Aldi Store Apprenticeship Interview Questions

According to Bury Times, Aldi has announced the launch of 96 store apprenticeships across Greater Manchester.

Since 2012 Aldi has recruited over 200 apprentices in their head office, distribution centers and stores with a starting salary of, on average, £190 per week rising to £283 following the completion of a 3 year apprenticeship scheme.

Aldi’s apprenticeship website explains the two pathways to access a store apprenticeship:

Career Starter – For applicants with no previous qualifications you can apply for a Level 2 Retailer Apprenticeship which takes around 12-15 months to complete. You will also complete Functional Skills at Level 2 alongside this.

Store Management Apprenticeship  – For applicants that already have their GCSE’s in Maths and English at Grade C or above (or equivalents) you can apply for our Store Management Apprenticeship programme. You will complete both Level 2 Retailer and Level 3 Retail Team Leader which  takes up to 36 months to complete.

Check your level of perceived experience here: predict the job interview outcome.

Unlike a higher education course, apprentices, to be successful in the recruitment process, are required to pass an apprenticeship interview. This article will give you a list of questions and answers Aldi may ask applicants.

It is also important to remember that during the lockdown, the apprenticeship recruitment process is likely to be an online job interview.

Aldi Apprentice Interview Questions

5 commonly asked retail apprenticeship interview questions:

Tell me what you know about Aldi?

The ‘about us’ question is asked to check if applicants are on the same level as Aldis business plan – to have 1200 UK stores by 2025

What this vision requires to achieve this goal is a diverse workforce made up of hardworking and ambitious staff members.

When answering the ‘about us’ interview question, first state your knowledge of Aldi – one of the UK’s fastest-growing supermarket chains, who recently opened their 900th store. Originally started as a small grocery store in Germany back in 1913. Eventually, Aldi gained a liquor license to overcome the challenges of the great depression and built up customer loyalty by allowing customers to buy now, pay later.

By 1954 their innovation had not stopped, with the very first self-service checkout. Now Aldi has stores worldwide and is always looking at creative ways to build upon the business, such as their apprenticeship scheme.

End the interview answer by stating why you applied for this role:

‘..this is why I applied for the apprenticeship role. Not only do I want a career in retail management, but I also want to work for an innovative company that sets high standards and I believe Aldi will be the go-to supermarket for customers who want quality goods at cheap prices.

Why did you apply for the Aldi apprenticeship scheme?

Aldi recruitment director, Kelly Stokes, said: “Aldi Apprentices are trained and mentored by some of the most experienced people in the retail sector, so all new colleagues receive the best training possible.”

This statement can become the basis of the interview answer ‘I want to be the best retail manager I can, with Aldi apprentices being trained and mentored by highly skilled and experienced sector professionals I want to increase my skill set, knowledge, and experience to ensure I will become a success Aldi manager.’

In addition to stating what you the apprentices want out of the relationship, explain what you can bring to the team:

‘As a (add experience, skill or qualification) gained from (give example) I will (state what you can offer the Aldi family)

Skills required for an apprentice retail manager or store assistant include:

  • Determination
  • Creative problem-solving
  • IT and mathematical skills
  • Target driven
  • Customer service skills

Walk me through what you believe a standard working day will look like?

This question, sometimes worded as ‘give me an overview of the role you are applying for?’ or ‘what do you think your main duties will be?’ is a question to check each applicant’s understanding of the day-to-day task.

The employer here is checking suitability. If you know the job duties and are enthusiastic about them, you are likely to be applying for a suitable job role.

On the other hand, if you dislike some or all of the retail tasks or have no awareness of the essential job duties it is unlikely that you would last long as an apprentice.

To show understanding simple list the job duties in order;

  1. Preparing the store for opening; stacking shelves, stocktaking, cleaning the isles, checking the temperature of the fridges, getting the tills ready
  2. Customer service; operating the tills, assisting customers, re-stocking the shelves, taking deliveries, cleaning up
  3. 3 End of the day; closing the store, checking security, stock-taking, filling up the stores, stock rotation

To stand out during the interview answer, end the answer with what you would most enjoy about this role:

‘Out of all these duties, I am most looking forward to (add duty) as I know this would give me a great deal of job satisfaction.’

Give me an example of great customer service

Aldi value customer service.

When answering this interview question use an example that highlights how you go above and beyond to help a customer.

Also, be enthusiasm and communicate with words that motivate .

At the start of the answer set the scene;

  • where were you?
  • what was the customers problem?
  • who was the customer?

Next, explain what action you took to support the customer to overcome their problem:

  • gave advice
  • source additional support
  • find a creative solution

End the interview answer with positive success:

  • the customer was happy
  • increase in repeat business
  • gave an online review

Are you a team player?

Sometimes, the question is framed as ‘give an example of working within a team?’ or ‘why is teamwork so important in retail?’

No matter how the interview question is worded, the wannabe apprentice has to ensure that the interviewer knows that they excel in team.

Start the answer confidently ‘I’m an excellent team player, in all my previous roles I have had to work within a team.’

Next, show sector awareness by stating how the Aldi team work together:

‘I know that for an Aldi store to be successful all colleagues and departments have to work collectively. As an example, if the warehouse team hasn’t been informed about a well-selling product they are unlikely to have the goods ready to refill the shelves, which could result in a loss in sales, or if the tills are busy and a colleague decides not to help out this could result in poor customer satisfaction.’

End the answer, by expaining the type of ‘team player’ you are:

‘As a team player I always look at the big picture and proactively help colleagues out whenever I can with the goal of ensuring customers are well looked after.’

In addition to the above interview questions, interviewees will also be able to ask the interview panel a set of questions.

Job Interview Advice

What is your approach to problem-solving? Interview Question

One of the most in demand skills in the workplace is problem-solving.

It makes sense then that a ‘problem-solving’ interview will be asked during most job interviews.

The question may be phrased differently, depending on the job sector and advertised position, but all interpretations of the question require a step-by-step explanation of the applicant’s individual approach when faced with a problem.

Different versions of the ‘problem-solving’ question.

  • Tell me about a problem you faced and what you did to overcome this?
  • What is your approach to problem-solving?
  • If X happened what would you do?

In structured job interviews, employers ask either behavioral job interview questions or situational questions.

Behavioral interviews ask for evidence of previous experience – ‘tell me about time you had to overcome an unforeseen problem?’ and situational questions are future-oriented: ‘how would you deal with a problem you haven’t prepared for?’

For both versions of the interveiw questions, the answer needs to meet the criteria on the interview scorecard.

Interviewers, when listening to interviewees’ answers make notes of what each applicant has stated. Post-interview, the interview panel discusses the answers giving each an allocated point depending on how many criteria the applicants have referenced during the job interview.

The highest scoring candidate is offered the job role.

How to create high scoring interview answers.

Employers only know what an applicant stats during the job interview.

Missing information, ambiguous statements or a lack of detail simply won’t make the cut.

Research shows how the delivery of a longer answer, embedded with emotive language, when communicated confidently, increases the allocated points.

The duration of the interview answer alone isn’t enough to score high, what is needed a longer and relevant answer.

How to answer the problem-solving interview question.

There are several ways to answer this question:

  • Listing facts
  • Giving an example
  • Quoting problem-solving models

List building interview answer

The weakest way to answer the problem-solving question is fact listing.

Nervous candidates, such as the amateurish interviewee, often default to fact listing as they struggle to deliver a structured interview answer.

An example of fact listing to the ‘what is your approach to overcoming a problem?’ could be ‘finding the problem, looking at solutions, completing a risk assessment, delegating tasks.’

Overall, the list answer, if delivered correctly, can cover the key elements required for an employer to recognise the applicant’s level of experience, but a list does not score high because high scoring answers require elaboration.

Using examples in the job interview

Real-life examples, on the other hand, often have enough information and detail to gain a high score.

The structure of the example answer is key. A weak example of an answer would sound something like: ‘I worked on X project where (Problem), to overcome this problem we did (A&B)’

The above structure states the problem and actions but is missing the detail to receive additional points; the creative process, the outcome, and any unique selling points.

Example answers should also elicit emotions. The storytelling process of an example answer takes the employer on a journey. Not only does the interviewer visualise the story they go on an emotional rollercoaster, as the interviewee talks about the highs and lows, the ups and downs, of the situation being discussed.

A strong interview structure for example answers

  1. State the problem that required solving
  2. Explain the negative effect the problem would have if it wasn’t solved
  3. Discuss the creative problem-solving process used to find a solution
  4. Detail how the solution was implemented
  5. End with the positive outcome

Embedding models and theories into interview answers

The job interview process, simply put, is to predict the job performance of each applicant. The candidate who is believed to be able to perform the best is offered the job role. Performance prediction is based on the perceived level of industry knowledge and sector experience.

Experience and knowledge can be expressed through the explanation of relevant theories and models, as an example, if asked a ‘problem-solving’ question a candidate can initiative the answer by referring to a relevant model:

‘The 6 step problem-solving model states that to a solve problem you first need to define what the problem is and the root cause, as understanding the root cause, using tools like the fishbone diagram, will help ensure the problem doesn’t repeat itself. Once the problem and cause are clear, the next stage is to develop solutions using mind-mapping, analysing best practice logs and shared experience. After selecting the most suitable solution, the final stags are to implement and then evaluate the success of the solution.’

  1. Define the Problem
  2. Determine the Root Cause(s) of the Problem
  3. Develop Alternative Solutions
  4. Select a Solution
  5. Implement the Solution
  6. Evaluate the Outcome

Breaking down a model into easy to digest steps shows a high level of understanding. To score even high, a real-life example can then be added to the interview answer: ‘…an example of using the 6 steps problem-solving model was when I worked at ….’

Conclusion

Many job interviews will ask a version of the problem-solving interview question. Research has shown that the more detailed description of a problem-solving answer will score higher. Interviewers are also impressed by an applicant’s industry knowledge, including that of the use of relevant sector models and theories.

Don’t presume the employer knows the process you would have taken, as this leads to an applicant missing out on the discussion of relevant data. Instead, give as much detail as possible as this increases the number of job criteria the interviewee will reference when answering the interview question.

Job Interview Advice

Dexters Estate Agent Apprenticeship Interview Questions

Covid isn’t stopping the recruitment of apprenticeships at Dexters estate agents.

Dexters are ‘passionate about investing and training,’ according to CEO Andy Sheppard, who has seen over 150 apprentices pass through Dexters academy over the past 4 years.

An apprenticeship is one way to gain an industry related qualification whilst working within the job sector, gaining valuable worked-related skills.

One advantage of an apprenticeship, over a more traditional higher education route, is receiving a salary while gaining a qualification. In addition, there are no student loans required, unlike a higher education course.

According to property industry eye, Dexter’s will be adding 100 new apprentices to its current pool of 90.

Unlike a higher education course, applicants, to be successful in the recruitment process, are required to pass a very competitive apprenticeship interview.

Below is a list of commonly asked apprenticeship questions and answers for an estate agent apprenticeship interview.

Remembering, that during lockdown the apprenticeship recruitment process is going to be an online job interview.

Apprentice Estate Agent Interview Questions

5 commonly asked interview questions:

What do you know about Dexters?

Dexters take their corporate responsibility seriously, with a focus on having ‘people at the heart of everything we do’

When answering the ‘about us’ question give an overview of the company portfolio; chartered surveyors, leaseholding and estate agents.

Also, discuss their corporate responsibility, as this will show that you have researched the organisation. Talk about Dexter’s approach to the gender pay gap, business ethics and care in the community.

Companies that are ‘people’ focused make hiring decisions based on the potential employee’s values and attitude. By showing how you are also people-focused and you care about the customers, colleagues and stakeholders, will help to increase the chances of being recruited.

The goal here, is to highlight your level of interest and knowledge of the company.

Why would you make a good Dexter’s apprentice?

In the main, most apprentices don’t possess a large duration of industry experience and, generally speaking, won’t possess a sector related qualification, and employers know this.

With this in mind, employers are looking for proof of work ethics, skills and qualities.

For an estate agent apprenticeship, employers want to recruit employees who possess:

  • good communication skills
  • a high level of confidence
  • determination
  • IT skills
  • target driven

To answer this interview question split the answer into two parts; work ethic and skill set (if an applicant has any relevant experience they can discuss the experience during this interview answer.

Remember to give examples as storytelling increases likeability.

“I know I would be an excellent apprentice because…(state skill relating to work ethic) an example of this was when (add example)…

..I also possess a good level of (add skill) when working at X, I … (add example)…”

How would you balance working in a full-time job and studying to pass the apprenticeship qualification?

The demanding responsibilities of the role and the number of assignments required to complete the apprenticeship qualification means that hiring managers are looking for an employee with proven time management skills.

To approach this interview question, show that you understand the demands of the job role:

“Working as an estate agent apprentice, I understand that I would (add job duties; collecting property information, writing copy for Rightmove and adverts, showing customers around properties and working and supporting qualified estate agents) …..”

Next, show awareness of the workload involved in an apprenticeship:

“…and I know that to pass the apprenticeship I will have to write around 6-8 assignments to show my competencies for being an estate agent, as well as sourcing evidence of my industry knowledge…

Then follow up by highlighting time management skills:

“..to achieve my job duties while meeting assignment deadlines, I will utilise my time management skills. This would include (add time management techniques; ranking task in terms of importance, diary management, to-do list, collaborating with colleagues, automating activities) …”

Why would you like to work as an estate agent?

The question is really designed to test an applicants knowledge of the job role. It is important, therefore, to describe the job duties that drawn you to the advertised apprenticeship.

Explain (and link) your long term career goal.

It is also important to show enthusiasm and communicate with words that motivate and impress employers.

Start the answer by showing passion: “I have always wanted a career as an estate agent, as I love the thought of helping customers to find their dream house that they can make their home….”

Secondly, discuss some of the job duties that you enjoy:

“…I want to specialise in sales as I’m very target driven. As a strong communicator, I am able to negotiate to get the best price for my customers, an example of negotiation was when (add example)…

…I would also enjoy (add second duty) as I am (add relevant skill and example)..”

Why is communication an important skill for an estate agent?

Throughout the whole job interview, there will be several questions based on the skills and job duties of the job role.

One commonly asked question will be the ‘communication’ question. Why? Because communication is a key skill for any estate agent.

When answering any skill-based interview question, ideally answer by using an example to back up any claims made in the interview answer.

Open the answer with a confident statement: “Communication is a key strength of mine…”

Show knowledge by listing different elements of communication “…good communication includes listening, speaking and confirming and double-checking details, but it also includes eye contact, varying tonality, building trust and body language…”

“..I was able to demonstrate my communication skills in my last job where (add example)…”

Job Interview Advice

What motivates you? Interview Question

Recruiting processes are designed to cross references a candidates skills, qualifications and experiences against the job criteria.

The employer, therefore, uses the job interview questions to predict the applicant’s potential job performance.

More than ever before interviewers are focusing the interview questions on the interviewees temperament, with a goal of creating a positive company culture.

Strength-Based interviews, which are becoming more commonly used, are designed with the culture fit in mind. But even in competency-based job interviews, employers have always, and still do, embed personality questions into the interview process.

One of the most common interview questions used to find the ‘right fit’ employee is the ‘what motivates you?’ interview question.

For the applicant, having an open-ended question to answer, allows them to create a reply that meets many of the criteria on the interview scorecard.

The employers perspective

Employers ask the ‘motivation’ question to help understand what encourages an employee to work harder.

Career psychologists know that by hiring a team that will naturally work well with the environment and culture of the organisation, the team will be more productive, have a lower number of sick days and staff members are less likely to look for new opportunities at competitive companies.

The cost of recruitment is high and eats into the company profits. Recruiters are always looking for the right job interview question that will help them to hire, not only the most skilled and experienced employee, but one that will fit well within the current team.

Honest interviewee

There are two approaches to the ‘motivation’ question.

Honesty, is the first approach. The advice is always to be honest within a job interview.

The problem with true honestly is that many career professionals suffer from imposter syndrome.

A lack of self-belief results in an increase in the self-disclosure of weaknesses, weak worded job interview answers and excessive use of filler words creating an ‘amateurism’ interview identity.

What is needed, throughout the job interview, is a ‘self-assured’ interview identity to help the employer view the candidate as employable.

Being honest, even when the candidate is suitable – the candidate would fit in well with the company culture, can say the wrong thing, resulting in a low scoring answer.

Interview questions like ‘are you a self-starter or a team player?’ or ‘do you like starting or finishing tasks?’ can force an interviewee to choose an option that they don’t really have a preference for – they enjoy working both within a team or on their own initiative.

Not being honest doesn’t mean lying

A career professional can have a natural preference to follow processes and procedures – a detailed employee. But if this same employee ends up landing a job in a creative company where they hire innovative, out the box thinking, do it your own way people, the same details career professional can excel.

In fact, depending on the applicant’s past employers (and their company culture) creates an experience – a frame of reference, that shapes the answer they give. In this way not all honest answers, are honest.

Creating high scoring answers

Researching the company culture prior to the job interview is key to creating high scoring interview answers.

Obvious, I know, but I don’t mean researching the company history blah, blah, blah. What is required is an understanding of the company culture.

The organisations vision directly influences the company values, the company values affect the company manager’s decision-making process creating the workplace environment – the company culture.

Disney’s vision is ‘to make people happy.’ Imagine, in the job interview, being asked what is your purpose? or what motivates you? And the interviewee talks about quality, making great cartoon films, or designing fast-paced roller coasters. All good answers, all relevant to Disney’s brand, but the employer hearing this answer, thinks something is missing, something isn’t quite right.

Employers want to hire employees who are motivated by the same reason as the organisation is – their vision.

In this example, the ‘quality’ driven applicant can reframe their interview answer to be inline with the company vision ‘ to create quality animated films that make people feel good…’

To back up the ‘motivation’ answer, add an example to the initial opening line ‘…in my last company, I always focused of the outcome of films – making the audience to be happy. When working on X project……”

Conclusion

To be successful in a job interview, applicants need to research the culture of the company as the day to day environment of an organisation affects all decisions, including hiring decisions.

Answering questions by referencing how the applicant meets the culture and values of the company will improve the level of scores allocated to each job interview answer, increasing the number of job offers an applicant will receive.

Job Interview Advice

Easy to implement ideas that will make a big difference in a job interview

Why are job interviews so tricky?

One of the main reasons why most career professionals struggle in a job interview is because no-one is taught how to act during a recruitment process.

Everyone knows that during a structured job interview the employer will ask a set of industry related questions to check the competencies level of all applicants.

Each answer is then scored on the interview scorecard.

What is an interview scorecard?

An interview scorecard is the document each interviewer has to help them rank the applicants interview answers against the essential criteria for the position being hired.

The interview scorecard, in chronological order, lists all the job interview questions. Beneath each question is a list of the skills, qualities and experiences required for the advertised role, and/or an example answer/pointer for the allocated points.

In the main employer use scoring of 1-4; 1 = weak, 2 = medium, 3 competent, 4 = expert – with each employer having their own scorings system.

A fair interview is created through this analytical process, especially when conducted by a panel interview allowing each interview score(s) to be normed, decreasing the effect of job interview unconscious bias.

An interviewee, to be successful, not only has to gain a higher score than the competition but also needs to achieve enough points to beat the benchmark to be viewed as suitable for the role.

Why is it hard to pass a job interview?

Being a highly skilled and experienced professional should result in a higher than average job interview to job offer ratio.

For many career professionals, their interview identity – how an employer perceives the applicant based on a level of knowledge/experience vs level of confidence formula, results in a less skilled applicant being offered the position they are best suited for.

Even when a candidate’s wealth of sector knowledge is clear on the application form, the lack of self-promotion concludes with an employer’s negative assessment.

To be successful in a job interview requires the interviewer to view the applicant as highly skilled, an expert or someone they cant do without.

So, whats the problem?

The problem that many interviewees face is they simply can’t structure their interview answers (content and delivery) in a way that inspires the interviewer.

This problem has an easy to implement solution: 3 easy to implement ideas that will make your next interviewer want to hire you.

Confident Statement

The first few seconds of a job interview answer are deemed to be very important.

As many career professionals are aware, an initial impression is created by the employer when they first meet the interviewee – hireable or undesirable. This impression affects how the employer views the applicant’s whole job interview.

If a visual impression can have such a huge effect at the interview start, then the opening words of an interview answer can shape how the employers score the question being marker.

  • Unsure
  • Hesitant
  • Confident

Being unsure of what is being asked or blatantly having no idea what a (sector jargon) is, highlights a lack of industry knowledge.

An employer, now aware that the applicant lacks sector experience, is unlikely to hire that candidate. During the Q&A process, they will long for the interview to end, and look forward to the next, hopefully, more suitable interviewee.

Asking for an explanation of a sector terminology, theory, model or working practice creates the interview identity of ‘inexpert’.

Successful interviewees answer questions with a confident statement:

  • I am highly skilled in this area
  • This is something I have had to do in all my previous roles
  • My current managers always come to me with this problem

A confident statement is an opening line, delivered instantly, that simply highlights 1) a level of understanding of the job duties 2) a confident employee 3) sector experience

Employers are reassured when applicants start their answers by confidently confirming they have the required skill being discussed. As a secondary gain, employers are now likely to listen to the whole interview answer, picking up on more of the scoring criteria – scoring high on the interveiw scorecard.

Evidence Equals Expert

A picture is worth a thousand words.

In the main, employers make hiring decisions based on the content of an applicants interview answer. The detail given could possibly be exaggerated, misinterpreted or an out right lie.

Evidence, in the form of a target sheet, references, data sets, media articles or a physical item, is proof of an interviewees expertise.

By using evidence as part of the interview answer backs up any claims of competencies. It also highlights how the applicant is prepared, organised and detailed focus.

Different industry use the ‘evidence’ technique to get a customer to buy. Sweet shops will often hand out free samples; once the quality of the chocolate has been tasted, the customers is now more likely to purchase the product. It is the same in the job interview, the sample evidence is given as proof of ability before the employer buys into the candidate.

To be perceived as being highly skilled, bring evidence to the job interview. Or for virtual job interviews use the share screen function to show online proof of the candidate’s abilities.

Future Focus

Low scoring job applicants when asked a competency based job interview question will often just list skills and duties, other, more high scoring interviewees, gain points by telling stories relating to their past behaviors in the workplace.

But only a few utilise the future projection method.

Employers use the recruitment process to predict the candidates job performance.

What employers really want to know is – what can you do for me?

To end a job interview answer, the successful applicant will take the skill being discussed and explain how they would use their abilities in the employers workplace.

“…once I am employed in your organisation I will use (skill) to (outcome)”

A future focused interview answer allows the employer to visualise how the employee would fit within the company culture and what added value that applicant would bring to the overall team.

The structure of an interview answer.

Using the team work interview question as an example, an applicant using the CEF structure could answer the question by:

Confident statement; “In all my previous roles I have always worked with a team. where I have a reputation of achieving project objectives on time..”

Evidence; “…An example of this was when I worked on X project. During this project, my team was tasked with completing X. The barrier here was (state a problem you had to overcome). As a team we (state solution to the problem) I personally was responsible for (explain actions and steps you took) which resulted in (add positive outcome). The team was able to achieve this outcome because of (add reason IE being well organised used gannt charts and work packages) I actually have a copy of the project plan and gannt charts with me (show evidence)..”

Future focus; “…if I was offered a role working in your company, it would be my organisational and detailed approach that would allow to us collaborate successfully together to achieve project deadlines while ensuring the quality of the project.”

CEF Structure

The CEF structure is highly successful as the employer, through the initial statement, feels confident in the applicants attitude, as only industry experts or highly experienced professionals, would answer so confidently.

Stating you have a skill/experience isn’t enough, and even strong answers can be an exaggeration, so the producing of evidence, literally, shows the employer why you were initially so comfortable in the answering of the interview question.

And by making the answer relevant to the employers company, not only shows a deep understanding of the position being advertised, it can create a positive association between the vision and the applicant.

Job Interview Advice

How to answer Elon Musk’s favorite job interview question

The biggest question for a job hunter is ‘what interview questions will I be asked?’

The worlds richest person, Elon Musk, shared one of his hiring tactics during his talk at the World Government Summit in 2017.

In this speech, the Tesla CEO, explained how he always asks this one question during a job interview.

Unfortunately for Musk, sharing job interview questions prior to the job interview allows candidates to create high marking answers.

But the worlds most successful businessman uses his secret interview questions to detect deceit.

What Musk look’s for in a potential employee is  “evidence of exceptional ability.” “If there’s a track record of exceptional achievement, then it’s likely that that will continue into the future,” Says Musk.

The question Musk uses is a behavioral interview question. Behavioral interview questions ask questions based on past behaviors. Promoters of this recruitment process believe that a zebra cant change it stripes – how an employee has previously behaved indicates their future job performance.

What interview question does Musk ask to challenge applicants?

“Tell me about some of the most difficult problems you worked on and how you solved them.”

The question seems pretty straight forward. So why is it so special?

This question can help interviewers spot liars. Part of the interview process is checking the accuracy of an applicants claims on their application form. If a career professional claims they can do X, the interviewers job is to clarify if the statement is true.

Musk explains his reasoning during an interview with Auto Bild “And of course you want to make sure if there was some significant accomplishment, were they really responsible, or was someone else more responsible?

To score high on this job interview question applicants need to give detailed answers “Usually, someone who really had to struggle with a problem, they really understand [the details], and they don’t forget.”

Detailed answers also have a high word per answer ratio which research show’s increase the scores given by an employer.

How to answer the ‘tell me about some of the most difficult problems you worked on and how you solved them?’ interview question.

The ideal answer is part of a 4 point structure process:

  1. Problem and the negative effect
  2. Creative problem solving
  3. Steps taken
  4. Positive outcome

Problem and the negative effect

Example answers are in essence a story telling technique.

Stories work best when they are emotional, and people are more emotional when listening to stories that they resonate with.

With this in mind, the interviewee should, initially, start their story by evoking pain. Charity adverts do this all the time. The advert starts with a film about someone suffering, the audience observing the suffering feel the pain they are seeing.

It’s the same within a job interview. Instead of just stating the problem, as most candidates do, give detail – this was what Musk encourages during job interviews.

Explain the projected outcome if the situation got out of hand. If no-one dealt with the problem or found a workable solution, what would the negative outcome be?

Ideally, the real-life story will have an emotional effect on the employer, especially if the situation is industry-related – the employer may have also been threatened by a similar situation.

Creative problem solving

Most interviewees, during the answering of behavioral interview questions, skip the creative problem-solving process required to take action. Techniques like the STAR model miss out on this fundamental part of an interview answer.

An applicant’s level of knowledge and expertise can shine out here, as an explanation of the employee’s thought process is being explained. By dissecting why one solution was discussed and dismissed over another, shows a level of competencies, as the applicant shows they didn’t need to learn from a mistake as their current level of understanding was enough to make an informed professional decision.

This is why Musk explained that: “Usually, someone who really had to struggle with a problem, they really understand [the details], and they don’t forget.”

Steps taken

The crux of the interview answer is to showcase the applicants ability to take action.

Here, without adding irrelevant detail or steps, explain the actions the interviewee took to solve the problem being discussed. Ideally, split this into 3 parts “to solve the issue I did A, B and C…”

Positive outcome

Returning to the charity advert example, the steps they want the customer to take is, often, to give a donation. The advert ends showing a positive outcome; the once suffering individual is now happily living a positive life – the customers feel good.

It’s the same in the interview; you explain the suffering of the situation, the required actions, and end with a positive solution.

During the job interview answer, state the outcome the company received from the actions the applicant took. Like the charity advert or like the end of a good story, this should evoke a positive feeling. In fact, if your solution to a problem was unexpected or creative this whole process can create the feeling of desire, increasing the applicant’s chances of landing a job offer.

Job Interview Advice

How Varying Language Improves Interview Outcomes

The focus, in a job interview, has always been on the content of the job interview answer.

Content is important, as the description given within a job interview answer determines the score the interviewer(s) allocate to each job interview answer.

In short, an employer will cross-reference the elements discussed by the applicant to the job criteria on the interview scorecard.

Generalising, the more criteria reference within the job interview answer, the higher the score an applicant will receive.

This makes logical sense. It’s the same as scoring a boxing match; the more punches a boxer gets on an appointment the more points they receive. The best boxer, or interviewee, wins.

Research is showing how the referencing of job criteria, alone, isn’t enough to create high scoring job interview answers.

What is also key to a successful interview outcome is the language, or the varying language, used throughout the whole recruitment process.

Language creates an emotional response in others, changing how an employer views an applicant, therefore affecting the scores allocated in the job interview.

Interview language. 

Highly confident interviewees have a natural tendency to utilise strong assertive communication, whereas low confident candidates fall back on weaker language. 

‘Try,’ as an example, presumes failure, whereas ‘will’ presupposes action will be taken. This small change in language, consciously choosing an appropriate verb, creates a different reaction – how they view a candidate, from the employer.

Substitute passive words;

‘Try’ to ‘will’

‘Think’ to ‘know’ 

‘Could’ to ‘Always’

‘I believe’ to ‘I’m confident’ (or ‘convinced’)

Read the following two interview answers and compare the impression gained of the two interveiwees from the language used.

“I believe I am a good fit for the team and would always try to meet my targets. In my previous position I worked on a similar task and I always achieved my KPIs.”

“I’m convinced I am a good fit for the team and I will meet my targets. In my previous position I worked on a similar task and I always achieved my KPIs.”

Weak communication.

Other language barriers come in the form of unnecessary communication.

Anxious applicants are known to add additional ‘weak’ words to job interview answers that simply aren’t required. Any low scoring words need to be removed from job interview answers.  

Say more with less.

When planning to give a detailed interview answer, candidate are advised to pick only strength words that will ensure they standout from the group.

Delete the following unnecessary sentences/words during a job interview;

‘In my opinion..’  

‘Did my best..’

‘Maybe..’ 

‘Only..’

‘Sorry..’

Any filler words.

Filler words.

An example of unnecessary communication is ‘filler words.’ Filler words are subconsciously used by nervous interviewees to fill the gaps between sentences while delivering an interview answer.

Common filler words are sounds ‘er’ ‘um’ ‘ah’ but can also include the words ‘so’ ‘like’ ‘well’ ‘you-know’. This constant interruption, created by filler words, distracts the employer from the value of the applicant’s interview answer, resulting in a lower-scoring outcome. 

Um, well, yes I do have experience, but, er, like it’s relevant but…”

To reduce filler words applicants can replace the ‘filler word’ with silence in the form of a pause.

As filler words are used naturally while a candidate is thinking of what to say, the applicant during this time can count to 3 in their head to divert their attention. The focus on counting is a conscious process that removes the unconscious process of using filler words. 

Another technique, prior to the interview, is to practice the delivery of answering interview questions by making a mark for each filler word used. The process of recognising the number of filler words used, which is often more than expected, creates an awareness that helps to reduce this subconscious habit. 

High scoring language. 

Varied language is a key element to high scoring answers.

Finding new ways to say common words can create the desired variety to improve interview language. As an example, the words begin, start, commence, and initiate are all synonyms of one another.

As referenced earlier, words have different emotions attached to them. If asked about a particular skill, an interviewee might state they’re ‘good’ at the skill, but the words ‘great’, ‘excel’ or ‘highly skilled’ all answer the question positively, but each word has a different emotional association. Word choice, therefore, elicits a different emotional trigger from the interviewer. 

Pronouns, ideally, need to be mixed. Singular pronouns (I) help to reference personal actions in team activities, whereas plural pronouns, which research shows are in coloration with high scoring interview answers, are used by confident candidates to help build inclusion and rapport, as ‘we’ is viewed as being ‘friendlier’. 

Positive emotional terms, embedded throughout the job interview, again improve interview scoring as the words used have an emotional attachment and help applicants to communicate persuasively. 

Positive emotional terms:

Joy

Happy

Gratitude

Pride

Interest

Amusement

Excited

Hope

Kind

Negative emotional terms:

Fear

Sad

Angry

Disgust

Rage

Loneliness

Annoyed

Nonverbal communication.

A common misunderstanding of hiring decisions, is that the content of the interview answer is the most significant part when it comes to scoring an answer.

As we have discussed in previous articles, prejudices, unconscious bias, the interviewer’s behaviour and the applicant’s level of confidence create ‘filters’ that answers are viewed through. 

Studies show how nonverbal behaviour influences the interview. For example, research has shown that smiling increases attraction and likeability.

Confident communication, eye contact and posture also help to shape the appraisal of an applicant. 

Research into micro facial expressions shows how a fleeting expression can be read by an observer, even though the expression only lasted milliseconds. Therefore, faked happiness isn’t believed as an applicant’s microexpression, as an example, showed fear before the fake smile is applied. 

There are 7 basic human emotions; anger, contempt, disgust, fear, happiness, sadness and surprise, each with its own unique characteristics. Each expression, which is an expression of an emotion, is involuntary and outside of the awareness of the individual. 

Facial expressions can also elicit different meanings depending on the schema of the interviewer. A smile could be seen as sarcastic or joyous. 

Generally speaking, though, the following nonverbal cues will increase rapport with an employer, improving the interview scoring:

  • Initiating interaction to show confidence.
  • Giving your full attention to the employer – being externally focused.
  • Smiling and laughing.
  • Strong eye contact.
  • Gesturing to reinforce verbal communication. 
  • Taking up space with your body as this creates authority. 
  • Confident firm handshake. 
  • Head held high shows self-assurance. 

Job Interview Advice

Job Interviews During Covid

This week, the UK government announced the third lockdown to combat covid-19.

This sensible approach to beating the pandemic, has left career professionals asking how the lockdown will affect the job market?

All job sectors ride the rollercoaster of economic growth and decline, which directly affects the number of employed professionals working, or required, in a particular industry. Covid-19 has had a large effect on people working in multiple industries, similar to the banking crisis of 2008.

Covid-19 has had a negative impact on low paid and low skilled positions, including the retail, hospitality travel and tourism sectors, to name a few. But not all low-paid jobs have seen a negative reaction to Covid; Deliveroo has seen a serge in customer orders increasing the demand for delivery drivers.

The pandemic, which has directly affected the job market (the number of vacancies) in 20/21, isn’t the only driver of change. Many factors affect the job market; globalisation, government policies, supply and demand, technology and demographics – people living longer.

Covid has also been a driver for positive change, increasing vacancies in a wide range of job sectors. Since March 2020, there has been a skills shortage in the UK, mainly in the professional level sector; managerial, professional and highly skilled roles – job positions that often require a university degree.

Job roles that have been hard to recruit for have included (source; prospects):

  • Nurses
  • Design Engineers
  • Human Resource officers
  • Vets
  • Programmers

We know there are employers looking to recruit new employees during Covid-19, requiring hiring managers to plan how they will interview candidates during the lockdown.

Therefore, job seekers need to prepare for the 2021 Covid-19 job interview.

Covid related job interview questions

Job interview preparation, simply put is the ability to predict the job interview questions and prepare answers that will meet the job criteria, in a way that showcases an applicant’s competencies and unique selling point.

Interview questions, in the main, are embedded within a structured process with most questions relating to competencies;

‘Give me an example of completing (job criteria)’

‘How would you deal with a situation where you had to (job criteria)’

The pandemic has shown the need for personal strength as employees move to working, alone, from home. With this in mind interviewers are asking questions based on resilience;

‘How have you shown resileince during Covid?’

‘What has working during the pandemic taught you about yourself?’

‘Give an example of making an adaption during the covid-19 pandemic?’

Covid-19 related questions, as are all interview questions, are asked as the employers aim is to hire a career professional who has the skill, knowledge and experiences to complete the job duties within the workplace environment and company culture, which for many is now working from home or a blended work-office environment.

Preparing for a Covid virtual job interview

99% of job interviews will be virtual during the next 3 months.

Applicants, therefore, need to prepare for an online job interview.

Online job interviews come in two guises; a live video stream interview or a computerized AI interview.

Live video interviews, simply put, is a Q&A session with a ‘live’ interviewer. This is this general job interview that most job hunters are use to.

The above link (online job interview) will explain the technical preparations an interviewee needs to make for a video interview, including camera angles and framing.

In addition, many employers are opting to understand the industry knowledge level of an applicant through an interview presentation.

Delivering presentations as part of a recruitment process has been a long-established practice in certain job sectors, but recently we have seen an increase in employers from various industries adding a presentation as part of their interview selection process.

Presenting information is one to help an employer understand the level of industry knowledge an applicant has. In addition, many employers, due to job interviews being online, feel the opportunity to present, as well as answering interview questions, helps the candidate to relax during the abnormal online interview experience.

Robot Interviewers

A pre-programmed system that asks a job interview question before allowing the applicant to record a live answer (on average a 60 second – 2 minutes answer).

The video answers are then reviewed using a computer algorithm. This system is often used at the early stage of a recruitment process, decreasing the number of successful applicants who will then be required to attend a ‘human’ interview.

Creators of artificial intelligence interviewers will, most likely, have ambitions for the bots to be the go-to system for job interviews in the future, with cost-saving benefits to potential employers.

These high-tech systems can be used to scan applications, social media feeds and other data, to predict if an applicant is suitable for the job role or not, but also if they are likely to leave their current role for the new opportunity.

Equal opportunity leaders are worried about potential bias, inaccuracy, and lack of transparency when using an artificial intelligence recruitment system, believing that the system uses deceptive trade practices.

To pass a robotic job interview, applicants need to ensure interview answers reference the job criteria, giving examples of previous successes. Stating industry models and theories, also helps here, as stating the elements of a model ensures a high number of keywords have been used, and therefore pic up by the robot.

Interview anxiety

Research shows how a lack of job interview confidence has a direct impacts on the outcome of the job interview.

Anxious candidates will self-disclose weaknesses, have reduced eye-contact and increase the use of filler words. This combination of indicators reduce the level of knowledge and experience an applicant can express, successfully, to an employer.

If an interviewee fails to highlight how they meet the job criteria, they will score low on the interview scorecard, resulting in a job decline response.

A high number of people fear the job interview, in fact, being the center of attentions is one of the highest phobias when peoples fears are polled. The increase pressure, created from having to complete an unknown experience, of the video interview increases anxiety in the job applicant.

This double effect of anxiety; interview anxiety x video anxiety, can be disastrous to career professionals who rarely attend job interviews.

Interview confidence can be increased quickly in the main through repetition of practice. The following activities will help build up job interview confidence:

  • Understanding the structure of a job interview
  • Preparing job interview answers that state the job criteria
  • Recording a list of job related strengths and successes
  • Attending a public speaking or improv class
  • Increasing the number of online webinars, with interactive elements, you attend
  • Counting the number of urm’s and ah’s you use during an interview (as this reduces them)

Job Interview Advice

3 Hidden Forces Affecting Hiring Decisions

Logically, the most suitable applicant will be hired for each advertised position.

This article will look at how an interviewees interview performance is affected directly by the interviewer.

Prior to the job interview, many factors affect which type of candidate will apply for the advertised role; the job advert copy, organisational reputation, the salary on offer, and several other factors.

Factors, simply put, create supply and demand.

A high paid job role would attract a high number of applicants, even those career professionals who are happy in their current position.

Jobs that require a particular skill or a rare qualification will require an HR team to encourage applicants who will feel, due to the level of their expertise, can get a high paid job in a number of companies. This can lead to recruitment managers recruiting less experienced employees than they had planned to.

On the other hand, recruits advertising for common skilled jobs may receive a vast amount of applications, requiring a recruitment process that can quickly reduce the number of applicants the organisation is interested in interviewing.

Without going into too much detail, the popularity of the job role, the employer’s need for a certain skill, and the salary band of the job position, from an applicant’s perspective, increases or decreases competition.

The less competition; the number of applicants applying for the job role, the level of other interviewees’ knowledge and experience, and the interveiw performance of all candidates, increases or decreases the likelihood of an interviewee being successful or not.

Unforeseen forces

In addition to the factors affecting the number, and competency level, of applicants attending a job interview, or even applying for the job role, is the unforeseen forces affecting the applicant’s ability to highlight their level of industry-related skills.

Two types of interviewers

The size of an organisation gives a clue to the skill level of the interviewer. Generally speaking, small businesses, due to the average annual company revenue can’t afford to hire a full-time recruitment team.

Often in start-ups and small sized companies, the owner will interview applicants for the new role. Even medium sizes business often fail to use skilled interviewers for recruitment, relying on team managers to conduct the job interview.

Whereas large organisations often have an HR (human resource) team with staff members dedicated to recruitment, or at the very least offer training on: how to conduct job interviews, the barrier of unconscious bias and how to recruit high-performing teams.

In short, large business, compared to smaller companies, will use trained job interviewers.

How an interviewee’s performance is affected during the job interview.

Prior to the job interview of each applicant, the hiring manager will initially read the candidate’s application to help form an impression of the individual they will be interviewing.

The candidate’s previous education, workplaces and positions held, create an assumption. This opinion, created from the application form, creates the halo or horns effect.

A pre-interview, positive (halo) or negative (horns), impression can be the difference between an applicant being offered the advertised job role or receiving the rejection letter.

This is because humans use once piece of criteria – attractiveness, as an example, to presume another trait without having any evidence. Experiments show, as an example, how people presume an attractive person to be intelligent.

Having worked at a well known company, or attended the same university as the recruiter or stating industry facts, models and theories on the application form can create a positive (Halo) generalisation.

This belief, in this example, is that the applicant is hirable, is taken, unconsciously, into the job interview.

The interviewer, believing the candidate deserves the job role, makes subconscious micro-changes to the way they act within the job interview, which encourages a better performance from the applicant, creating a self-fulfilling prophecy.

It is the little, seemingly non-significant, actions that affect an interviewee’s job interview performance; smiling, eye contact and the nodding of the head from an employer can be seen as signs of likeability and encouragement to the applicant.

Pre-learnt judgements

Strongly held beliefs by an interviewer have a direct impact on the outcome of a job interview.

If, as an example, a start up company believe that ‘older’ applicants aren’t creative, this belief will be hard to break even when evidence, that contradicts the opinion, is presented.

Generalisations, stereotypes and prejudices create an unfair job interview process.

Organisations, to counter the interviewer’s perception disorders, put employees and recruitment managers through mandatory unconscious bias and diversity training.

The problem here is that research has shown how unconscious bias training alone isn’t enough to make the required changes needed in the recruitment of a diverse workforce.

One reason for this is that people react negatively to being ‘controlled’. It is the ‘mandatory’ element of training that creates the feeling of being ‘controlled’ meaning that a voluntary option would improve the change process for those who opted to take up the offered courses.

What is needed is a change in workplace culture, where unconscious bias training is part of a wider programme. Evidence over the last 20 years, from implementing health and safety into the workplace and into employees’ conscious awareness, reducing death and injury numbers, has shown how multiple approaches for change can be highly effective.

Common prejudices that affect recruitment processes include:

  • Age
  • Gender
  • Religion
  • Ethnicity
  • Disabilities

Perceived competencies

A recruitment programme, and therefore the job interview, is designed to predict the job performance of each applicant.

The ability to predict how a future, potential, employee would act within the culture of the organisation helps employers to build high-performing teams.

The final hidden force affecting the hiring decision of a recruitment team is the interview identity associated, unconsciously, to each applicant.

As the process of asking structured interview questions helps hiring managers cross reference the applicants skill set and experiences – their competencies, against the essential knowledge and experience required for the job role in question.

The process, throughout a full job interview, is taxing. Whenever the brian has to compute a vast amount of data it will use a shortcut.

The shortcut, in a job interview, is the process of creating an ‘interview identity’.

Based on the employers perception of the candidates level of knowledge and experience, and their level of confidence, the interviewer after asking the initial interview questions will, at a basic level , categorise the applicant from incompetent to employable.

Once a generic identity has been associated to an interviewee, the interviewer will use the generalization as a filter. Similar to the ‘halo’ or ‘horns’ effect, but based on job competencies, the interviewer’s behaviour can change, positively or negatively, depending on 1 of 16 ‘interview identities’.

Interestly, highly skilled and experience applicants can miss out on a job offer due to the associated interview identity.

It is the applicants behaviour, during the interveiw start, that creates the generalisation.

Negative identities are created by:

  • Self-disclosing weaknesses
  • Lack of eye contact
  • Not knowing the job criteria
  • High use of filler words
  • Weak answer that are short and lack detail

Whereas the following help to create a positive interview identity:

  • Being a self-promoter
  • Good use of language; varying words, unique words and generally using a large number of words
  • Smiling and being seen as confident
  • Varying projection; volume, emotional voice and use of pauses
  • Using examples

Your own interview identity can be discovered by taking the interview prediction grid test:

Source:

PSU Handbook Psychology

Factors influencing recruitment process

Automated prediction and analysis of job interview performance

Interview prediction grid

Halo effect

Diversity training doesn’t work

Job Interview Advice

3 ways to answer ‘give me an example…’ interview question

One of the most common job interview questions, that comes in many guises, is the ‘give me an example of……? question.

‘Example’ questions are asked in behavioural job interviews. Behavioural job interviews fall under the ‘structured’ job interview family. During a structured job interview, each interviewee is asked the same set of questions (for behavioural job interviews, many questions will be ‘give an example of…’).

The applicants answers are captured, ideally verbatim, by a panel of job interviewers, who, whenever possible, will be the same personnel interviewing each candidate for the same position, as this is a fairer process.

Each recorded answer, for each of the interviewees, is then allocated a score from a scale that was predetermined prior to the interview start.

Scores are allocated to each interview answer based on the number of job criteria, which is an indication of the applicant’s level of sector knowledge and experience, referenced during the interview answer.

The more detailed the answer is, for each criterion, the higher the score is likely to be.

If, for example, the interview question is about risk assessments, a candidate may answer by giving an explanation of what a risk assessment is.

A second interviewee may state proven models for carrying out risk assessments. And a third applicant could highlight their knowledge of risk assessments by giving an example of previously using risk assessments in a past job role.

Each of the answers show competencies for the required criteria, but each answer may be scored differently, as the interviewers perception of each applicants level of knowledge will vary depending on the answer format the candidates have chosen.

Employers who preference behavioural job interviews believe that past behaviours are the best indication of how an interviewee would perform if offered the advertised role.

With this in mind, the applicant giving an example of using a risk assessment in a past role is more likely to be hired then the other candidates.

Behavioural Job Interview Questions.

All behavioral job interview questions, even though each question is framed slightly differently, are asking for ‘examples’ of the required skill set needed for the position being advertised.

Example behavioral interview questions include:

  • Give me an example of planning a project from the initial project brief through to the project closure?
  • Have you ever had to remain calm during a crisis?
  • What experience do you have working in stressful environments?
  • Tell me about a task you wished you had approached in a different way?
  • How have you previously handled conflict between two colleagues?
  • Describe a time when you had work with a senior manager that you didn’t get on with?
  • When you are working on multiple projects how do you prioritise your workload?
  • How have you dealt with past failures?
  • Which previous job was the hardest and why?
  • Give me an example of when you have increase income for the business?

Behavioural job interview questions are easy to spot as they generally start with:

  • Tell me a time when…
  • Give me an example of…
  • How have you…
  • Describe a time when you…

Even though each question is worded differently, the behavioral interview question is designed to encourage an interviewee to highlight their competencies through a past experience and each answer requires a real-life ‘example’.

Beware, as some employers embed the ‘example’ question within a longer worded interview question: ‘Everyone has learnt from a mistake, what mistakes have you made that has helped to improve your skill set?’

In the main, the phrasing of the interview questions naturally encourages an ‘example’ answer.

Using example answers in a job interview.

Generally speaking, real life examples is one of strongest interview answers an applicant can give to help highlight their industry knowledge and skill set.

Example answers often take the format of a story . Storytelling creates an emotional response in the job interviewer, often helping to increase rapport. In addition, a story or example, rather then just stating facts, models and theories, makes the interview answer seem more relevant to the position being applied for.

This is because a story sharing an example of using an industry skill makes it easier for the employer to associate the example with the job role that they are recruiting for.

Even with story interview answers being naturally powerful, many candidates adopting this approach fail to score high during the job interview.

The problem here is, not everyone is a great or even a good storyteller.

Stories, as do job interview example answers, require scene setting, intrigue and a conclusion.

From an employers perspective, they ideally want everyone to give a detailed answer highlighting their level of industry competencies, this way the interviewer is better equipped to predict the applicants future job performance more accurately.

If 5 job interview answers highlight how one applicant has a creative approach to problem-solving, whereas another interviewer shows a more logical approach for overcoming problems, the interviewer, knowing this, will choose which candidate will fit in with the culture of the company.

In truth, many career professionals who are skilled in their desired job role fail to highlight this unique skill set as they lack the ability to tell stories through the expression of their examples.

Most, failed, applicants when giving an example will quickly state the situation, summarise the actions they took and finally mumble the results they received from the actions they took.

It is this lack of detail that is the undoing for highly skilled and experienced industry professionals, who fail to be successful on a regular basis during job interviews.

3 different approaches for answering questions with examples.

I will share 3 ways to answer the ‘example’ job interview question. In behavioral job interviews it is advised to use a mixture of the three approaches as this ensures that each answer structure is different, which helps to keep an employers interest.

Each approach will answer the same question to help highlight the variations of each interview formulation: ‘give me an example of being successful?’

Start with a question.

Asking the employer a question at the start of the interview answer creates a pattern-interrupt.

A pattern-interrupt is a process where the mind expecting a certain response to an action, becomes, initially, confused when the response is not as expected.

A non-interview example of this would be an adult putting their hand out to shake another adult’s hand, but instead of accepting the handshake, the other adult presents the first adult with a welcome dance. This interruption of what is the norm creates shock.

In the job interview, asking the interviewer a question when the interviewer presumed the applicant would simply answer the question creates intrigue, especially when the question is designed as a ‘hook‘.

An example could be: ‘would you be interested in knowing how a computerised system saved over 35% of the overhead cost of one of your competitors, through the use of a simple algorithm that I created?’

Any bold statement that references increasing profits or saving overhead cost (this can be framed as increasing production, reducing staff turnover or building a customer base) helps to create interest.

After the opening question, that has resulted in the employer wanting to hear the story, the applicant can simply start the example from the beginning.

How to structure the example answer.

When using examples it is important to set out the problem or barrier the organisation was facing and how, if a solution wasn’t found, this barrier was going to have a negative impact on the business.

As an example, stating that ‘the increase in online shopping on competitors websites was going to result in the loss of a large workforce that would cost a predicted £x in redundancy fees, which would put this business model back by 5 years’ sounds more disastrous than simply saying ‘more of our customers were shopping on competitors websites.’

The lesson here is to give the negative outcome to any potential problem, not just the problem itself.

Once the situation has been explained fully, which also adds to the intrigue, the next step is to state any actions that needed to be carried out for you to be ‘successful’- these actions must highlight your thought process, any unique skills you possess and the solution.

‘I knew we had a short period of time to create more income. As an experienced manager, with 20 years of industry experience, I knew that simply improving the website wouldn’t be enough. What was needed was an activity that would put our brand on everyone’s lips – we needed to create something that would go viral, increasing hits to our webpage.’

‘My process was A, B and C..(add the steps you took to create a success)

  • Don’t focus on the idea process, the ideas you thought about and disregarded. Instead, discuss the idea that you took forward to create a success
  • Reference only 3 main tasks, steps or actions you undertook, as a longer answer can become boring breaking interviewer rapport
  • When discussing each task, step or action summaries what it was you did, as you don’t want to confuse the employer with too much information

Once the detailed description of the steps you took has been discussed, the interveiw answers need to end with a positive outcome.

‘The result from these actions was (add positive outcome)

Start at the end

The second approach to answer the ‘example interview question is to start the answer by stating the outcome:

‘My greatest success was when I single handedly gained the largest sales contract.’

This power statement, again, creates interest. How? the employer is thinking.

An intrigued interviewer will listen more intently to the interview answer. The more intently the employer listens the more details they will record on the interview scorecard, increasing, if the criteria have been mentioned, the interview scores.

The second part of the interview answer, giving an example, follows the process mentioned in the above example.

Using industry models and theories.

The final way to answer the example question is by stating a sector-related model or theory at the interview start.

By stating the steps required within a model or theory, the applicant, is likely to meet many of the job criteria on the interview scorecard.

‘My success comes down to my ability to be well organised. When faced with competing deadlines, new project starts and month end reports, it is easy to become overwhelmed and stressed. To combat this I used the ‘time management matrix’ model. The model…(explain whichever model or theory you are discussing)’

This section should be kept relatively brief, highlighting the key elements of the theory or model being explained.

Next, give the example which reaffirms that you have met the job criteria for the high scoring interview answer.

‘3 months ago I had two competing demands from two high profile customers. To decide the urgency and importance of each demand I compared the pros and cons of working on each customer’s demands first. This allowed me to collect the data required to use the time management matrix model, allowing me to choose logically what actions to complete first…’

To end the ‘model’ example interview format summaries the power of using well-established models.

‘Using the model in my day-to-day tasks ensures that I am able to confidently meet any new challenges head-on without having doubt in my own abilities or without becoming stress, as others do when unforeseen situations present themselves. ‘

Job Interview Advice