered with confidence – rules 3.

The barrier though is ‘laziness’. Many career professionals will re-use the same interview stories time and time again.

Yes, their answer is perfectly delivered, as practice creates perfection. But, the original answer was designed for a previous role.

Rule 1, is to identify the job criteria. Creating interview answers based only on the job criteria for each position ensures that each answer will score high as the examples used will reference the required skills, knowledge, and experience for that role.

The same example or situation can be used for multiple recruitment processes, but the frame of the answer – what the example is highlighting has to be specific to the advertised position and the culture of the organisation.

Reserved or forthcoming?

In the UK, especially, job applicants like to be reserved. They will answer interview questions, but the answers lack the benefits, fail to self-promote and in general the interviewee is unforthcoming.

The job interview is the one place where you must be a self-promoter – the 2nd rule of a successful job interview.

To self-promote candidates can ustilse verbal and non-verbal communciation:

Non-verbal communication

  • Smiling is associated with confidence and competence
  • Nodding in agreement as the employers speaks and this helps to build rapport
  • Open body language, gestures and a relaxed postures is linked self-esteem
  • Strong eye-contact while speaking creates authority
  • What you wear can influence how the candidate is seen – desirable or unsuitable

Verbal communication

  • Long descriptive paragraphs help to paint the scene allowing an employer to understand the relevance of the job interview answer
  • Positive language is associated with a good worker
  • Mentioning the job criteria (rule 1) shows suitability
  • Giving examples highlights experiences
  • Explaining models and theories shows expertise
  • Changing pitch, tonality, and volume help to maintain employer interest

Is confidence charismatic?

Certain people stand out in the crowd.

We don’t know why our eyes are drawn to them, but something about them; how they dress, their posture, the way th move, or maybe a communication of facts make them a focus point.

It is the same in a job interview. A team of interviewers speak to numerous applicants throughout the recruitment period, with most candidates having a similar level of skills and experiences, but one or maybe two applicant stand out – why?

It is often the self-assurance of an applicant that increases their internal level of confidence. An increase in confidence, increases charisma.

Imposture syndrome, not believing you are at the right level for the job in question (even though you meet the criteria for the advertised role), is the biggest barrier to interview confidence.

Evolve the mind book on Amazon

Are you an anxious interviewee?

Anxious interviewees will:

  • Fidgeting, which distracts the employer’s attention
  • Mumble and use excessive filler words
  • Give short snappy answers to technical interview questions
  • Often look down, killing any previously built up rapport including that from the halo effect
  • Self-disclose weaknesses and past errors which results in low scoring interview answers

Charismatic and highly confident applicants will:

  • Frame interview questions so all answers sound positive
  • Focus on solutions, not problems
  • Create a conversation by asking questions throughout the job interview
  • Have a relaxed manner; sitting back in the chair, taking their time to reply, and using anecdotes and stories
  • Eye contact is strong, and they speak using natural gestures
  • Interview answers are detailed and well structured
  • Answers naturally reference several key job criteria
  • Give their full attention to the interviewer

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10 Kraft Heinz Manufacturing Job Interview Questions

According to Sky News, Kraft Heinz is investing £140m into a Wigan production plant creating 50 new manufacturing jobs.

This welcome investment will see the expansion of Europes biggest food manufacturing site – the Kitt Green plant. The new recruits will be involved in the production of the firm’s ketchup, mayonnaise, and salad cream brands.

Applications for the 50 positions are predicted to be high due to the press coverage of the expansion. Therefore, job applicants will need to prepare themselves for the job interview.

The Heinz Interview Process

It is likely that job applicants will have to complete several steps of a recruitment process to be offered the advertised roles, which could include:

Video Interview

The video interview round is a shifting process to reduce the number of applicants required to attend a structured job interview.

It normally consists of 3 pre-recorded interview questions, that each require a 1-2 minute response or answer, from the applicant. Each answer is recorded live. If you haven’t taken part in a pre-recorded video interview a little practice to get an answer down to 1-2 minutes is required, ideally with an interview coach.

Assessment Center

The assessment center is another ‘shifting’ interview stage, often comprised of a team task to check the applicant’s communication, problem-solving, and teamwork skills.

In addition, there are likely to be several tests, including a literacy and numeracy test as well as a psychometric test. The psychometric test is only required for certain positions.

Question and Answer Interview

The final stage of the Heinz recruitment process is the structured job interview.

The structured job interview will comprise of around 8-10 job interview questions. Each question is based, in the main, on the job duties of the production team.

Applicants answers are cross referenced against the job interview scorecard with each answer being allocated points depending on the detail/relevance of the candidates answer.

10 Heinz Interview Questions and Answers

Below are 10 commonly asked production job interview questions and an explanation of how to approach and answer each question.

Answers need to be tweaked depending on the applicant’s own experience and knowledge.

Why do you want to work for Heinz and how relevant is your experience?

  • This question may be broken down into two separate questions. But no matter what, the employer is really asking what can you bring to the team.
  • Start the answer by summarising your experience: ‘I am a highly experienced (job position – warehouse manager, FLT driver, production worker). For the past (number of years) I have worked at X where I was responsible for (add detail) Previous to this, I worked at X where my duties included Y….’
  • Following the opening statement with any relevant qualifications: ‘I am qualified with an X. This course/qualification taught me (add relevant knowledge)….’
  • End the interview answer with why you want to work at Heinz: ‘…I have applied for a job with Heinz as I want to work for a household brand and I know that with my experience we will collaborate well together.’

What is your knowledge of Health and Safety in the Workplace?

  • All manufacturing and production interviews always have at least one health and safety interview question.
  • First, you need to quote the health and safety at work act. Explain how you are aware of the 1974 H&S at work act and how you always adhere to H&S regulations.
  • Back this up with an example: ‘…An example of following the H&S at work act was when I was working at X. We were installing a new machine, and one of my colleagues wanted to speed up the process and didn’t want to waste time putting out safety signs. I insisted we did do and it was lucky that we did. 30 minutes later a customer came into the factory and would have walked into a hazardous area if the signs hadn’t prevented them from doing so.’

What experience do you have operating food machinery?

  • Relevance is key here. It is important to only talk about machinery and equipment that will be used once employed. The question, really, is asking – can you use our machinery with little training?
  • The first task is to get familiar with the machinery Heinz utilise. For some roles this is easy, a manufacturing warehouse and forklift truck operator is likely to be using an FLT and pallet truck.
  • When answering the ‘machinery’ question, start with a confident confirmation: ‘Yes I have been using X machine for around X number of years…’
  • To show expertise, explain: ‘…the strengths of using this machine are Y but they also (add a negative or risk that is commonly known)…
  • End with any relevant training or qualifications: ‘…I also possess a (add qual – as an example ‘a FLT license that is valid for 3 years)’.

Give me an example of what you would do if a blockage was jamming one of the machines?

  • Blockages cost money! With this in mind, the employer is looking to see how you would quickly get production back on track. On the other hand, the employer is keen to check that you follow H&S processes rather than taking shortcuts.
  • You can start the answer by explaining how a blockage does have an effect on productivity and how you would want to resolve the issue as quickly as possible while following all H&S processes.
  • Next explain the steps you would take: ‘…to unblock the machine I would complete a 5 step check. 1) turn off the production belt to stop product damage. 2) Isolate the blockage. 3) Check the machine is off while ensuring that no one can turn the machine on whilst the blockage is being manually resolved. 4) Test and turn on the machine to resume production. 5) Add the incident to the risk log. ***give a little more detail per step.

How do you ensure that orders go out on time?

  • In reality, the company processes should ensure that orders go out on time. So this answer is really asking about your work ethic and teamwork.
  • Initially, show how you are motivated by completing tasks: ‘For me, ensuring that all orders are fulfilled within the designated timeframe is a key part of my motivation….’
  • Next, show strong work ethic: ‘…If another team’s order was falling behind, maybe this was due to an incident, I would offer my assistance and support. I see all the workforce as one big team who should collaborate to achieve the production targets.’

How do you ensure the correct goods are sent to the correct warehouse or customer?

  • Accuracy is a key element of the Heinz manufacturing process, as hundreds and thousands of orders are sent from the production plant across the globe.
  • This interview question is best answered with an example. First, though, highlight how you are aware of the importance of checking orders, delivery addresses, and quantities.
  • Next, give an example: ‘…while working at X we would ship out over 2000 pallets, all to different addresses, each day. To ensure that the correct goods went to the right customer I would use a double-checking process. Goods would be checked in the production area before being moved to the out-goods warehouse. Once arrived in the warehouse a second double-check would be completed…’
  • End by giving the outcome to whichever checking system you have described: ‘this simple and quick double-checking process reduces the error rate of wrongly delivered goods by 18%…’

What is your understanding of food hygiene regulations?

  • For all food manufacturing plants a food hygiene question is going to asked.
  • As well as stating food hygiene regulations and processes; cleaning processes, quality checks on food products, visual inspections for rodents, secure storage, etc. Applicants need to show that they care about the hygiene of the workplace and products.
  • Give an example here of what steps you take to ensure cleanliness throughout your working area.
  • If you have one, mention any food hygiene courses you have attended, or certificates you have gained.
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If a pallet of edible goods fell on the floor what would you do?

  • This question requires a two-part answer. The first part is about H&S, and the second, food hygiene.
  • Initially answer the H&S part of the question: ‘Whenever there is a spillage I would follow the health and safety protocol; securing the area, putting out spillage sign, and tidying up the spillage. I would also report any spillages to my shift manager….’
  • End, by answering the food hygiene question: ‘…with this example being edible goods, you also have to consider food hygiene. Some spillage, say bags of flour, can still be used if the bags haven’t split. I would visually check the goods and restack them on the pallet. But if the food spilt in an unclean area or there were any chances of contamination I would inform my manager before disposing of the goods.’

Which of Kraft Heinz’s values resonate with you?

  • Heinz’s values great people. With this in mind, they are looking for staff members that will fit in with the company culture – the values and vision of Heinz.
  • To answer the question review Heinz’s values and pick one or two that you also believe in. Simply state: ‘I resonate with all 6 core values, but the two that really stand out are (a) and (b) because (give reason)..’
  • Like the ‘values’ question there may be one or two more company cultured related questions, asking: ‘why Heinz?’ or ‘where do you see yourself in 10 years’ time?’

Do you have any questions for me?

  • ‘What shift patterns do you operate?’
  • What internal training opportunities are available for new staff members?
  • Are there any current plans for further business expansions?

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Why the Employer isn’t Getting Back to you After a Job Interview

After searching for the idea job, you finally land that all important job interview.

As this is the job you really want, you put extra effort into the interview preparation. You:

  • Research the company, focusing on the company culture, ethics, and business objectives.
  • Review the job criteria, matching your skillset and experience to the job role, creating job-relevant examples.
  • Even go as far as researching the interview panel on social media to check commonality to help build rapport at the interview start.

All-in-all you are ready for to face the recruitment process.

On the day of the interview, the interview goes better than expected. The interviewer ends by saying they will be in touch soon. You walk away confident that the job is yours.

But, a couple of days go by, and nothing. You send a post-interveiw email. The employer responds by explaining that they are working with HR and that you should hear back soon. Then a week, two weeks….nothing.

5-6 weeks later still not a peep.

What has happened?

Have you ever been ‘breadcrumbed’ after a job interview?

Have you experienced something similar yourself?

An employer who seemed keener than mustard to hire you, suddenly goes cold.

If so, you may have been interview breadcrumbed!!

What is ‘breadcrumbing’ in recruitment?

Breadcrumbing is a new recruitment trick to help the employer hire the best candidate.

When an employer or recruitment agency intentionally leads an applicant on, often by sending them ‘keep warm’ emails and telephone calls without actually offering the candidate the job role, this is dubbed ‘breadcrumbing’.

Why would do employers lead applicants on?

The goal of the job interview is to hire a candidate that will add real value to the organisation.

With a global job market and the rise in positions across all sectors, the number of applicants applying for each advertised role is high. This leads to high skilled interviewees applying for the vacancies.

Alongside this, highly skilled professionals are in demand.

The problem for many businesses is that the competition will often pull the rug from under feet by snatching the suitable applicant from in front of them.

In short, all employers want to hire the best, but the best applicants may receive multiple job offers.

To hedge their bets, employers will hold a second applicant in reserve.

Stringing Applicants Along

Recruitment agencies and employers are using the breadcrumbing technique during recruitment process.

The employer waiting to see if their first choice will accept the job offer will use ‘keep warm’ communications to keep the second and third choice applicants interested.

Even more deceitful, is when an employer breadcrumbs their first choice.

First choice breadcrumbing happens when the employer believes a more suitable applicant is out there. Instead of offering the job to their first choice, they string the career professional along hoping that another even more skilled candidate will apply for the job position.

How do you if you have been breadcrumbed?

  • You have been waiting for an official job offer for a few days/weeks following what you believed was a successful interview.
  • The hiring manager becomes cold after previously sending you lots of communication
  • Communication vs vague and lacks specific details
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What to do when you believe you have been breadcrumbed?

If you have been breadcrumbed or believe you have, you need to take action.

First, you need to decide do you want to work for a company that would employ the breadcrumb tactic?

Secondly, if you still want to secure the job role, is to call the employer out.

The best way to call out the employer is to contact the hiring manager and ask if they are any closer to choosing a start date? Then explain, ‘because you have been offered (or seen) another role.’

This interview psychology trick can help increase desire in you leading to an actual job offer.