Human resource interview research is designed to find the best way to predict job performance by reviewing predicted performance of a job interview applicant to actual performance within the workplace.
To date, the most successful interview format for accurately predicting job performance is the structured job interview. The flaw of the structured interview is the design of the interview questions.
A structured job interview uses behavioural and situational interview questions. This set of job interview questions, in the main, focus on competencies, asking if the applicant can complete the business-as-usual job duties.
Only asking questions based on job duties, does not take into account motivational factors within the workplace. A career professional may perform better in one organisation over another due to the culture of the company.
Interviewer’s, therefore, need to ask questions relating to the company culture and the personal values and motivational traits of each applicant to better predict the potential employee’s job performance.
The aim of strength-based interviews.
Strength-based job interviews, which focus the interview questions on what an applicant ‘enjoys’ within a workplace, help an employer to cross-reference the company culture and job duties against the candidate’s answers.
Strength-based interviewers ask questions to help to uncover a candidate’s interest and best working styles. Whereas situational and behavioral interview questions, in the main, have a focus on the applicant’s ability to complete the required duties recorded on the job criteria form.
Initially from the field of positive psychology, the idea is an employer, by identifying an applicant’s strengths required for the advertised role, will hire a high-performing team.
By focusing the questions on what the applicant enjoys should result in an employer recruiting an applicant who will enjoy working within the culture of the company, thus, hiring a highly motivated employee.
Strength-based interview questions then ask;
‘What do you like to do?’ instead of ‘What can you do?’
How to answer strength-based job interview questions.
With strength-based interviews, there is no right or wrong answer, instead, employers are looking for honesty to create a good match between employee and culture.
Strength-based interviews should be two-way. If the applicant answers truthly and is then rejected for the job role, this, long-term, should be a positive outcome, as it is unlikely that the candidate would have responded well to the company culture.
Interviewees still need to present answers confidently, highlighting a high level of knowledge and experience for the job role in question. Being ‘honest’ still requires self-promotion.
The ‘can-do’ vs ‘enjoy to do’ interview both have advantages and disadvantages, for both the employer and interviewee.
What is important for a career professional is to be able to recognise the type of interview question being asked.
Strength-based interview scoring.
All interviewers, to help predict job performance, require applicants to give an honest answer.
A frank applicant has to be careful. Even though an interviewer’s objective is to hire the best candidate, in terms of job performance for a ‘typical’ day, an interviewee, answering questions with a ‘typical’ behaviour answer will be scored lower than a competitor who only states ‘best’ performance answers confidently, due to the interview scoring system.
This is true with strength-based job interviews. Even though strength-based job interview questions ask ‘preference’ questions, each answer, to showcase the candidate’s level of knowledge and experience, often include an ‘example’ of the preferred approach.
Each real-life example needs to show how energised (or motivated) the applicant is by what the job entails.
Some employers use a blended approach, with a mixture of behavioral or situational interview questions and a set of strength-based questions. Whereas other employers use only one interview format.
For all options, interviewers allocate a score for each applicant’s answer.
For blended strength-based interviews, the interviewer will either score the answer in a similar way as they do for the structured job interview, as each strength-based interview answer should be accompanied with an ‘example’.
When all questions are strength-based, many interviewers will ask additional questions to pin down an applicant’s motivational factors, using the combined answers to help them score the applicant on a large sliding scale.
In addition, the employer will ask multiple questions, framed differently, based on the same criteria or strength.
Strength-based interview question examples.
‘How would you respond in X situation?’
‘Do you prefer to be told what to do or to do tasks in your own way?’
‘How would colleagues describe you?’
‘What do you use to measure your success?’
‘When working to a deadline, do you prefer to make decisions or to be told what needs to be done?’
Recruitment decisions are influenced by unconscious bias, this is a fact.
Organisations, being aware of unconscious biases, continue to look at innovative ways to create a fair hiring process.
Currently, the structured job interview is the best interview model for reducing the impact of unconscious bias. This is because the structured interview, compared to an informal job interview, uses an analytical system – awarding different points to applicant’s answers, based on the relevant information given in the interveiw answer referenced against the job criteria for the advertised position.
What should happen, in a fair job interview, is that 2 applicants stating they have the same experience, skillset and qualifications during an interview answer, are awarded the same points.
But in reality, due to unconscious bias, two similar competent applicants are awarded different scores.
Understanding Unconscious bias
Unconscious bias or implicit bias, influences the employers scoring, increasing points to an applicant they unconsciously favour, or reducing points to an interviewee they unconsciously discriminate against, based on any number of reasons or groups (race, gender, age, weight, religion, values, beliefs, the list is large)
What is important to remember is that the bias is unconscious, outside of an employer’s awareness. An interviewer, through their own personal experiences, will make a decision influenced by a stereotype at the back of their mind.
An example of this is having 10 people describe a doctor working in a hospital. You can try this yourself. Describe what the doctor is wearing, the doctor’s hair colour, their body language. Also, is your doctor male or female?
Most people, in fact about 99% of people, will imagine the doctor to be male – this is unconscious bias in play; your experiences, maybe from TV shows, books or due to historically most doctors being male, you quickly make a snap judgment based on your experience.
This process is natural, everyone does it. The mind to make quick decision uses stereotypes when making everyday decisions without the conscious brain be aware of what is going on at the subconscious level.
Evidence has proved how unconscious bias affects the job interview process, either positively or negatively.
What is conscious bias?
When making an unconscious decision there is no malicious intent, it is purely a natural process. Whereas conscious bias is a decision being made based on prejudice.
An example of conscious bias or prejudice is a start-up only wanting to hire ‘young’ people because they believe older applicants won’t have the energy to work in a new innovative organisation.
How unconscious bias affects the job interview.
Applicants need to be aware of unconscious bias.
To make a generalisation, there are two types of recruitment biases; positive unconscious bias and negative unconscious bias.
Positive unconscious bias.
Biases, in the job interview, can have a positive affect on the interview outcome.
If for example, an employer finds commonality with an applicant they will favour them more than other interviewees without similarities. This is affinity bias. Employers will naturally hire a team that is similar to themselves.
Affinity bias hiring can create a friendly culture, as everyone is on the same page, but can put an end to growth and diversity, as experiences, which can create ideas, are all similar.
For a job applicant, though, they can use affinity bias to help gain an offer of employment. Using social media a candidate can analyse the interviewer to find similarities which they bring to the employer’s attention, subtly, during the job interview.
What you have in common isn’t important, what is important is having commonality, which can include; interest, experiences, background, education, age, gender or even a similar sounding surname.
In the job interview, an applicant might be explaining how they left school with no qualifications due to being dyslexic, and only achieved career success through hard work and a strong work ethic.
An employer, with a similar story themselves, hearing this, will naturally create rapport with the applicant, unconsciously scoring their interview answers higher than they may have without recognising a shared background.
This process of ‘liking’ can be created prior to the job interview and influence the interviewers scoring of applicants through confirmation bias.
An employer, themselves, finding a similarity, say on the applicant’s application form, will make a snap-judgment. If for example, the employer and the candidate both attended the same university, the interviewer, without evidence, will presume the candidate to be a ‘good fit’ as they believe that getting an education at the university they attended means that the applicant will have the skills and work ethic for the advertised job role.
The employer, now with a positive opinion of the applicant, will unconsciously encourage the candidate to perform well, creating a self-fulfilling prophecy.
The halo effect is similar. A none specific piece of information, such as the name of an organization the applicant previously worked at, shapes the opinion of the interviewee before, or even during the job interview.
If an employer holds a certain company in high-standing, due to an exceptional reputation and an applicant states that they have worked for this organization for several years, the employer will associate their positive emotional feeling for the company to the applicant.
In this example, the employer, unless they question the applicant, doesn’t know if the applicant was viewed as a good or poor worker by the company they previously worked for.
The horn effect is the halo effect opposite – a negative bias based on none specific data.
What is beautiful is good, bias links attraction to positive attributes. This means an attractive applicant can be seen as more employable based on their looks alone.
The time of the job interview also influences the job interview outcome. Often the first interviewee is viewed as the base-line applicant. This is classed as contrast bais where employers make opinions of one candidate based or compared to a previous interviewee.
This means the first interviewee is the baseline applicant, with the employer subconsciously asking is the current applicant better or worst than the first?
Negative biases
Decision fatigue bias is the recurring problem of employers squeezing many interviews into one day – to get it over with!
By the end of a full day of job interviewing – consciously scoring many applicants against the job criteria, employers become tiered, resulting in a deterioration of accuracy.
Applicants to overcome this common barrier need to bring energy, enthusiasm and intrigue to the job interview, to wake up the interviewer and get them interested and listening.
A well-known bias is gender bias. This particular bias works on two levels.
Level 1 – generic gender bias. This is where an interviewer perceives one gender to be more hirable than another. Research shows that males are nearly twice as likely to be hired over a female.
Level 2 – job roles in gender bias. Some interviewers, unconsciously, will believe that a certain gender is more suited to a particular job role. An example of this is civil engineering, where research shows a stark difference in the number of male and female civil engineers in managerial positions, the gender imbalance is also linked to pay and recruitment practice in general.
Ageism is another common bias where opinions are based solely on an applicant’s age rather than their experience and skill set.
Less known is name bias which, research has shown, links a ‘name’ to ‘suitability’. One study found that ‘white’ sounding names received 50% more interview offers than non-white sounding names.
Another study looking a religious bias found that employers offered more job interviews when they received an application from ‘Mo’ instead of ‘Mohammed’.
But, unconscious bias, especially when an interviewer is unaware of how biases work, influence the interview outcome. It is important to remember that biases are unintentional and unconscious.
Even though unconscious bias is a natural process, employers can learn to overcome this negative process by becoming aware of the various biases that affect the job interview outcome.
Some employers have taken action and will remove an applicant’s name, age and gender from an application form to make the recruitment process fairer.
In the job interview itself, employers can be directed to provide evidence for the reason of a recruitment decision, helping the interviewer to make a more analytical choice, as unconscious decision making is an emotional process.
In a structured job interview points are awarded to each applicant based on their interview answers.
Some employers, as well as using the traditional structured job interview, will use out-the-box recruitment tricks to test the suitability of each applicant.
This week a candidate attending a job interview, with an undisclosed employer, failed before the job interview officially started.
On the ‘Life Pro Tips’ forum on Reddit, a Chief Financial Officer explained how a male applicant failed the company values test. She wrote: “Today, a candidate blew his interview in the first 5 minutes after he entered the building.”
The Interview Hidden Test
What many job applicants fail to understand is how an opinion of each interviewee is created at the initial employer meeting – as the applicant walks through the employers door.
On reddit, the hiring manager explained how the receptionist greeted the candidate, he was “dismissive” she stated.
The receptionist then attempted to engage the applicant in a conversation, but was again confronted by poor people skills “again, no eye contact, no interest in speaking with her.”
Unknown to the interviewee was the truth that the receptionist was in fact the hiring manager. In the end she asked him into the conference room and explained ” how every single person on our team is valuable and worthy of respect”
The employers goal here was to check personal qualities – is the applicant a team player?
She later explained to the applicant he wouldn’t be a good fit for the company and thanked him for his time before ending the interview.
Why Trick the Applicants?
Some career professionals will view this type of interview test as underhand.
These days applicants can search for commonly asked job interview questions by industry, and even by company.
Research allows each candidate to prepare the ‘prefect’ high-scoring interview answer which can damage the recruitment process.
Research shows, how an applicant, being aware of the interview questions, can distort the interview in such a way that the employer believes that the interviewee will perform better then they actual will do.
This distortions can result in suitable career professionals being rejected for job roles they are highly suitable for.
In addition, employers also need to hire a team that meets the organisations culture and values. This is why some hiring managers ‘trick’ the applicants.
Interview Observations
One customer service employer invited all applicants to an all-day interview.
Around 100 potential canadines attended. Each interviewee was asked to stand up in front of the other candidates and deliver a 1 minute introduction speech.
The employer went on to explain how they valued customer service – listening and communication, and these skills would be assessed during the 1-minute talks. In addition, they asked for all candidates to be polite and listen to whichever speaker was on stage.
What wasn’t discussed was how the interviewers, who were situated around the room, were observing the seated applicants, not the interviewee on stage. they were looking for who was listening or who was ‘on their phone,’ which candidates were encouraging and which were dismissive.
The golden rule for the job interview is to be professional from entering the employers building to leaving, as you never know who is watching!
With an increase in organisations opting to deliver job interviews online, applicants don’t only need to learn how to create job-winning answers, they now learn to become experts in video calls.
Video calls sound easy. You turn on your computer or phone, speak to the camera and that’s it – or is it?
The virtual setup is key to winning job interviews.
Most job seekers understand the importance of their wardrobe choice on the interview day. What you wear creates the first impression; the snap judgment made at the initial introduction before the start of the job interview itself.
The virtual setup is the same. A mumbling applicant asking ‘can you hear me’ or a poor internet signal distorting how the employer views the applicant both result in a negative impression.
Covid has increased the number of online interviews and employers, releasing the cost-saving benefits of recruiting virtually, are likely to continue with this trend. The Covid interview is here to stay.
The question that all interviewees are asking is how they can pass the online job interview? Because we live in a virtual world, where social influencers speak daily online, we can learn the techniques they use when presenting via online video.
This article will cover:
How to create the perfect professional video frame
How to reduce technical problems when interviewing virtually
How to increase likeability even though you are being interviewed online
Virtual Job Interview Tips
After speaking to actors, directors, professional public speakers, online trainers I have compiled a list of tips to help any career professional, no matter which industry they are in, to pass a virtual job interview.
Create a professional frame
Framing refers to the image seen on the video call.
This little adjustment, in how an applicant sets their camera, makes a big difference in the none-communication of the applicant.
For job interveiws the 3 most common frames are:
Full shot (FS) – FS shows the whole body from the head to the toe.
The advantages of a full shot is that the employer can see, and the therefore gain additional non-verbal communication, the applicants body-language.
If using a full shot it is necessary, wear a lapel microphone connected wirelessly to the computer or the employer will struggle to hear the interview answers.
The full shot is best used for delivering an interview presentation, especially if using props. But even in this scenario the full shot still has several disadvantages.
The negatives include:
It is hard to see the interviewee’s facial expressions which express emotion – a powerful rapport-building tool.
The full shot will include the environment – if the applicant is using a bedroom camera, this can look inappropriate.
Without professional lighting, the room can look too dark which is far from ideal for an interview of any type.
Employment King recommends staying away from a full-body shot frame.
2. Medium Close Up (MCU) – MCU shows from the chest to the top of the head.
The medium close up is the best of all frames. The chest-to-head shot is far enough away to allow employers to view gestures while observing facial -expressions.
A lapel microphone is always an advantage but not required for a medium close-up. Another advantage is that the candidate can see the employer’s faces, enabling them to ‘read’ how the interview is going, or if an interview answer hits the mark.
Two-way communication is perfect with the MCU. Another plus for the medium close-up frame is that it encourages the employer’s attention and is more intimate.
The key, though, is the close-up allows employers to view gestures. Gestures, as most know, are a non-verbal communication tool. But, more importantly, research shows how using gestures improves communication because the person (the interviewee in this instance) using hand movements will improve their language organisation skills. Gestures help organise the formation of sentences, of the interview answer.
Employment King recommends using the medium close-up for 99% of job interviews, but even with this recommendation there are a few weaknesses with this frame:
Removes 50% of body-language
Often space is created on the left/right-hand side of the interviewee
3. Close Up (CU) or Extreme close up – Interviewees face fills the screen.
By far the most common frame used in job interviews is the extreme close up. It maybe the most common but it isn’t the ideal frame for a virtual job interview.
The close-up does have one major advantage – the employer can easily see facial expressions. Micro facial expressions have a powerful, subconscious, effect on the job interviewer.
Being able to observe a close-up of an applicant’s face, allows an employer to see if they are excited or bored, their interview identity. But, unknowing to the interviewer, the applicants micro facial expression also influences the interview.
If an applicant shows contempt, disgust or joy, as an example, the interviewers mirror neurons, pick up the micro-expressions, and feel the same emotion. So an applicant feeling ‘joy’ influences the interviewer to feel ‘joy’ which can create an association between ‘applicant’ and ‘feeling good’.
The extreme close-up is, well, a bit weird and should be avoided. No one once to view an extreme close-up; warts and all!
Other negatives include:
No room for gestures
The face looks too big and can be off-putting
Employers can see clearly stubble, make-up errors, hair in places it shouldn’t be!
Camera Angles Change the Psychology of the Interview.
In a job interview, there are 3 commonly used camera angles:
Low Camera Angle.
When shooting from below the person above can seem larger than life – they look big, imposing in the frame.
In the idea of an online interview, the employer will feel at ease, relaxed when talking to the applicant. If the camera angle creates intimidation the employer will want the interview to end quickly.
On the opposite side of this effect is the ‘nostril’ problem. Rather than a low-framed camera angle creating intimidation, shooting from below with a close-up frame can result in 50% of the screen being covered by the applicant’s nostrils – not a good look for anyone, especially in a job interview.
Often interviewees using a laptop or phone, due to the appliance design, will default to this angle without a second thought.
From Above Camera Angle.
The opposite camera angle will then have the opposite effect.
The interviewee, who has chosen this angle (naturally used by interviewees on a traditional computer as the camera is often attached to the top of the screen) can, themselves, feel vulnerable as they constantly feel as they are looking up at the employer who hovers above them.
The ‘bald head’ approach, named as the camera points down on an applicant’s head, which with a poor lighting set can create a shine effect, also results in a lack of face visuals, again affecting the number of emotions an employer can read on the applicant’s face.
This shot distorts the applicant’s features, with interviewees looking smaller, but with large eyes and forehead, creating an overall ‘weak’ impression.
Straight On Camera Angle.
The ideal camera angle is straight-on.
Being straight-on creates a more realistic job interview scenario, with the applicant and employer having a face-to-face type impression. This eye-contact creates the feeling of honesty which if highly required in a job interview.
Creating Eye Contact Online.
One of the most crucial skills in a job interview is the ability to hold eye-contact.
Eye contact is important as it is associated to confidence as we form low opinions of applicants who avoid direct eye contact. Emotions, are also enhance when an applicant has good gazing skills.
The barrier, here, is the screen. In the main, applicants will use a PC or laptop for their job interview. When listening and speaking, it is natural to look at the person during the communication. But this creates a problem when being interviewed remotely.
When an applicant is watching the interviewer on the screen the applicant’s eye contact is looking down, not in the eyes of the interviewer. This is because the camera, in most cases, sits above the screen.
When looking directly at the camera lens, not the screen, the employer will feel they are receiving direct eye contact. This small change in where to look increase an applicant’s perceived confidence level.
Tip – During the opening of the interview answer, look at the screen. When making a key point, giving specific facts, or any other important information, look directly into the camera lens for a few seconds.
Improve Online Rapport.
Rapport is significantly harder to build online, compared with face-to-face meetings.
The computer is the barrier that needs overcoming. Face-to-face, applicants (who are enthusiastic) come across more enthusiastic when in person than virtually, even if the enthusiasm is at the same level.
Overcoming this hurdle is easy. Enthusiastic applicants need to bring more enthusiasm. If, in real life, you are 50% enthusiastic, online to gain the same effect you need to be 70-80% enthusiastic.
Rapport is gained through communication:
Increase volume
Improve diction
Enunciate when speaking
Slow down and create a good speaking pace
Add emotions to your spoken words
Using the communication tips, and the non-verbal communication suggestions above will, when combined, have a massive impact on the rapport between an employer and the interviewee.
Technical Problems.
Anyone giving a general job interview advice will suggest setting off early to ensure you are not late for the job interview, often suggesting to ‘set off early encase of traffic’.
The underlying advice here is to be prepared – anything can go wrong.
Online is the same, applicants need to be prepared for anything that can go wrong. In the virtual world, the problem won’t be lateness, rather it will be more technical.
Technical Tips.
Plug your computer directly into the router as this produces the best connection – stay away from wifi if you can.
If in the interview there is an echo, turn your microphone on mute when the employer is talking.
Close down any other apps to reduce sound interference. An example of this is the ‘ping’ noise you hear when receiving a new email.
Lighting – remove any lights from behind you as this creates a dark image, and be aware of a string frontal light and this produces glare. Natural light is best, but if lighting of needed set it up so the light is in front of you but off to the side.
Have a backup device. Depending on the interview platform; zoom, teams, or google meets, depends on how the computer responds. A chromebook or tablet, as an example, may not work for certain platforms – always check in advance.
Have any presentation slides on a pen drive as a backup.
Use a lapel mic for better audio quality.
Check your internet upload speed – this changes the quality of the video stream.
Chris Delaney
Chris Delaney is one of the leading job interview coaches in the country, helping career professionals to successfully pass job interviews. Delaney is the author of several job interview reference books including ‘what is your interview identity’
Government policy has affected particular job sectors differently. Hospitality, as an example, had a 73% of their employees furloughed due to the closure of restaurants and bars. Whereas, the education sector, with the government keen to keep education institutes operational, has kept staff in work.
The STEM sector has been affected in different ways with data showing the potential of growth and declining job roles within the STEM sector. Renewable energy, as an example, looks strong as 46.4% of UKs electricity being generated from renewable energy sources which will create jobs in this sector.
Other areas: computer programmers, project managers, and accountants are currently recruiting for new staff, as Covid isn’t having the same effect on staff turnover as it is in other job sectors.
Companies like Amazon warehouse have a pre-set of job interview questions, but due to changes in working conditions, with many career professional now working from home, employers are asking additional Covid-related job interview questions.
The Covid Job Interview
Two things have changed, in terms of the interview process, during Covid;
1 Most organisations have moved to a virtual hiring platform with 80% employers surveyed saying they are now using a video platform to interview candidates.
2 Interviewers are now asking Covid-related interview questions as part of the recruitment process
The following list of Covid interview questions will not be asked in its entirety, rather employers will ask sector related interview questions in the main but will also choose one or two of the questions below, embedding them into the job interview.
In short, job applicants need to be prepared to answer Covid-related job interview questions.
Covid-Related job interview Questions
How would you ensure you met your deadlines and targets while working from home?
This interview question is all about self-management.
Pre-covid, when all employees worked from the company premises a manager would check-on, support and coach employees to meet deadlines and targets.
Good managers, seeing an employee struggling would go-over and offer support. Now most employees are working from home, a manager has to support their teams remotely. Even with regular checks, virtual meetings and catch up calls, employees more than ever before have to self-manage.
To answer the self-management question, employees can use the ME(model/example) job interview formula; explain a time a management model such as the urgent/important model, and follow this up using an example (ideally while working remotely)
The example should explain;
The situation – an example of having various tasks and deadlines
The Actions taken – using the model give a realise account of what was prioritise, why one task was more urgent than another and how you reviewed each task/target against the deadline.
The outcome – explain the feedback you received for achieving multiple targets/deadlines
How do you stay motivated while working from home?
It is easy to become demotivated or distracted while working from home. Even high work ethic employees struggle when they don’t work within the company premises.
The explanation, though, is relatively simple. Explain to reduce distractions that you have set up an area dedicated to work (this could be an office, or the end of the dining room table) and how in this area you only have work related equipment.
Next, go on to discuss how you plan breaks so the routine of the day matches the routine of working in the company premises. And how you use to-do list, calendars and the urgent/important model to prioritise tasks.
End, by explaining how research shows that having exercise and plenty of fluids decreases anxiety, so with that in mind you go running once a day.
What changes have you had to make while working from home?
On the face of it employees haven’t made that many changes since they have moved to a remote working environment, apart from the obvious – they are now working from home!
This interview question isn’t really asking about physical changes IE you have set up an office in the spare bedroom, even though you could start the interview answer explaining the ergonomics of working from home.
Instead, the question is asking what do you do differently to complete business as usual tasks. If for example the job role is a call agent, and in the office the employer used automatic calling system, the employer wants to know what you now do to meet any targets?
To answer use a 3-point structure:
Point 1 – explain any differences ‘I don’t have access to an automatic call system…’
Point 2 – discuss actions you took to improve your current situation ‘…. instead I have manually inputted all the numbers onto a spreadsheet, that I can then click to create an automated call…’
Point 3 – point out the pro’s and con’s ‘…initially this took some time, but once I started to make calls I could do this as fast as being in the office…’
What considerations do you have to make when communicating from a home office?
The communication covid-interview question is mainly asked ion job roles where employees need to contact customers, give regular updates to the board, deliver online training sessions, etc.
The employer wants to do if an employee is planned and prepared. The answer would vary depending on the job role but in the main the interview answer should cover:
Reducing background noise
Planning for a break in internet connection
Talking slower with better diction as this translates better online
Stopping interruptions from family members entering the room
The background (no messy houses) and outfit (some people think its fine to wear casual clothes in important meetings because they work from home)
Technology – using conference call share the screen, comments box etc
Give an example of handling stress during Covid?
The whole situation of covid has been a stressful experience for most people.
When answering the stress interview question, applicants could use covid as an example. But ideally, be more specific. What parts of working from home and the job role could be potentially stressful? What can you do to overcome this?
An example of this could someone working in supply-chain management There day-to-day stress of this job role is getting the chain to work smoothly, which includes the collaboration of suppliers. This ‘stress’ has been increased with many suppliers reducing workforces or working from home – all creating delays in communications.
Once a job related ‘stress’ has been explained, the interviewee can then share their plan to manage the problem and therefore manage the ‘stress’. In this case the plan could include bring suppliers onboard well in advanced of an order, asking for regular meeting slots with commonly used suppliers.
What employers are looking for is an employee who can predict stress points 9these can be personal) and actions they can take to reduce stress.
What has working from home or working during Covid taught you?
Covid for many people has been stressful, but also it has taught many people new things about themselves that they weren’t aware of; resilience, organisational skills, creativity, motivation levels. Some employees are unaware of their skill set because of the way they are managed or because of a process driven job role.
The pandemic, initially, had a gap where employers were unsure what they could do, how they can create output with their team working from home. Some employees sat back and waited for direction, while others suggested ideas, took the initiative, found creative solutions to industry problems.
When discussing what you learnt about yourself, first detail the problem covid created within your company. Explain what it was you did to make a positive difference and how this action was then replicated within the larger team, having a bigger impact on output.
Are you willing to work from home as part of business-as-usual?
Employers have found that a resilient workforce can have the same output as they do while working in the company premises. The bonus for an organisation is a reduction in overhead cost. More businesses are now looking to increase the number of working from home employees even post-covid.
This question is checking that the applicant is happy to work from home long-term. The answer depends on the individual and if they actual are happy working from home, if not, this position isn’t most likely the right one for you.
Are you happy to return to the office fulltime post-covid restrictions?
The opposite to the above question is being asked if you are willing/ready to return to the office premises.
Some staff have had to take on extra, as an example, caring responsibilities. Some employees now only want a job where they can work from home.
The employer here, knowing that they require a company premises based team need to ensure they are hiring an employee with the same mindset.
The most common barrier to a successful interview, its the applicant’s lack of understanding of the job interview process. The equivalent is like entering a baking competition and not knowing a recipe.
This article will explain the job interview process with a view to helping career professionals prepare, and therefore, pass the job interview.
99% of employers use a structured job interview as the main element of their recruitment process. The structured job interview, research has proven, has the ability to predict job performance.
A structured job interview is the process of asking the same interview questions, based on the job criteria of the advertised position, to each applicant.
Each interview question, referenced in an interview scorecard, is allocated a point system. Depending on the applicant’s answer, and if the applicant references enough of the job criteria, the interviewer will score each answer a point(s). The highest number of total allocated points, or scores, results in that applicant being offered the advertised role – as long as the totaled score is above the minimum score required to be offered a contract of employment.
Interview scorecard
An interviewers scorecard will state each of the interview questions, allowing the interviewers to ask each question in the same format, to help create a fair recruitment process.
Each question is then split into, on average, 4 levels of answers with 1 = negative, 2 = good, 3 = effective 4 = expert, with each employer having their own numeric scoring system.
Under each interview question an example of what a 1-4 socirng answer would look, to assist the employer in allocating points to interviewees answers.
Common practice is for interviewers to write verbatim the candidates interview answers during the job interview, and once the interviewee has left to review the answers against the criteria on the interview scorecard with a final review of all applicants taken place once all candidates have been interviewed.
Interviewees, at the stage, will discuss and compare answers and scores with one another before adding a final overall score to each applicant.
Structured job interview questions
There are two types of structured job interviews; behavioural job interview and a situational job interview.
Behavioral job interview.
Employers using behavioural interview questions will frame the interview question on past behaviours.
The idea is that past behaviours best predict future job performance.
Behavioral job interview questions:
Give me an example of being successful in a job interview?
Have you ever had to negotiate a salary offer?
What experience do you have in this job role?
Situational job interview.
Situational job interviews frame the questions as a future scenario.
The belief is job performance can be predicted by an applicant stating how they would go about the task.
Situational job interview questions.
If you were successful in a job interview, what would you be doing?
How would you approach a salary negotiation?
Tell me how you would achieve your targets?
How to pass a structured job interview
No matter how the job interview question is framed (behavioural or situational), the answers, if they reference the job criteria, will be scored high, therefore, increasing an applicants chance of being hired.
In addition to simply referencing the criteria job, applicants need to show their level of industry knowledge and experience. Using industry language, sector-related abbreviations and quoting models relating to the job role can increase the allocated points given to an applicant.
Even though a structured interview is a logical process, the use of stories and examples often score high marks, as long as they are relevant.
The use of a structure with the interview answer, listing key requirements and making comparisons makes the understanding of the interview answer easier for the interviewer to digest.
Finally, an applicants confidence levels and their communication, tonality and if they sound passionate about the position increasing scores; in this sense the same answer can be scored higher depending on how the answer was delivered.
2 types of interviews
The 2 most common job interviews are
A structured job interview
An informal (unstructured) job interview
A structured interview can be 1-2-1 or a panel interview. The structured interview can be a situational or behavioural interview, or often a blended version of the two types of structured job interview questions.
The informal, unstructured, job interview is a conversation between the interviewer and applicants. Unlike the structured job interview, in an informal job interview there are no set questions and the questions that are asked aren’t graded on a interview scorecard. In fact the outcome of an unstructured job interview replies mainly on intuition.
The end of a job interview
At the job interview end, the employer will ask each candidate if they have any questions?
It is important to prepare questions to ask the employer. The questions should be unique and insightful. Don’t ask about salary, number of holidays, as this information come sup during a final job interview.
Good topics to ask about include:
Professional development
Company growth
Sector related information
Chris Delaney
Chris Delaney is one of the leading job interview coaches in the country, helping career professionals to successfully pass job interviews. Delaney is the author of several job interview reference books including ‘what is your interview identity’
Different departments within the NHS interview applicants, depending on the job role and level of position, in a number of various ways, with some job interviews requiring assessments, group tasks, panel interviews, job interview presentations and traditional interview questions and answers.
The invitation to interview email or letter will explain the department’s recruitment process in detail.
This article, therefore, has been designed to help NHS job applicants understand the types of interview questions they will be asked during the NHS job interview. For specific roles such as a dental nurse, care assistant or medical office receptionist half of the interveiw questions will be based on the duties for the advertised position.
And of course highly skilled technical roles such as a doctor or a surgeon will attend a technical interview process.
NHS Job Interview Questions and Answers
The following interview questions have been shared by real applicants who have attended NHS recruitment events and structured job interview.
An explanation on how best to prepare for each individual interview question will be given to help you to pass the NHS recruitment day.
What is your experience working within the health service?
With any type of generic open interview question, such as ‘why do you want to work here’ or ‘what is your industry experience’ you can answer the interview question, initially, by referencing your passion for the job sector “As far as I can remember I have always had the desire to work in the health service…”
This opening line, designed to build rapport, can be followed with a detailed walk-through of the applicant’s work history “..after gaining a (health-related) qualification my first role was (add and describe job role) later I was promoted to the position of (add job role) where I (add responsibilities) until finally I (add most senior position)…”
Here, the candidate doesn’t need to discuss all roles. What is important, though, is to show a wide range of skills and experience in the health industry which can be easily related to the NHS position that has been advertised.
Why did you apply to be part of this programme?
The word ‘programme’ can be exchanged with ‘team’ or ‘department’ depending on the position being advertised.
Within the NHS teams are very close-knit and the hiring managers want to recruit employees who will fit in well with their team and the department culture.
This job interview question is really about an applicants core values – are they passionate about health? or working with in a particular department?
Many advertised roles, in the NHS, are part of new project or programme, designed to meet a particular need. Similar to the ‘team’ version of the question, showing passion and commitment can help when answering this job interview question.
Passion – highlight how you are interested in this area of HHS work. If the role, for example, is a ‘mentor nursing manager,’ discuss the value of nurses having a workplace mentor. Talk about this with passion, highlighting research you have undertook.
Example – to show ability, discuss a similar project or role you have worked in, explaining the overall objective of the job role, what you enjoyed about the position and any key successes.
Summary – end by saying ‘in summary…’ and go on to remind them of your experience and passion, and how this is the reason why you are applying for the role.
Can you demonstrate how you meet the NHS values in everyday life?
As a government-funded health organisation, the NHS has a set of company values that they embedded into the day-to-day decision-making process which, therefore affects hiring decisions.
A commonly asked NHS interview question will be based on their ‘values’. If framed as ‘how do you live these values outside of work?’ or as ‘how would you live up to these values if employed?’ the answers will be pretty much the same structure.
Initially applicants need to know , through researching, the 6 NHS values, as sometime an employer may ask a specific question based on a certain value – ‘give an example of working together to support a patient?’
The answer, for the values question, can be broken down into two parts:
If, for example, you talk about NHS value 4 – compassion it is important to discuss why this value means something to you – the importance of this value in your life. An example of this could be ‘As a compassionate professional, I always think about the impact of my decisions from a patient’s perspective, as I understand the importance of a patients dignity….’
In the second half of the interview answer give an example of using the value in a working situation ‘…an example of this is when I worked with a patient who had X illness. The patent was a proud person but required physical care (you could go on to describe how the patient would request help because of being so proud, as an example) …. to help the patient I (add steps taken to support the patient in a compassionate way)…’
What would you do if someone asked for a patient?
Safeguarding is a key priority for all NHS staff members.
Working in NHS buildings part of everyone’s role is the interaction with a patients family members and friends. Within this, strangers will asked to see a patient.
Depending on the place of work, there will be certain processes and procedures to follow. Within the process will be a checking system – is the person a relative? Some people make have suspicious behaviour and could be in the hospital for criminal behaviour.
The answer to the interview question should be first framed based on the place of work for the advertised position. But in the main, applicants can state that they would follow the process and procedure and then give additional detail by stating questions you would ask the person who has requested to visit a patient
Give an example of working with a difficult patient?
In role that essentially works with the general public on a day-to-day basis some of the patients can be ‘difficult’ to support.
When asked this common job interview question the first step is to reframe the ‘difficult’ behaviour as a perceived negative into a normality ‘I never consider patients to be ‘easy’ or ‘difficult’. As a healthcare professional I understand that some patients don’t want to be in hospital, or the anxiety from a diagnostic is making them act out of character or maybe a mental health condition impacts on how they behavior. With all patients I treat with respect and take actions that will help them in their hour of need’.
Once the reframe has been set, the final stage is to backup this opening statement with evidence using a realife example.
When using a real life example, first explain the situation ‘a patient I was working with di X…’
Next, describe the actions you took to resolve the situation explaining how used empathy, interpersonal skills and remain professional, throughout the situation.
And end with, the outcome – how the patient responded to you.
When thinking about safeguarding, what behaviors would concern you?
Safeguarding awareness should be on the forefront of a health practitioners mind.
As safeguarding, and the well being of patients, is paramount to the NHS, an interview safeguarding question is likely to be asked in most NHS job interviews.
Depending on the job role depends on what safeguarding example is most effective. A EI receptionist might use a stab wound example where they had to contact the police, or a hospital porter might discuss how they came across a stranger in a patient’s room.
What is important here, is to make clear the awareness of safeguarding concerns, risk indicators and what process should be followed during a safeguarding incident.
What support do you expect a vulnerable person requires?
Answers to this interview question need to be relevant. If working with the elderly, explain what support an elderly person requires. If working with an ex-addict, discuss the barriers they face.
When answering the ‘vulnerable’ question, answers can be split between a logical and an example answer.
Initially start the interview answer by listing what support an average (vulnerable group) requires. Listing all common support needs shows an awareness and here an applicant is likely to hit the required criteria the interviewees are marked against.
Next, use a story to highlight sector related experience “While working as an X, I worked closely with Y (vulnerable person). It was clear that the client required Z (support needs), so I (explain the action you took)….”
When providing personal care how would you maintain a person’s dignity?
Working in the NHS a patients dignity is very important.
When starting to answer this interview question, state how a patients dignity is at the forefront of your mind.
Next list the steps that you take to be respectful and professional when offering personal care. Add example here, really helps to clarify the small acts of kindness that many NHS staff do to maintain a patients dignity.
Finally, discuss the policies and processes relevant to the job role that must be adhered to.
Care assistant employers, when interviewing applicants, look at candidates’ work ethic and personal skills.
A desire to help people is key, but employers also look for communication skills, empathy, patience, calm when in a stressful situation and an employee who can follow directions accurately.
Care assistants can work in a care home or in the community, supporting vulnerable people living in their own homes. The interview questions asked in a care assistant job interview will be based on the applicant’s temperament as well as their ability to perform caring duties which can include;
supporting people with their physical needs
completing household tasks – washing, cleaning and cooking
monitoring health and communicating with nurses
To prepare for a care assistant structured job interview, applicants can answer many interview questions by relating to real-life experiences, from helping their own family members to volunteering in a caring role.
Care Assistant Job Interview Questions and Answers
Below is a list of the most commonly asked care assistant job interview questions and a detailed breakdown of how to answer the question.
Do you having any caring experience?
Normally an opening question, applicants can easily answer this question using a common interview formula; stating duration, qualification and selling point.
The interview answer starts by reassuring the interviewer by stating the duration in the industry “I have over 10 years experience as a care assistant…” For applicants new to the industry this answer can be slightly tweaked “In all my previous roles I have had to support and help vulnerable people…”
Applicants can continue by giving additional detail about a previous position “…while working at X company my key caring duties included (add duties)..”
Next, candidates can explain their level of qualification (only suitable for applicants with an industry qualification) “….In 2010 I gained a caring assistant Btec Level 3 diploma, during he course I leant (add sector theories and models)…”
End with a unique selling point. This could include a care assistant skill or a personality trait “…I’ve applied for this role because I am passionate about caring for vulnerable adults…”
What support do you expect a vulnerable person requires?
Answers to this interview question need to be relevant. If working with the elderly, explain what support an elderly person requires. If working with an ex-addict, discuss the barriers they face.
When answering the ‘vulnerable’ question, answers can be split between a logical and an example answer.
Initially start the interview answer by listing what support an average (vulnerable group) requires. Listing all common support needs shows an awareness and here an applicant is likely to hit the required criteria the interviewees are marked against.
Next, use a story to highlight sector related experience “While working as an X, I worked closely with Y (vulnerable person). It was clear that the client required Z (support needs), so I (explain the action you took)….”
When providing personal care how would you maintain a person’s dignity and respect?
This question is key to a successful job interview outcome. Employers in the care industry are looking to hire empathetic professionals.
The reply to this answer can be broken down into the 3 Cs:
Confirmation – state how a person’s dignity and respect are at the uppermost importance
Communication – explain how your communication is designed to be respectful. An example of this would be asking a vulnerable person who had been in the bathroom for a long duration ‘if they need any assistance’ rather than asking ‘whats up, you have been ages?’
Clarity – many vulnerable people are very independent. Having someone ‘do everything’ for them can be demoralizing. Explain when working with a new vulnerable person you, through a rapport-building conversation, will clarify what support the client requires and what they need the care assistant to support them with.
Give an example of being in an emergency situation?
During the lifetime of a care assistant, they will come across many emergency situations from an elderly person having a heart attack to a vulnerable person attempting to commit suicide.
Example job interview questions require storytelling First, it is important to pick an example that is relevant to the job role the applicant is applying for. This is because the employer will have a list of job criteria that they score each job interview answer against. The highest scoring interview questions result in that applicant being offered the advertised position.
When answering the interview question with an example give context by explaining the situation and vulnerable persons’ background. This makes the interview answer relevant and easy to understand.
It is important, when explaining the steps the applicant took, to explain how they remain calm and professional throughout the emergency situation, even going as far as explaining how they had prepared for this, or similar, situation.
Next, discuss the policies and processes the candidate followed; informing social services, family members, managers. If they had to take notes or update systems.
How would you support a person who suffered from X?
If asked a specific technical question it is because this X is the employer’s bread and butter. Here, the candidate needs to show their level of knowledge and experience.
Explain, initially, the competency level “I have worked with X client for the previous 10 years” “in all my previous roles I have supported service users suffering from X” “I cared for my mother for 20 years who had X”
Next, show knowledge by discussing X in detail: “a symptom of X is…” “What care assistants have to be aware of is ….” “A side effect of X is…”
To end the interview question, spell out the actions required to support a person with X and how this positively implements on the vulnerable person life and wellbeing.
How do you feel about working flexibly?
Care assistants don’t have time off. That, obviously, is an exaggeration, but the truth is care workers (or the care team) are required 24 hrs a day 352 days a year.
Employers, therefore, need to hire care assistants who are willing to work bank holidays, over the Christmas period and during different shifts.
Some career professionals prefer the variety of working different shifts, is this is you make this clear in the job interview. Experienced care assistants can also reference how they have previously worked varying shift patterns, and how for them time is irrelevant, as they enjoy the work of a care assistant so much.
Why are you drawn to this area of work?
Question around the reason for applying for a position within an organization or industry come down to one thing – passion.
Employers know that if they hire a team of passionate employees with a strong work ethic that they will be highly productive. This is especially true in the care sector, where workers will go above and beyond to support their charges.
Not only does this interview question need to be answered with the right language, but the non-verbal communication of an applicant must also emphasise the passion of the words.
Stories relating to how an applicant has cared for a parent work well, as does explaining how for you working in the care sector is more important than a higher-paid none caring job role.
Highlighting ones values (everyone should have a decent life) also reinforces the passion of the applicant.
But hopefully, as you are applying for a caring role, this interview answer comes easy to you.
Is there anything else you would like to know?
At the interview end, the employers will ask each applicant if they have any questions about the job role or company.
To be seen possessing a high level of knowledge and experience, interviewees utilise interview formulas when answering interview questions. The interview formula allows applicants to have a structural approach to the job interview.
Having a structure to fall back on not only increases confidence, as the structure creates an order for the applicant to follow, but also presents the candidates competencies clearly to the employer, increasing the likelihood of a high scoring interview answer.
The formulas can be adapted to job roles across all sectors, and only requires the applicant to embed their own knowledge and experience to each formula.
Model and example (ME)
Referencing industry relevant theories and models in the interview answer highlights a level of knowledge, as the model is explained as a step-by-step process, before experience is shown through giving a real life example of using the model in a work situation.
This formula is powerful as it adds content to interview answers that may lack substance. The two parts complement each other as they repeat the same process but in two different ways logical (explaining the model and emotional (via storytelling)
Suitable for the following types of interview questions:
‘How do you assess risk?’
‘How do you collaborate with stakeholders?’
‘How do you manage your time?’
Example answer:
“When X I use the Y model (explain model in a step by step process) an example of this is when I (add example; situation, action, outcome)”
Experience, Qualification, Selling Point (EQS)
Stating the duration working in a sector improves perceived competencies as the association between time-served and knowledge is closely linked. Reinforcing sector knowledge by describing industry related qualifications backs-up the time-served/knowledge link. But as many interviewees will have a similar background, applicants need to stand out by highlighting an unknown unique selling point – explaining what they can bring to the team.
Suitable for the following types of interview questions:
‘What is your experience in this sector?’
‘Why should I hire you?’
‘What can you bring to the role?’
Example answer:
“With over X years in the sector and a qualification in Y, I have worked as a Z (add various roles). In that time I have been able to (add unique selling point)”
Problem, Actions, Outcome (PAO)
Behavioral interview questions are designed to predict job performance based on an applicant’s previous actions. Therefore, candidates must ensure they explain the circumstances of the situations they will describe as this offers context to the employer, allowing the interviewer to better understand why certain actions were undertaken. The interview answer needs to end with an outcome, which could include lessons learnt, a new approach or an increase in profits.
Suitable for the following types of interview questions:
‘Give me an example of…’
‘When have you ever…’
‘What experience do you have in…’
Example answer:
“When working at X, Y happened (add specific problem) which could have resulted in Z. To solve this problem I (add specific actions) which resulted in (add positive outcome)”
Barriers, Solution, Projected Outcome (BSPo)
For future scenario interview answers it is important for an applicant to show how they understand the threat of the potential situation – the barriers this problem would create, as this shows industry insight. Stating the specific actions that need to be taken shows expertise and competencies, and stating how these actions would have a positive intent can highlight the added value the applicant can bring to the team.
Suitable for the following types of interview questions:
‘What would you do if…’
‘How would you approach..’
‘If you were working on X project, what would you need to consider?’
Example answer:
“If this situation was to happen, my concerns would be A (add potential barriers). To take action I would B (add specific actions). The outcome of this would be C (state positive outcome including the benefits to the company)
Pro and Con (PC)
The frame of some interview questions can be seen as a trap, with an interviewer asking for an opinion. If the opinion given by an applicant is one that resonates with the employer the interview answer will score high, but if the opposite is true the answer will be marked low.
In this situation, applicants can hedge their bets by answering all options in all ways, ensuring one of the elements of the interview answer will resonate.
Suitable for the following types of interview questions:
‘What is more important X or Y?’
‘What is your opinion about X?’
‘Are you A or B?’
Example answer:
“What I like about X is (add pro’s) but you also have to consider (add Con’s)”
For the multiple-choice answer, applicants can repeat the formula for the second part of the question. The 3rd example interview question is often stated to check an applicant’s temperament or working style – “Are you a task starter or task finisher?” This type of interview question is used in strength-based interviews. Similarly, applicants can explain the pro and con of each trait, but it is likely that the interviewer will push for a direct answer.
Interview Questions and Answers for a Career Advisor
The career guidance job market is crowded.
This competitive sector has applicants applying for advertised roles who come from a number of backgrounds; career counselling, post-grad CEIAG advisors, school career advisors, higher educational career guidance officers and professionals making a side-career move from, as an example, a probation officer, school teacher or public sector worker role.
Vacancies is the career sector are starting to increase; with schools now having to meet government GATSBY benchmarks more high schools, colleges and higher educational institutes are recruiting career guidance officers. Job centers are also seeing the need for a skilled practitioner to support job seekers to make informed career decisions, and many growth sectors employ specialist career advisors to promote the roles available in each job sector.
Career Guidance Officer Job Role
To prepare for a career guidance job interview it is important that the applicant understands the job role they are applying for, as each role varies depending on the employer, the customers or service users age group and job sector.
As an example, one career advisor maybe employed to deliver 1-to-1 face-to-face career guidance sessions, while another delivers online career information or delivers group sessions.
A career advisor attached to a job center is more likely to focus employability advice compared to a college career advisor who will be giving higher educational advice. Some roles require specialist advice; understanding the barriers of widening participation or the various roles of a particular job sector.
Therefore, this article aims to provide the job interview questions and answers for the most common career guidance Q&As, that are likely to be asked in all career advisor job interviews.
8 of the Most Commonly Asked Career Guidance Job Interview Questions and Answers
Each Interview question will be broken down and explored. Answers can be based on the information provided but must be tailored to an applicants own work experience, skills and qualities.
CEIAG Interview Question 1: Can you breakdown your relevant career officer experience and state how it is useful in this role?
When answering the ‘experience’ interview question, it is important to state experiences related to the job role – the information, advice and guidance knowledge for the target group (children or adults, job seekers or university students) that the company supports.
It is also good to highlight an understanding of career theories and models, as this shows sector knowledge.
As the job role is about supporting people, often vulnerable clients, and requires a level of work ethic, at this stage of the job interview, applicants can increase likeability by showing ‘passion’ for the job role.
Interview answer formula
Give duration in the industry
State level of qualification
Give example of working with a similar target group
End by refencing your passion for ‘helping’ people
CEIAG Interview Question 2: Explain the difference between IAG (information, advice and guidance)?
There will be several technical question during the career guidance interview, with the most common one asking for the explanation between the different aspects of the role.
Information is passing on knowledge or facts often collected from a credible source.
Advice is a professional judgement, encouraging the customer to take action – this is the practitioners opinion based on research and studies.
Guidance is the practitioner supporting the customer to make their own decisions through self-reflective and challenging questions (not by being given advice)
The interview answer should end, once an explanation of the terminology has been given, by stating, with examples, the best situation to use each of the three elements of IAG.
As a side note the ‘CE’ of CEIAG means ‘careers education’.
CEIAG Interview Question 3: Give an example of when you have worked with a client who had a fixed career idea, and explain what you did?
To help clients to make informed career opinions, the practitioners job is to challenge the clients perceived career ideas.
It is not the career advisors role to decide which career best suits the client, as unconscious bias can be at play here, rather the role of a career advisor is to help the customer to make an informed opinion.
There are many theories around career guidance that a career practitioner needs to understand but as an overarching rule; just because a client stats they want to move into X career doesn’t necessarily mean the career goal is their best option, as their decision may have been influenced or their awareness of options maybe limited.
As an example, a client may want to enter the world of work because this is what their family and peers did.
Describe the situation; the client and their job goal.
Explain how you question what the client liked about this career goal.
And how you asked what they felt they wouldn’t enjoy.
Next give evidence of how you challenged this career goal – this could be in the form of comparing two similar job roles, asking the miracle question or having a conversation around the pro’s and con’s of the different routes into higher education or a career.
Finally, explain the outcome to the conversation, clearly stating the clients mindset.
CEIAG Interview Question 4: What research do you undertake to help give informed advice?
Working in a industry that advises on other job sectors, advice can easily become dated. Career practitioners, therefore, need to stay abreast of new local market information. This can include growth sector by area, new qualifications such as T-Levels, student loan information and emerging career trends…the list becomes endless.
For some career guidance roles, the practitioner may also be responsible for giving ‘supportive’ advice on housing, offender management and finances.
It is important then to understand the job role, the clientele and the area of IAG to be given, and use this insight to answer the interview question.
When discussing the undertaken research don’t make the mistake of simply explaining how you attended X webinar or Y training course. This is a low scoring answer.
To score high, explain the reason why you chosen to research, as an example, local market information. How does knowing about LMI help a career practitioner?
Next, explain what you gained from the research and finally, give an example of how the research help you to help a client during an IAG session.
You can also round the answer of by explaining how you are a life long learner and you continue to update your knowledge and expertise by periodically conducting research.
But the golden interview answer will go to those career practitioners who have built upon other peoples research to find news ways of working with a niche group of clients or within a specialized area.
CEIAG Interview Question 5: Give an example of working with an angry service user?
There are numerous ways this question will be asked:
How would you motivate an unmotivated client?
How do you handle a client with unrealistic career goals?
Explain what you would do if a client wouldn’t answer your questions?
Give an example of building rapport with a difficult service user?
Have you ever had a client get violent?
The interview question will be phrased depending on the IAG sub-niche the advertised job role is in. But in 9 out 10 career advisor interviews, a situational question around a client’s behavior will be asked.
Most interviewees will be able to answer this question with a real-life example as none-experienced career advisors will have undertaken a placement as part of their CEIAG course, and experienced career practitioners will have several examples.
The following steps can be used to create a strong stcruture for the interview answer
Confirm experience confidently “I have had to deal with this situation on many occasions….”
State overview “…an example of this was when (explain the situation)…”
Give specifics “…the client was X (quite/angry/annoyed) because of Y(been turned down for benefits/forced to attend the session/in a bad mood)…”
Action “…to support the client I (add detailed explanation of what you did to turn the situation around)..”
Outcome “…this resulted in…”
CEIAG Interview Questions 6: What do you understand by the ‘contracting’ part of an IAG session?
The contracting stage of an intervention is very important and is used in many therapeutic settings. The contract is an agreement between the practitioner and client is transparent ensuring each party fully understands the processes of the sessions.
In career guidance sessions the contract will cover
Duration of session/number of sessions
An explanation of data protection and GDPR
Confidentiality and record keeping
The session aims
Explanation of safe guarding
Impartiality
Interviewees need to explain their understanding of ‘contracting’ and give an example of using contracting in an intervention.
Explain how you started a session discussing contracting and how you talked about, as an example, safeguarding.
Go on to state how the client disclosed a concern.
Next, explain how you reacted to the information, informing the client, as you stated in the contracting stage of the session, what steps you needed to take.
Finally, give the outcome to the intervention.
CEIAG Interview Question 7: When would you make a referral?
As career advisors support clients with various issues, most career practitioners wont be an expert in all things. Therefore career advisors will often make referrals to different agencies from a job center referral for a benefit application to social services for safeguarding concerns.
To answer questions on referrals it is important to explain how you only refer to approved referral agencies, how you report on referrals (internal recording systems) and how the referral has been followed up to check progression.
CEIAG Interview Question 8: Is there anything you would like to ask us?
At the end of the career guidance officer interview the employer will end the interview by allowing the candidate to ask them questions about the job role, organisation and day to day duties.
It is important for an applicant to think about their ideal job role – how they work best, and ask questions to the employer based around their ideal. Once offered a job role(s) the answers to these questions help the applicant decide if they should take the offer position or not.
