Category: job interview questions

a range of job interview questions and answers designed to help career professionals to pass more job interviews

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Common customer service job interview questions and answers

Anyone reading this article is likely to be preparing for a customer service job interview. Interview preparation (and practice) highly increases the likelihood of a successful interview outcome. So far, so good.

Their first mistake, though, is the ambiguity of ‘customer service interview questions’.  

The questions asked in a customer service interview demand on the sector the customer service role is in. I’ve outlined a few below to make my point:

  1. Retail:
    • Cashiers
    • Sales Associates
    • Store Managers
    • Online Order Support
    • Returns and Exchanges Support
  2. Hospitality and Travel:
    • Hotel Receptionists
    • Concierge Staff
    • Travel Agents
    • Event Coordinators
    • Flight Attendants
  3. Healthcare:
    • Medical Receptionists
    • Patient Service Representatives
    • Call Center Agents for Health Insurance
    • Pharmacy Support Staff
    • Medical Billing Representatives
  4. Telecommunications:
    • Customer Service Representatives
    • Technical Support Specialists
    • Billing Inquiries Support
    • Account Managers
  5. Finance and Insurance:
    • Bank Tellers
    • Insurance Claim Representatives
    • Mortgage Support Specialists
    • Customer Service Agents for Online Banking
  6. E-Commerce:
    • Online Support Agents (via email, chat, or phone)
    • Order Processing Representatives
    • Shipping and Returns Specialists
    • Social Media Support Teams
  7. Technology:
    • IT Support Technicians
    • Help Desk Support
    • Software or Hardware Customer Support Representatives
  8. Food and Beverage:
    • Waiting staff (servers, hosts/hostesses)
    • Customer Service Representatives for Delivery or Pickup Services
    • Catering Coordinators
  9. Education:
    • Admissions Representatives
    • Academic Advisors
    • Campus Support Staff
  10. Real Estate:
  • Property Managers
  • Leasing Agents
  • Customer Service for Property Maintenance
  1. Utilities and Energy:
  • Customer Support Representatives
  • Billing and Service Inquiries
  • Technical Support for Service Disruptions
  1. Public Sector/Government:
  • Public Information Officers
  • Customer Service for Public Services (such as social services)
  • Community Relations Staff

How competitive is a Customer Service job interview?

Job interview competitiveness - easy

Employers, though, will ask specific questions depending on the specifics of the advertised position.

As an example, a travel agent customer service roles needs a different set of knowledge than a hotel receptionist.

To pass a job interview, job hunters need to:

  • Understand the day-to-day duties (as the duties will be turned into the job interview questions) so they can predict the interview questions
  • Be able to give detailed examples of customer service duties (in a self-promoting way)
  • Communicate their interview answers positively and confidently

Custoemr Service Role Required Skills

  • sensitivity and understanding
  • a desire to help people
  • teamwork
  • communincation skills
  • flexible working
  • empathy
  • listening skills

Below is a list of common asked customer service roles and answers that are used across the various sectors recruiting customer service staff members.

1. Can you share your customer service experience?

Answer:
“I’ve worked in retail for several years, primarily as a sales associate, where I’ve gained experience in helping customers with their needs, processing transactions, and maintaining store displays. I enjoy the fast-paced environment and find it rewarding to turn a shopping trip into a positive experience for customers. I’m known for my strong communication skills, attention to detail, and the ability to manage multiple tasks at once.”

2. Do you have experience of handling difficult or upset customers?

Answer:
“This is quite common. During my time as a sales associate, I often encountered customers who were frustrated about out-of-stock items or long lines at the register. I always made sure to listen carefully and empathize with their concerns. For example, one customer was upset about a product being out of stock for an event. I took the time to find a similar item and offered to have the original product shipped to them for free. This proactive approach helped calm the customer, and they left with a smile.”

3. Can you describe a time when you went above and beyond for a customer?

Answer:
“There was a time when a regular customer came in looking for a specific item that was no longer available in the store. After checking the inventory and confirming it was discontinued, I took the initiative to call nearby stores to find the item for them. I also offered to have the product shipped directly to their home at no extra charge. They were extremely appreciative and even returned to the store later to thank me in person. My manager highly praised me for using my innitaive”

Interview Specifics:

Structural job interview last 45 minutes with 8 interview questions being asked

4. How do you prioritize your tasks when dealing with multiple customers?

Answer:
“In retail, multitasking is key, especially at Christmas time. If I’m on the sales floor helping a customer and another customer walks in, I acknowledge the new customer and let them know I’ll be with them shortly. If the first customer has a complex issue, I try to resolve it as quickly as possible without making the second customer feel neglected. For example, if I’m helping one customer at the register while another is looking for a product, I’ll quickly point them in the right direction and let them know I’ll assist them further once I’m done.”

5. Why do you like working in customer service?

Answer:
“I really enjoy customer service roles, I enjoy the personal connection that customer service in retail provides. In my previous job, I found satisfaction in not only helping customers find what they were looking for but also in making them feel valued. Retail customer service is rewarding because you get to make a real difference in someone’s day by providing excellent service, whether it’s offering product advice or ensuring a smooth checkout experience.”

6. How do you deal with stressful situations?

Answer:
“In retail, stress can come from busy shifts or handling multiple customer requests at once. I manage stress by staying organized and remaining calm. For example, during a holiday rush, I prioritize tasks based on urgency—helping customers with quick questions while ensuring the checkout line moves smoothly. When things get overwhelming, I take a deep breath and remind myself that it’s important to stay patient and focused to provide the best service possible.”

7. What would you do if you didn’t know how to help a customer?

Answer:
“If I didn’t know the answer to a customer’s question, I would first admit that I wasn’t sure, but I’d immediately offer to find the information. I once had a customer asking about a specific product feature I wasn’t familiar with. I told them I’d double-check with a colleague who was more knowledgeable and followed up within minutes with the right information. I always make sure the customer doesn’t leave without the help they need.”

8. How do you handle negative feedback from a customer?

Answer:
“When I receive negative feedback, I always listen without interrupting, acknowledging the customer’s frustration. One time, a customer was unhappy because they felt our store didn’t carry enough options in their size. I apologized for the inconvenience and asked if I could help them find a different style or color that might work for them. I also made a note to share their feedback with the store manager to look into improving our size range. The customer appreciated the gesture and left satisfied.”

9. How do you maintain a positive attitude while dealing with challenging customers?

Answer:
“Retail can be challenging, especially when dealing with upset or impatient customers. I stay positive by reminding myself that the customer’s frustration is often about the situation, not me personally. For instance, during a particularly busy weekend, a customer became frustrated with long lines. I kept a positive attitude by engaging with them during their wait, offering to answer questions, and keeping them updated on wait times. It helps to stay calm, show empathy, and focus on solutions.”

10. What do you think is the most important skill for customer service?

Answer:
“I believe the most important skill in customer service is empathy. In retail, understanding the customer’s perspective and addressing their needs can turn a potential negative experience into a positive one. I recall a situation where a customer was frustrated because they couldn’t find a product. By showing empathy and taking extra time to help them, I was able to find the product they needed and leave them feeling valued.

Check the average pay.

Get Interview Ready

To pass a job interview, it is important to predict the interview questions and practice delivering the interview answers confidently.

  • Mock interviews help to practice an interview in full
  • Re-writing interview answers helps with memory
  • Talking at a slower pace (as interviewees then speed up due to nervousness) helps the employer to record your experiences and skills
Evolve the mind book on Amazon

Need help? Book an interview coaching session.

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Typical Job Interview Questions and Strong Example Answers for a Care Assistant

The UK labour market for care assistants is an important and growing sector due to the increasing demand for elderly care – people are living for longer so they require more care workers, and support for people with disabilities or long-term health conditions.

Demand for Care Assistants

  • The demand for care assistants has been consistently rising, particularly due to the aging population and the government’s focus on social care.
  • The UK has a large number of elderly people, with many needing assistance for daily activities, such as personal care, mobility support, and companionship. This is expected to increase as life expectancy rises.
  • Care assistants are employed in various settings, including residential care homes, nursing homes, domiciliary care (home care), hospitals, and supported living environments.

Entry Requirements – Skills and Qualifications

  • Basic qualifications: While no formal qualification is required for entry-level roles, employers often expect candidates to have GCSEs in English and Maths.
  • NVQs and Diplomas: Many care assistants complete vocational qualifications and/or apprenticeships, such as the Level 2 or 3 Diploma in Health and Social Care, which help increase employability.
  • Experience: Previous experience in a care role or similar settings can be very beneficial. Some people start as home care workers or volunteers before becoming full-time care assistants.
  • Specialised skills: There is a demand for care assistants with experience in dementia care, palliative care, or working with individuals with learning disabilities or mental health challenges. These specialised roles often come with a higher salary

How competitive is a Care Assistant job interview?

Job interview competitiveness - easy

Job Opportunities and Job Outlook

  • The care assistant job market remains strong, with regular vacancies across the UK, particularly in the Midlands, North East, and North West regions.
  • The sector is expected to grow steadily, especially as the NHS faces pressure, and the demand for home care increases.
  • Many care providers offer career progression opportunities for staff, such as training to become senior care assistants or supervisors.
  • Job growth is driven by the need to support older adults and people with long-term conditions, and it’s also influenced by government funding for social care.

Location Trends

  • Larger urban areas, like London, Manchester, Birmingham, and Edinburgh, generally have more care assistant job openings due to the larger population sizes.
  • Rural and remote areas may have fewer job openings, but there can be a higher demand in certain specialized care sectors, such as elderly care in smaller communities.

Challenges in the Sector

  • Workforce shortages: The social care sector is facing a significant shortage of workers, partly due to low wages compared to other industries, and the demanding nature of the work.
  • Retention: High turnover rates are common, as the work can be physically and emotionally demanding.
  • Training and support: There is an emphasis on improving staff training and retention through ongoing professional development opportunities.

Employment Types

  • Many care assistants work full-time, but part-time and zero-hour contracts are also common in the sector.
  • Shift work: The nature of care work often requires evening, night, and weekend shifts, which is something to consider when looking for a job.

Where are the care assistant jobs in the UK?

1. Regional Job Opportunities

London and South East

  • Demand: High demand due to the large, diverse population and the aging demographic. There is also a greater number of private care agencies and care homes.
  • Salary: Typically on the higher end of the scale. Starting salaries can range from £10 to £12 per hour, with more experienced roles or specialized care positions going up to £25,000 or more annually.
  • Types of Jobs: Many care assistants work in residential care homes, while domiciliary care (home care) is also growing, especially for elderly clients who prefer to stay at home.
  • Opportunities: Look for local job boards or agency listings (e.g., Reed, Indeed, or local council websites).

North West

  • Demand: Growing demand, particularly in areas like Manchester, Liverpool, and other urban centers. The region has a mix of public, private, and charity-based care providers.
  • Salary: Average salaries range from £9 to £11 per hour, with slightly higher wages in urban areas and for specialized roles like dementia or palliative care.
  • Types of Jobs: Residential care, dementia care, and home care services are all in demand.
  • Opportunities: Many opportunities through NHS jobs, recruitment agencies, and local council postings.

Midlands

  • Demand: The demand for care assistants is strong in both rural and urban areas, with an emphasis on elderly care and care for individuals with learning disabilities.
  • Salary: Pay tends to be slightly lower compared to London but still competitive. Expect around £9 to £10.50 per hour.
  • Opportunities: Care assistants are needed in nursing homes, care homes, and home care. Look out for opportunities through both private providers and the NHS.

North East

  • Demand: High demand, especially in rural areas where care needs are more specialized and personalized.
  • Salary: Pay ranges from £8.50 to £10.50 per hour, with opportunities for progression into senior care assistant roles or management in care homes.
  • Opportunities: Plenty of openings in smaller, more specialized facilities or independent care providers.

Wales and Scotland

  • Demand: Both countries see a growing demand for care assistants, especially in rural areas where the elderly population is higher.
  • Salary: Similar to other regions but can vary slightly depending on location. Expect around £9 per hour in general.
  • Opportunities: Scotland, in particular, has seen initiatives aimed at improving care staff wages and conditions. Opportunities often available through local government or private care providers.

Tips for Entering the Care Sector

A. Qualification and Training

  • Entry-level: You don’t necessarily need formal qualifications to start, but having a good level of English and maths (GCSE or equivalent) is helpful. Employers often provide on-the-job training, including courses in manual handling, health and safety, and safeguarding.
  • Vocational qualifications: The Level 2 or 3 Diploma in Health and Social Care is highly valued and can help you progress into more senior roles.
  • Additional Certifications: For specialized care roles (e.g., dementia care), consider additional training or certifications like Dementia Care Matters or End of Life Care training. This can make you more competitive, especially if you want to work in more complex care settings.

B. Volunteering or Work Experience

  • Gaining experience through volunteering in a care home or with a home care service can give you an edge. It allows you to understand the work environment and gain firsthand experience, which is highly valued by employers.
  • Many charities and non-profit organizations offer opportunities for volunteers to work alongside professional care assistants, and these experiences can lead to paid positions.

C. Register with Recruitment Agencies

  • There are many agencies that specialize in placing care assistants, particularly in areas of high demand. Examples include Hays Social Care, Recruitment Panda, and Bluebird Care.
  • These agencies can help you find temporary or permanent positions and may also offer additional training.

D. Apply Directly

  • Larger care providers, such as Care UK, Barchester Healthcare, and HC-One, often post job vacancies directly on their websites.
  • The NHS Jobs site also lists roles in the public sector, and local councils regularly post care assistant roles.

E. Be Prepared for Shift Work

  • Many care assistant roles, particularly in care homes or hospitals, require night, weekend, or holiday shifts. Ensure you’re comfortable with irregular hours before applying.
  • Some care providers offer more flexible working hours or part-time roles, so it’s worth asking during the application process.

F. Consider Career Progression

  • Many care assistants progress into roles such as Senior Care Assistant, Care Supervisor, or Registered Manager. With further qualifications (e.g., NVQ Level 5 in Leadership and Management in Care), it’s possible to move into management positions.
  • The sector offers varied career paths, so keep an eye out for opportunities to take on more responsibility.

Job interview questions will vary depending on the job role’s specialty, with employers asking for examples and looking for high levels of knowledge around the specialism.

Interview Specifics:

Structural job interview last 45 minutes with 8 interview questions being asked

Can you demonstrate the relevant knowledge and experience to pass a Care Assistant job interview?

  • sensitivity and understanding
  • a desire to help people
  • teamwork
  • patience and remaining calm in stressful situations
  • an attention to detail (especially when working with medicine)
  • emotional intelligence
  • strong communication and listening skills

Salary and Pay Rates

  • Care assistant salaries in the UK vary depending on location, the level of responsibility, and the type of care provided.
    • National average: The salary for a full-time care assistant is around £18,000 to £22,000 per year.
    • Hourly rate: Care assistants earn approximately £9 to £12 per hour, though this can be higher in some areas or for specialized roles.
    • London and the South East: Wages are generally higher due to the higher cost of living. Salaries in these areas can reach £25,000 or more.
    • Overtime and bonuses: Some care assistants may receive extra pay for weekend, night, or bank holiday shifts.

Check the average pay.

Follow the three rules of a successful job interview:

One – identify the skills and experiences of the care assistant role

Two – be a self-promoter by your personal qualities and experiences by using real examples throughout the job interview

Three – communicate confidently. Explain in detail your work experience and how it meets the job criteria

Get Interview Ready

To pass a job interview, it is important to predict the interview questions and practice delivering the interview answers confidently.

  • Mock interviews help to practice an interview in full
  • Re-writing interview answers helps with memory
  • Talking at a slower pace (as interviewees then speed up due to nervousness) helps the employer to record your experiences and skills

Why do you want to work as a care assistant?

Answer Example:
“I’ve always had a strong desire to help people, particularly those who are vulnerable or need support in their daily lives. In my previous role as a care assistant, I found it incredibly fulfilling to make a positive difference in someone’s day, whether it was helping with personal care or just providing companionship. I believe everyone deserves dignity and respect, and I find great satisfaction in being able to offer that support.”

Can you tell us about your previous experience in care?

Answer Example:
“I have worked as a care assistant for three years, mainly in a residential care home. My responsibilities included assisting with daily activities, administering medication under supervision, supporting residents with mobility, and maintaining their personal hygiene. I also had experience supporting individuals with dementia, which taught me patience and effective communication strategies. I’m passionate about delivering care that enhances quality of life, and I take pride in ensuring all residents feel valued.”

How would you handle a situation where a resident is refusing to eat or take their medication?

Answer Example:
“First, I would try to understand the reason behind their refusal. It might be due to a lack of appetite, discomfort, or fear of medication. I’d approach the situation calmly, offering reassurance and giving them the time they need. I would involve other team members, such as the nurse or dietician, if needed, to explore different ways to address their needs. Sometimes offering smaller, more frequent meals or discussing alternatives for medication could help. Ultimately, my focus would be on listening to their concerns and offering a solution that they are comfortable with.”

How do you ensure the privacy and dignity of the people you care for?

Answer Example:
“I always make sure to respect the personal space and privacy of the individuals I care for. This means knocking before entering rooms, covering them properly during personal care, and ensuring that they are comfortable at all times. I also maintain a confidential approach to their personal information and health history. Upholding dignity involves treating everyone with respect, listening to their preferences, and ensuring they are involved in decisions about their care.”

What would you do if you noticed a colleague wasn’t following proper care procedures?

Answer Example:
“If I noticed a colleague wasn’t following procedures, I would first consider whether it was due to a lack of training or misunderstanding. I would approach the situation professionally, either offering assistance or gently reminding them of the correct procedures. If the issue persisted, I would raise the concern with the manager to ensure that proper standards are maintained. It’s important to create an environment of mutual respect and ensure the safety and well-being of the residents.”

How do you manage stress in a high-pressure environment?

Answer Example:
“Care work can be stressful at times, especially when there are multiple tasks to manage or a resident is in need of urgent support. I find it helps to stay organized, prioritize tasks, and keep a calm, positive attitude. Taking a few moments to breathe and refocus can make a big difference. I also ensure to communicate with my team and ask for help if needed, as care work is often collaborative. Managing stress effectively helps me maintain a high standard of care for the people I look after.”

Can you give an example of when you had to deal with a challenging resident? How did you manage it?

Answer Example:
“I worked with a resident who had dementia and would sometimes become agitated during personal care. I learned that their agitation was often triggered by changes in routine or feeling overwhelmed. I responded by speaking to them calmly and using gentle reassurance. I also made sure to establish a routine and give them the time they needed, avoiding rushing or forcing any tasks. Over time, this approach helped build trust and reduce their anxiety, and I was able to provide better care with their cooperation.”

How would you promote independence in a resident who is physically frail but still mentally alert?

Answer Example:
“I believe in promoting independence while ensuring safety. For a resident who is physically frail but mentally alert, I would encourage them to do as much as they can themselves, whether it’s dressing, eating, or exercising with assistance. I would set up their environment to be as accessible as possible, making sure mobility aids are available and offering encouragement. I’d always respect their pace and preferences, ensuring they maintain a sense of control over their daily activities.”

Evolve the mind book on Amazon

What does good teamwork mean to you in a care setting?

Answer Example:
“Good teamwork means communication, support, and collaboration. In a care setting, it’s crucial that everyone is on the same page to ensure the best care for the residents. I always strive to communicate effectively with my colleagues, sharing any relevant information about the residents’ needs, and asking for help when necessary. I also believe in supporting my colleagues, whether it’s assisting with a difficult task or providing emotional support. In a team environment, we all have the shared goal of providing compassionate, high-quality care.”

10. How do you ensure that you continue developing your skills as a care assistant?

Answer Example:
“I am committed to continuous learning and development. I keep up to date with the latest best practices in care through training courses and reading relevant materials. In my previous roles, I have taken advantage of opportunities for further qualifications, such as the Level 2 Health and Social Care diploma, and I plan to continue developing my skills. I also welcome feedback from colleagues and managers, as it helps me identify areas for improvement and ensures that I am providing the highest level of care.”

Need help? Book an interview coaching session.

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10 Key Job Interview Questions with Examples for a Mental Health Counsellor

Job interviews for mental health counsellors are often behavioral job interviews, where hiring managers ask about previous experiences.

The key to success is gained by the applicant’s ability to demonstrate both their technical expertise and their ability to connect with clients on a deeper level.

Job Outlook for Mental Health Counsellors – Growth Projections


The job outlook for mental health counsellors is generally strong, with demand expected to grow significantly in the coming years. According to the U.S. Bureau of Labor Statistics (BLS), the employment of mental health counsellors is projected to grow by 22% from 2021 to 2031, and it’s a similar picture in the UK and Europe, which is much faster than the average for all occupations.

This growth is primarily driven by:

  • Increased awareness of mental health: As public awareness of mental health issues continues to rise, more individuals are seeking professional help.
  • Expanded access to services: Healthcare reforms and insurance coverage expansions have made mental health services more accessible to a broader population.
  • Challenges related to mental health crises: The increasing prevalence of anxiety, depression, and stress-related disorders (often exacerbated by the COVID-19 pandemic) has created a heightened need for counseling services.

Where are the jobs? Geographic Variation in Demand

The demand for mental health counsellors can vary by geographic region. Some areas may have a higher demand due to:

  • Urban vs. Rural Locations: Larger cities typically have a greater demand due to population density, but rural areas may also have a shortage of counsellors, making them an attractive option for those willing to work in less populated regions.
  • State and Local Health Priorities: States or regions that have higher rates of mental health conditions (e.g., addiction, depression, trauma) may have a more significant need for counsellors. Additionally, states with greater public health funding for mental health initiatives may see higher demand.

How competitive is a Mental Health Counsellor job interview?

Medium in competitiveness

Specializations within Mental Health Counselling

The field of mental health counselling offers various specialized areas, and the demand for counsellors in certain specialties can influence job opportunities and salary potential:

  • Addiction Counselling: With the opioid crisis and other substance use disorders at the forefront, addiction counsellors are in high demand.
  • Trauma and PTSD Counselling: Counsellors specializing in trauma, particularly related to PTSD, are increasingly sought after, especially in regions with higher military or first-responder populations.
  • Marriage and Family Therapy (MFT): Mental health counsellors who specialize in couples or family therapy may find a niche market in both urban and suburban areas.
  • School Counselling: There is growing demand for school counsellors at both the elementary and secondary levels, especially in districts with higher student-to-counsellor ratios.
  • Telehealth Counselling: The rise of telehealth has expanded opportunities for mental health counsellors, particularly for those willing to work remotely and offer virtual sessions.

Job interview questions will vary depending on the job roles speciality, with employers asking for examples and looking for high levels of knowledge around the specialism.

Emerging Trends

The mental health counselling field is evolving, and some key trends to watch include:

  • Telehealth: Virtual counselling services have become increasingly popular, especially post-pandemic, offering flexibility for clients and counsellors alike.
  • Integrated care: More counsellors are working in collaboration with other healthcare providers (e.g., doctors, social workers, and psychologists) to provide integrated care for clients.
  • Focus on preventative care: As mental health becomes a larger part of the public health conversation, more emphasis is being placed on early intervention and prevention of mental health issues, which could increase the demand for counselling services in schools, workplaces, and community settings.

Research prior to the job interview is vital to predict questions (and prepare interview answers) for questions around emerging trends. Tip: check if the organisation advertising the role use or plans to embed AI, robotics, technology, remote counselling, and integrate care in their practice. If so, there is likely to be an interview question relating to this.  

Interview Specifics:

Structural job interview last 45 minutes with 8 interview questions being asked

Can you demonstrate the relevant knowledge and experience to pass a Mental Health Counsellor job interview?

  • emotional intelligence and self-awareness, sensitivity, and empathy
  • keen observation skills
  • a broad-minded, non-judgemental attitude and a respect for others
  • be able to think clearly under pressure
  • listening, verbal and written communication skills
  • an ability to establish rapport with people from all backgrounds and to gain their trust
  • multiagency working
  • an understanding of GDPR
  • a belief in people’s inherent ability to change and develop

Salary Information

Median annual salary: According to the BLS, the median annual wage for mental health counsellors was around $49,710 (USA) in 2022. However, this number can fluctuate based on location, specialization, and experience level. In the Uk the median salary for a mental health counsellor is £38,000

Salaries for mental health counsellors can vary depending on location, education level, and experience. On average, mental health counsellors earn:

Check the average pay.

Mental health hiring managers will ask a variation of the common questions listed below, but it is important to follow the three rules of a successful job interview:

One – identify the skills and experiences of the counsellor specialism

Two – be a self-promoter by your personal qualities and experiences by using real examples throughout the job interview

Three – communicate confidently. Explain in detail your work experience and how it meets the job criteria

Get Interview Ready

To pass a job interview, it is important to predict the interview questions and practice delivering the interview answers confidently.

  • Mock interviews help to practice an interview in full
  • Re-writing interview answers helps with memory
  • Talking at a slower pace (as interviewees then speed up due to nervousness) helps the employer to record your experiences and skills

10 job interview questions and answers for a mental health counsellor

The template below is designed to be amended by the interviewee who can add more detailed (real) examples to the example answer below. It is important to ensure answers describe how previous roles meet the new job criteria for the advertised job role.

1. Can you describe your counselling approach and how you tailor it to different clients?

Your approach to therapy should be adaptable to meet each client’s unique needs. Interviewers are looking for counsellors who can customize their methods based on the situation at hand.

Example Answer:
“My counseling approach combines person-centered therapy and cognitive-behavioral techniques. I create a non-judgmental, empathetic environment where clients feel heard and safe. For clients with anxiety, I may incorporate cognitive restructuring to help challenge unhelpful thought patterns. For trauma survivors, I might integrate mindfulness and grounding techniques to help them stay present and reduce anxiety. By adapting my approach to each client’s unique needs, I ensure that therapy is both effective and empowering.”

2. How do you handle a situation where a client is resistant to treatment?

Resistance can often occur, especially early in therapy. Employers want to know that you’re skilled in overcoming this challenge and building rapport.

Example Answer:
“When I encounter resistance, I first aim to understand the root cause. I might explore with the client whether they’re feeling uncertain or fearful about the process. I normalize that resistance is part of therapy, ensuring they feel heard. For example, with one client who was initially skeptical of therapy, I took time to explain the benefits and how it could work for them. Over time, they became more comfortable and opened up, allowing us to make significant progress.”

3. Describe a time when you had to manage a crisis situation. How did you handle it?

Counsellors often need to act quickly in crisis situations. This question assesses your ability to think on your feet and respond effectively.

Example Answer:
“In one instance, I worked with a client who had just experienced a traumatic loss and was at risk of self-harm. I stayed calm, practiced grounding techniques, and kept the conversation focused on the present moment to reduce their immediate distress. After assessing the level of risk, I contacted emergency support services and made sure the client had a safety plan in place. After the crisis was averted, we followed up with ongoing therapy to address grief and trauma.”

4. How do you ensure confidentiality in your work with clients?

Confidentiality is a foundational principle in counselling, and interviewers will want to know that you take it seriously.

Example Answer:
“I take confidentiality very seriously by storing all records securely, whether digital or paper. I make sure to explain the limits of confidentiality to clients at the start, especially in situations involving harm to self or others. I always obtain written consent if information needs to be shared with other professionals. Additionally, I’m mindful of privacy in conversations—ensuring that no sensitive information is shared inappropriately, even in casual settings.”

5. How do you assess a client’s mental health and develop a treatment plan?

Your ability to assess clients and develop a tailored plan is essential for effective treatment. Employers want to know that you have a structured approach.

Example Answer:
“I begin with a thorough intake assessment, which includes standardized assessments and open-ended questions to understand the client’s history and current struggles. For example, when working with a client experiencing depression, I might use a depression-specific screening tool to assess the severity. I then collaborate with the client to develop goals that are achievable and measurable. We regularly revisit the treatment plan to make adjustments as needed based on progress.”

6. How do you approach working with clients from diverse cultural backgrounds?

Cultural competence is a critical skill for counsellors in today’s diverse world. Employers want to know that you can work effectively with clients from all walks of life.

Example Answer:
“I believe in a culturally sensitive approach. I always make sure to learn about and respect each client’s cultural values and experiences. For example, when working with a client from a collectivist background, I might explore how family dynamics impact their mental health. I also recognize that some therapeutic practices may not align with a client’s cultural or spiritual beliefs, so I adapt my approach to ensure it feels respectful and appropriate.”

7. What steps do you take to maintain your own mental health and avoid burnout in this profession?

Self-care is essential for maintaining long-term effectiveness as a counselor. Interviewers want to see that you take proactive steps to preserve your well-being.

Example Answer:
“I prioritize my own mental health through a combination of supervision, peer support, and personal self-care. I have regular check-ins with a supervisor to debrief challenging cases, and I also participate in support groups with fellow counsellors. Outside of work, I ensure I take time for physical activities like yoga, and I spend time with family and friends to recharge. Setting clear boundaries with clients is also important to avoid burnout.”

8. Can you give an example of a successful therapy outcome you’ve had with a client?

This question allows you to highlight your achievements and demonstrate the positive impact of your work.

Example Answer:
“I had a client who struggled with social anxiety and had a deep fear of public speaking. Over several sessions, we worked on gradual exposure techniques and cognitive restructuring. By the end of therapy, the client felt comfortable speaking in front of small groups and even volunteered to lead a presentation at work. It was rewarding to see them gain confidence and take on new challenges.”

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9. How do you handle working with clients who have severe mental health disorders, such as schizophrenia or bipolar disorder?

Dealing with severe mental health conditions requires specialized knowledge. Interviewers want to gauge your experience and comfort level in this area.

Example Answer:
“I work closely with psychiatrists and other healthcare providers when treating clients with severe conditions like schizophrenia or bipolar disorder. I use evidence-based interventions such as cognitive-behavioral therapy for psychosis (CBTp) and psychoeducation to help clients understand their condition. For example, with a client who had bipolar disorder, I worked on building coping strategies for managing mood swings, and we discussed the importance of medication adherence in managing symptoms.”

10. What do you think are the most important qualities of a good mental health counsellor?

This is a great opportunity to express your values as a counsellor and emphasize the qualities that make you effective in your role.

Example Answer:
“I believe the most important qualities in a counsellor are empathy, patience, and strong listening skills. A good counsellor must also be flexible and open-minded, as each client brings their own unique experiences. It’s crucial to build trust and create a non-judgmental space. I also believe in continual professional development—learning new techniques and staying informed about the latest research to provide the best care.”

Preparing for a mental health counsellor interview requires more than just understanding technical knowledge; it’s about demonstrating how you connect with clients and approach complex situations. By practicing responses to these common interview questions, you’ll be ready to show your future employer that you’re not only a skilled clinician, but also someone who deeply cares about supporting others on their mental health journey.

Need help? Book an interview coaching session.

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Interview Questions and Answers for a University Graduate

Gaining work after completing a university degree is highly competitive as employers receive applicants from qualified graduates from around the UK.

Another barrier for the graduate job seeker is a lack of confidence in a job interview which results in poor interview answers that don’t often highlight a selling point or experience.

Graduate job market stats:

  • 87.7% of working age (16-64 years old) graduates were in employment in 2023, compared to 89.4% of postgraduates and 69.7% of non-graduates.
  • 67.0% of working age (16-64 years old) graduates were in high-skilled employment in 2023, compared to 78.9% of postgraduates and 23.7% of non-graduates.
  • £40,000 was the median nominal salary for working age (16-64 years old) graduates in 2023, compared to £45,000 for postgraduates and £29,500 for non-graduates (to the nearest £500).
  • £26,000 was the median real terms salary for working age (16-64 years old) graduates in 2023 (base year 2007), compared to £29,000 for postgraduates and £19,000 for non-graduates (to the nearest £500).
  • £6,500 was the graduate premium median real terms salary in 2023 (base year 2007), the difference between working age (16-64 years old) graduates and non-graduates average earnings (to the nearest £500).
  • £6,000 was the graduate gender gap in median real terms salary in 2023 (base year 2007), the difference between working age (16-64 years old) male and female graduates’ average earnings (to the nearest £500). 

Source:

How competitive is a graduate job interview?

Medium in competitiveness

Interview Specifics:

Structural job interview last 45 minutes with 8 interview questions being asked

Check the average pay.

The three rules of a successful job interview

One – identify the skills and experiences each employer requires you to possess as these will ultimately become the job interview questions

Two – be a self-promoter by highlighting skills, experiences, knowledge, and qualities the employer requires for the graduate position you are applying for

Three – communicate confidently – speak slowly, give detail, don’t waffle or use filler words. Pause, reiterate, and use public speaking skills to highlight your unique selling point

How to Pass a Job Interview

To pass a job interview, it is important to predict the interview questions and practice delivering the interview answers confidently.

  • Mock interviews help to practice an interview in full
  • Re-writing interview answers helps with memory
  • Talking at a slower pace (as interviewees then speed up due to nervousness) helps the employer to record your experiences and skills

Tell me about yourself.

Answer:
“I recently graduated with a degree in [your degree] from [University Name]. Throughout my academic journey, I developed a strong foundation in [key skills related to the job], and I’m particularly passionate about [specific area of interest]. I’ve also had the opportunity to work on projects related to [specific experience], where I enhanced my problem-solving and team collaboration skills. I’m excited to bring my knowledge, skills, and enthusiasm to a professional setting and contribute to [Company Name]’s goals.”

Why did you choose this field of study?

Answer:
“I chose [your field of study] because of my passion for [specific aspect of the field]. I have always been fascinated by [related interest], and I wanted to deepen my understanding and gain the skills needed to pursue a career in this area. I enjoy solving complex problems and finding innovative solutions, which is why I felt this field was the perfect fit for me.”

What skills did you gain during your studies that will help you succeed in this role?

Answer:
“During my studies, I developed strong analytical, communication, and teamwork skills. I frequently worked on group projects, which helped me learn how to collaborate effectively and manage differing opinions to achieve common goals. I also gained expertise in [specific software or tools] and honed my ability to present ideas clearly, both in writing and verbally.”

Why do you want to work for this company?

Answer:
“I’ve done extensive research on your company, and I admire how [Company Name] is known for its [specific aspect of the company, e.g., innovation, commitment to sustainability, work culture]. The values and vision of the company align with my own career goals, and I believe my skills in [mention relevant skills] would be a strong fit for your team. I’m excited about the opportunity to contribute to your mission and learn from the talented professionals here.”

How do you handle stress and pressure?

Answer:
“I manage stress by staying organized and breaking down tasks into smaller, manageable steps. During busy periods, I prioritize tasks based on deadlines and importance, which helps me stay focused. I also find that maintaining a positive attitude and seeking support when needed helps me navigate challenges without feeling overwhelmed.”

What are your strengths?

Answer:
“One of my key strengths is my ability to quickly adapt to new situations. During my time at university, I worked on various projects where I had to learn new tools or approaches, and I was able to do so successfully. I’m also a strong communicator, which has helped me collaborate effectively with classmates and professors. Finally, I am highly organized, which ensures I can balance multiple tasks efficiently.”

What are your weaknesses, and how do you address them?

Answer:
“One area I’m working on is my tendency to be a perfectionist. Sometimes, I can get caught up in the details, but I’ve learned to balance quality with efficiency by setting clear time limits for tasks and asking for feedback when needed. I’ve found that focusing on continuous improvement helps me make more progress without getting stuck in overthinking.”

Tell us about a time when you worked as part of a team.

Answer:
“In one of my university projects, I worked on a team that was tasked with [project description]. We had to divide the workload based on individual strengths, and I was responsible for [your role]. I made sure to keep communication open by setting up regular check-ins and encouraging everyone to share their ideas. We were able to complete the project ahead of schedule, and I learned the importance of collaboration and clear communication.”

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Where do you see yourself in five years?

Answer:
“In five years, I see myself growing within this company, contributing to major projects, and possibly taking on more leadership responsibilities. I’m eager to continue developing my skills and taking on new challenges, and I hope to be part of a team where I can contribute meaningfully to its long-term success while advancing my own career.”

Why should we hire you?

Answer:
“You should hire me because I bring a strong educational foundation, a proactive attitude, and a willingness to learn. I’m highly motivated to contribute my skills in [relevant area] and am excited to bring fresh perspectives to your team. I also have a strong work ethic and am committed to achieving results, which I believe will allow me to add value to your organization.”

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Interview Answers for a Civil Engineering Job

There is a large need for civil engineers in the UK. As of the second quarter of 2024, approximately 96,600 civil engineers were working in the United Kingdom.

Civil engineer’s job duties include research and design, direct construction, and managing the operation and maintenance of civil and mining engineering structures. Job interview questions, therefore, will focus in on:

How competitive is a Civil Engineer job interview?

Medium in competitiveness

Interview Specifics:

Structural job interview last 45 minutes with 8 interview questions being asked

Can you demonstrate the relevant knowledge and experience to pass a Civil Engineer job interview?

  • technical competence
  • excellent numeracy and IT skills
  • strong communication and teamwork skills
  • the ability to supervise and lead others
  • the capability to work to budgets and deadlines
  • an understanding of relevant building and health and safety legislation
  • a creative approach to problem-solving
  • a flexible approach.

Check the average pay.

All civil engineer hiring managers will ask a variation of the common questions listed below, but it is important to follow the three rules of a successful job interview:

One – identify the skills and experiences each civil engineer employer requires you to possess

Two – be a self-promoter by highlighting design, mathematics and project management skills and experiences

Three – communicate confidently. Explain in detail your work experience and how it meets the job criteria

To pass a job interview, it is important to predict the interview questions and practice delivering the interview answers confidently.

  • Mock interviews help to practice an interview in full
  • Re-writing interview answers helps with memory
  • Talking at a slower pace (as interviewees then speed up due to nervousness) helps the employer to record your experiences and skills

What is the difference between civil engineering and structural engineering?

Answer: In my experience, civil engineering is a broad field that encompasses various types of infrastructure, such as roads, bridges, and water systems. I’ve worked on projects that involved the design of transportation networks and drainage systems. Structural engineering, on the other hand, is a more specialized area that focuses on ensuring buildings, bridges, and other structures can withstand the forces acting on them, like gravity, wind, and seismic forces. When I worked on a bridge project, I collaborated closely with structural engineers to ensure the design could handle heavy traffic loads and extreme weather conditions.

Explain the concept of the “dead load” and “live load” in structural design.

Answer: I’ve worked on multiple projects where understanding dead load and live load was crucial for the structural design. In simple terms, dead load refers to the constant weight of the structure itself—things like beams, floors, and walls. When I worked on a multi-story office building, calculating the dead load was essential to ensure the foundation could support the weight of the entire structure. Live load, on the other hand, refers to temporary loads, such as people, furniture, or equipment. During my time on a hospital construction project, we had to account for live loads like the movement of medical equipment and patients to ensure the floors could handle those fluctuating loads.

What is the importance of soil testing in civil engineering projects?

Answer: I can’t overstate how important soil testing is. On one particular project I worked on, we were building a commercial complex on a site that had a high water table. The results from our soil testing informed us that we needed to design deeper foundations to avoid issues with settlement. In another case, we found that the soil was prone to liquefaction, so we had to take extra precautions when designing the foundation to ensure the structure wouldn’t be at risk during an earthquake. Soil testing has always been a critical part of my planning process to avoid costly mistakes down the line.

Can you explain what “FEMA” stands for and its relevance in civil engineering?

Answer: FEMA, or the Federal Emergency Management Agency, has played a vital role in a number of my projects, especially those in areas prone to natural disasters. For example, I was involved in a project where we had to design a community center in an area vulnerable to flooding. By following FEMA’s guidelines on flood-prone areas, we elevated the building above the base flood elevation to ensure the structure would be safe in the event of a flood. FEMA’s standards for disaster-resilient design are something I always consider when working on projects in at-risk areas.

What is the difference between reinforced concrete and prestressed concrete?

Answer: In my experience, reinforced concrete is the go-to material for many projects because it’s versatile and cost-effective. I worked on a parking garage where reinforced concrete was used to form the slabs and columns. Prestressed concrete, however, is used in situations where higher strength is required, and it’s more efficient at resisting bending and cracking. On a recent highway bridge project, we used prestressed concrete beams because the span was large, and we needed to reduce deflection and improve load distribution.

What are the basic steps involved in a construction project from start to finish?

Answer: From my experience, the steps of a construction project typically start with careful planning and design. For example, during the design phase of a recent residential complex, we worked closely with architects to finalize the blueprints and get the necessary permits. After that, site preparation was key—on one project, we had to deal with a lot of rock on the site, which required extra excavation. During foundation construction, I closely monitored the pouring of concrete to ensure it was done correctly. The next stages involved building the structure, installing utilities, and finishing the interior and exterior. I always ensure that regular safety checks and inspections are part of the process to avoid any delays or issues before handing the project over to the client.

What are the most important factors to consider when designing a bridge?

Answer: In my experience working on bridge projects, I always start by assessing the site conditions, such as soil type, water levels, and potential seismic activity. For instance, when we designed a bridge across a river, we had to account for fluctuating water levels, which influenced the type of foundation we used. Load-bearing capacity is another key factor—on one project, we had to design for heavy vehicular traffic and high pedestrian volumes. Material selection is also important to balance durability, cost, and aesthetic considerations. I remember working with a team to select the right steel for a bridge in a coastal area, which had to resist corrosion from saltwater.

How do you manage project timelines and costs in civil engineering projects?

Answer: Managing timelines and costs is something I’ve always had to stay on top of. For example, on a large infrastructure project I was involved in, I used project management software like Microsoft Project to develop a detailed schedule, breaking down tasks into phases. I worked closely with the procurement team to ensure materials were delivered on time and within budget. One thing I’ve learned over the years is to have contingency plans in place. On one project, unexpected weather delays set us back, so we adjusted the schedule and increased labor during the good weather days to make up for lost time.

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What is the purpose of using BIM (Building Information Modeling) in civil engineering?

Answer: I’ve found that BIM has been an absolute game changer in improving project efficiency and collaboration. In one of my recent projects, we used BIM to visualize the entire building before construction started. This allowed us to identify potential clashes between systems, like HVAC ducts and plumbing, early in the design phase. BIM also made it much easier to communicate with the contractor and stakeholders, which streamlined decision-making. By using BIM, we were able to cut down on rework, which saved both time and costs.

How do you ensure safety on a construction site?

Answer: Safety is always a top priority in every project I’ve worked on. In one of the large-scale projects I was involved in, we had weekly safety meetings where the team would review potential hazards and discuss preventive measures. I’ve made it a point to ensure that workers are provided with the appropriate personal protective equipment (PPE), such as helmets, gloves, and safety boots. On-site inspections are part of my routine, and I always ensure that safety barriers are in place around dangerous areas like excavations and high structures. When accidents or near misses have occurred, I’ve made it a priority to address the issue immediately, conduct a root cause analysis, and implement corrective actions to prevent future occurrences.

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Final Interview Questions and Answers

High skilled positions often come with a long recruitment process, consisting of several interview stages:

  1. AVI – asynchronous video interview (a virtual job interview conducted by an AI bot) used to screen applicants
  2. Technical interview to check a candidates competencies – this may include practical tests
  3. Group interview and/or values interview to review suitability/company culture fit
  4. Final interview for shortlisted candidates

A large number of career professionals on platforms such as LinkedIn express their concern over the high number of interview rounds – or ‘hoops’ they are made to jump through to secure a job offer.

So, why do employers have multiple interview rounds?

From the employers perspective, when paying a high salary for a highly skilled role, the hiring manager needs to ensure they recruit the right person. Often a single interview gives an indication of a persons suitability but doesn’t always highlights the individuals temperament, skills, knowledge, work-ethic, and values.

For low to medium skilled roles, most employers will have one or two interview rounds. For leadership positions, high-skilled roles, technical jobs the recruiters must hire someone who can add value, this requires a more in-depth recruitment process.

What does a final job interview mean?

Research shows how the top three candidates in a job interview will only have one or two points between them – the structured job interview is a close run thing.

Having such a close match can result in the interview panel being influenced by an unconscious bias. Rather then being forced into a decision, the recruitment team, often led by a human resources hiring manager, will invite the top performing interviewees to a final interview.

The final interview means that all the candidates are employable, they all meet the essential criteria and can add value to the team.

Only three to five applicants are offered a final interview round. This shortlist of candidates will all hold relevant industry qualifications , many years of sector experience and the confidence to delivery high-scoring job interview answers during the recruitment process. In short, they have a strong interview identity.

Competition, therefore, is high in terms of quality but low in terms of quantity – as the weaker candidates have already been dismissed.

Border force job interview is competitive

Interview Specifics:

Structural job interview last 45 minutes with 8 interview questions being asked

Can you demonstrate the relevant knowledge and experience to pass a final job interview?

  • Do you give detailed examples?
  • Do you state measurable data during examples?
  • Do you reference industry models and theories?
  • Do your answers meet the job criteria?
  • Are you a self-promoter?
  • Are your answers delivered confidently?
  • Do you use an excessive number of filler words?
  • Does your unique selling point stand out during the interview?

Check the average pay for your job role.

How to prepare for a final interview?

The biggest mistake most career professionals make during a final interview is not repeating examples from previous job interview rounds.

For all rounds, the job interview panel must score applicants based on the answers given in that interview round. Remember that each interview round maybe conducted by a different interviewer.

Not that all previously used examples will be needed. Each employer has their own way of conducting a final interview.

Some employers, will ask similar questions throughout all the interview rounds (worded a little different) to check that the applicant does possess the required skills and knowledge for the job vacancy.

In this approach, the final interviewers – often trained HR and senior leaders will ask more specific interview questions looking for data and evidence that they can measure.

As an example:

  • Interview round 1 question: “Tell me about a time when you worked with stakeholders?”
  • Interview round 2 question: “Tell me about a time when you had to influence a stakeholder?”
  • Interview round 3 question: “Give me an example of when you have influenced a senior stakeholder to overcome an objective on a collaborative project?”
  • Interview round 4 question: “Explain the specific steps you took to get a stakeholder with an objective to a project to agree with a proposal you had created?”

In other organisations, the final interview round will be focused on added value. The interview questions maybe open, even informal, to understand how an applicants experience will make a difference in the current team, on a project, and/or to achieve the company vision.

The employer is looking for:

  • Unique selling points
  • How an (experience) can be used to improve production or output/increase profit
  • What industry related knowledge can help progress the company
  • Specific skills and how they can be used to influence the workforce/achieve an objective
  • How the (applicant) can raise the bar

Final job interview tips

By the final interview stage, the employer has a high opinion of the candidate. The opinion must be reinforced.

It is often the confident, the charismatic interview identity, who is finally offered the role.

This is because employers value confidence. A self-assured employee gets things done. Humans also associate other positive personality traits to confident people. We believe they are hard-working, skilled, knowledgeable, and that they possess good personal skills; communication, listening, teamwork.

To be viewed as confident:

  • Be assertive with your communication
  • Use the power of a pause – don’t rush your answers
  • Add characters and storylines to your examples – entertain as we as explain
  • State researched information about the company within the interview answer
  • Be a master of the basics; eye contact, positive posture, power voice

Be ready to answer scenario interview questions.

Employers recruit for a reason – there is a recruitment to gain a person with the knowledge and experience to achieve a key objective.

The final job interview often focuses on the candidates abilities to achieve these objectives. The questions asked can be both open or closed:

  • What do you know about X?
  • What would be your 5 step plan to achieve (objective)?
  • We are facing a (barrier) who would you turn this around?
  • Describe the operational plan, over a 5 year period, you would implement to achieve (objective)?
  • Tell me more about that?

The employer leaves it to you!

In the final interview, don’t wait to be asked follow up questions. If questions are ambiguous:

  • Tell me more about that (often used in informal job interviews)
  • Describe your leadership style
  • Give me an example of success

It is up to the interviewee to provide the detail. Research shows how the higher number of words per answer often results in a high number of job offers.

Give detailed and specific answers as this increase word count. This can be achieved by:

  • Talk about the pro’s and con’s of a situation, management style, product, machinery, process
  • Use multiple situations in answers. As an example, to answer a ‘leadership style question’ talk about using different leadership styles in different (sector related) environments
  • State a theory or model and give an example of the theory/model in use
  • Embed short metaphors and examples into a longer example, ensuring their is a golden thread

Create a conversation.

Dont wait until the end of a job interview to ask the employer questions about the company.

Ask questions throughout the recruitment process and use the answers to give your own suitable replies. As an example if, by asking the interview questions, it is clear that the company value innovation, ensure you reference times you have been creative and innovative.

Mirror the language an employer uses; build on their metaphors, copy jargon and acronyms. By using a similar level of language a stronger level of rapport will be built.

Final job interview questions and answers

Final job interview question: Tell me what would you do in the first 3 months of working for the organization?

The interviewer here, is checking that the applicant is a self-motivated individual who can get things done.

Explain:

  • Understanding the vison/project brief
  • Planning for risk
  • Reviewing budget spend
  • Team motivation
  • Taking action
  • Being results driven

Final job interview question: How will you motivate the team to achieve the objective?

A leader creates a vision that the team work to achieve. The two parts vision and action(s) come together by ‘motivation’.

Discuss:

  • Different leadership styles
  • Staff motivation models
  • Operational plans
  • Previous examples of motivating teams

Final Interview Questions: What problems do you foresee?

Nothing is streamless in the world of work.

All managers, senior leaders and project managers can predict and manager risk. To answer the ‘problem’ question:

  • State potential problems
  • Discuss risk management models
  • Give solutions to common industry problems
  • Explain reactive and proactive approaches
  • Talk about risk budgets

How competitive is a final job interview?

Final job interviews aren’t competitive in terms of numbers.

The average number of applicants per vacancy is around 250. The average number of interviewees for each role is 8-10. The average number of final interviewees is just 2.

The two final interviewees will be highly skilled, knowledgeable and experienced. In these terms competition is high, because both job candidates are equally matched.

Often, the job offer goes to the candidate who has best prepared, and therefore the most confident in delivering high-scoring interview answers.

For a final job interview, high scoring answers are the answers that give specific and measure data that highlights the candidates competencies relevant to the job criteria and beyond.

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Common Interview Questions for Entry Level Jobs

In years gone by having a degree open the doors to a new career.

In more recent times the number of people attending university has risen meaning having a degree alone isn’t enough to secure an entry level position.

One study precited that ‘the number of young people aged 24 to 34 completing a tertiary degree across OECD and G20 countries is expected to increase to 300 million by 2030, up from 137 million in 2013‘

This is because the data shows that having a degree will:

  • Increase your chances of employment
  • Help gain a high-skilled job role
  • Increase earnings compared to non-degree employees

An entry level job role is a the starting position on the career ladder. Employers, in the main, will create an entry level position with additional support, training and mentoring to introduce the new employee to the word of work even though they lack industry experience.

With an increase in degree level applicants an increase in competition has become common, with job offers going to the candidates who perform best in the job interview.

This article will explain what a graduate can do to pass an entry-level job interview.

How competitive is an Entry Level job interview?

Interview Specifics:

Informal job interview lasts around 30 minutes with 6 questions being asked

Can you demonstrate the relevant knowledge and experience to pass a Entry Level job interview?

  • Relevant qualifications
  • Any sector related experience including placements, internships, and work experience
  • Personal skills and work ethic, related to the job role
  • Knowledge of industry related model and theories
  • Being a life long leaner
  • Commitment to organization as they invest time and money into the graduate
  • Skills gained from being a graduate
  • Any unique selling points

Check the average pay for an entry level job role.

Job offers are given to the graduate who is viewed by the employer as being the best fit. This means the way a candidate is perceived by the interview panel, the applicants interview identity, which is based on their perceived level of knowledge/experience vs their level of confidence, is an important aspect of the hiring mangers decision making process.

In fact, the applicants interview identity for an entry level position is important for a second reason. On average, all the interviewees will have a similar level of qualification (the sector related degree) and therefore a similar level of knowledge.

Each candidate, in the main, wont have in-depth experience of recruitment processes, so will be nervous during a job interview. And most will have equal work experience and/or placements.

In short, an entry level job interview is a level playing field. That means the interview performance can be the difference between or job offer or job rejection.

Job Interview Questions and Answers for an Entry Level Job Role.

Most employers adopt an informal job interview process for an entry-level job role. This is because, in many cases, the candidates wont have enough experience to answer behavioral job interview questions.

An informal job interview is a 30-45 minute job interview where the employers ask several planned job interview question that create a conversation, before asking follow up question depending on where the conversation is leading.

Whereas, a structured job interview – the most common type of job interview will ask the same questions to all applicants, with no ad-hoc follow up questions.

Entry Level Job Interview Question 1 – why did you apply for this position?

Before planning the answers to interview questions, it is wise to first think about the interview environment.

Has the employer requested a virtual or a face to face interview? Tips for a virtual interview can be found here: Online Job Interview Advice

The most commonly asked entry-level job interview question is the ‘why this position?’ question, sometime framed as ‘Tell me about yourself and whey you applied for this role?’

Unstructured job interview questions are often ‘open’ allowing the interviewee to discuss anything they think may be relevant.

Two mistakes graduates make is either 1) not giving enough information and detail, or 2) discussing experiences and skills irrelevant for the advertised position.

To answer the initial opening question discuss three key elements:

  1. Your character
  2. Your journey
  3. Your reason for applying

“I have always had a passion for (industry) this is due to (give reason). What I particular interested in is (give a specific element of the job sector that you care about). My experience (in university studying an X degree/working in job sector) has given me an in-depth knowledge on (job sector criteria) as an example (state 1 or 2 job sector relevant data/knowledge)

I recently completed my (qualification) at (university name) where I (give selling point: achieved a 2:1 or had a work placement at (famous company). In addition to studying I also (describe relevant work experience gained)

People describe me as a (name three qualities). This is because (give reason for the character reference). The reason I applied for this position is because of the company reputation. I am looking to work for an organization that (add facts about the company) which is why I want to work here. I was also impressed with the company vision (state company vision) which is something I also deem important”

Entry Level Job Interview Question 2 – how do you develop yourself?

Employers understand that entry level employees lack sector knowledge and industry experience.

The reason for the lower waged than a more experience career professional is due to the fact that the employer will train, mentor and support the graduate in the position.

Hiring managers are looking to recruit staff members that are life long learners. Technology, politics, customer demand, globalization, among other things, are the drivers of change that evolve each industry.

In time gone by these same drivers of changed happened, but at a slower rate. The fast pace rapid sector changes require a flexible workforce who can absorb new knowledge, changes in industry policy and quick adopt to new ways of working.

On a smaller level, a graduate new to the world of work needs to have the ability to pick business-as-usual tasks and job duties quickly. Over a 3 year period, an entry level employee will learn the same level of knowledge as they did during their degree course.

In short, employers need applicants to demonstrate they are keen on professional development and learning.

“I’m a life long learner who values personal and professional development. Over the past three years I studied for my degree where I gained a (qualification level). As well as attending the lectures, I also decided to improve my sector knowledge by (add any additional studying; attending online courses, watching additional lectures on YouTube or attending study groups). Because I have a clear career direction, I also applied for and gain a (part-time sector job, placement, internship, etc) where I learned about (describe a sector related knowledge).

Because I value development, I often reflect on my strengths and weaknesses and attend short training courses to improve skills and knowledge. Recently I felt I could do with improving a (soft skill) as I knew this skill would be important when (completing a job duty) so I attending a (course) which helped me to (course objective).”

Entry Level Job Interview Question 3 – what can you bring to the team?

The informal job interview is designed to get to know the applicant.

The goal of the informal interview is to find out what the candidate can bring to the team and if they would work well within the company culture, which is why many employers directly ask ‘what can you bring to the team?’

To answer the interview question well, a candidate must remember the tree rules for a successful job interview outcome:

  1. Identify the job criteria – the skills, qualities and experiences an employers deems relevant for the job role
  2. Be a self-promoter – detailing experiences, explaining knowledge and using self-promoting language
  3. Communicate with confidence – delivering interview answers in a clear, concise and confident way

One barrier to gaining a job offer is the relevance of a job interview answer. Some applicants will give detailed and self-promoting answers but still struggle to gain a successful job interview outcome.

The reason is the content of the interview answer. By identifying the job criteria (knowing what the employer is looking for in a new team member) helps to craft an answer that references the job criteria.

“The three key elements that I can bring to the team are X, Y and Z. I’m am highly skilled at X, which means I can (describe how being skilled in X will be a benefit to the organisation). My key strength is Y. As a team member I can use this strength (to gain a positive outcome). And finally, being highly knowledgeable about Y can help in (describe a future scenario where the knowledge would be of high importance).”

Entry Level Job Interview Question 4 – tell me about your course/degree?

The trap, most entry level applicants, fall into when asked a question about their time at university is that the interviewee will simply describe the duration of the course, the course content and their opinion of the degree.

What an employer is really asking is: ‘what skills and knowledge did you gain from studying a degree and how will those skills and knowledge help you in this job role?’

Again, as with all job interview questions it is important to first identify the skills, qualities, and experiences and employer deems to be important and then to reference these throughout the interview answer.

“What I really enjoyed about the course was how it improved my knowledge in (a specific area). As an example, I know have a level of understanding about (technical element of the job role) that would be of great use when (describe relevant work-based scenario). I also have a great knowledge based of (describe three additional knowledges).

Throughout the course, I also able to recognize and build upon some of my skills and qualities. In particular, one of my key strengths is (add strength). On the course I (describe a situation/problem). To overcome this barrier I (state three actions took, describing in detail how yo use your strengths, skills and qualities). This resulted in (state a positive outcome).”

Entry Level Job Interview Question 5 – what were your favorite classes and why?

The ‘favorite classes’ job interview question is asked as an alternative to the ‘tell me about your degree’ question. It is mainly asked in apprenticeship job interviews.

The format of the interview answer is the same for both questions – a focus on how a particular class or classes gave the interviewee the skills, knowledge and experience relevant to the job role.

The above interview answer template can be tailored for both questions.

Entry Level Job Interview Question 6 – what do you like to do outside of university/work?

Businesses complete risk assessments on all aspects of the business, including recruitments.

Hiring a highly experienced and qualified employee is deemed as low risk, as the cost of recruitment vs the experienced gained is viewed as beneficial.

The risk of recruiting a graduate with no industry experience and therefore no way of knowing how the react the pressure of a job role, how they work within a team and their work ethic is viewed as high risk.

In addition, employers spend time and money to support and develop entry level employees. The pay off, for the employer, is that they get to train the new employee to work in a way that suits the culture of the organization.

But culture fit also depends on an applicants personality. By asking ‘what do you do outside of work?’ is an indicate to that persons temperament.

Stay ways from answering the question with anything to do with:

  • Drinking
  • Staying in bed
  • Parties

“I like to make the most of my time. I spend a lot of my evenings exercising, going for short runs, walks and doing yoga. Exercise is one of the best ways to stay fit and healthy but also helps to build a positive mindset.

I mentioned previously that I enjoy professional development. I am currently applying to attend (short course) that will teach me (state course objective).

I also enjoy (describe hobby). What is interesting, even though the hobby doesn’t directly related to the job role, is that this hobby helps me build up (a skill) that can be used when (job duty).”

Evolve the mind book on Amazon

Entry Level Job Interview Question 7 – Do you have any questions for me?

Each hiring manager during all job interviews will ask each interviewee if they have any questions for the employer.

Knowing that the final ‘ask me’ question will be asked, a set of questions needs to be prepared.

  • What will the first few weeks as an entry level employee look like?
  • How would you describe the team?
  • What have previous graduates gone on to do in your company?
  • Why do you proactive employee graduates?
  • Do you offer training for new employees?

This site uses the ‘LMI for All’ online data portal to access official government ‘big data’ sources. This powers the labour market data provided on this site.

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Questions for the Interviewer

One of the most common questions an interview coach is asked, is ‘What questions should I ask the interviewer?’

In fact, more people search on Google for the term ‘interview questions to ask an employer?’ around 100,000 a month, than they do ‘tell me about yourself?’ – the most commonly asked job interview question, which generates around 1000 search queries a month.

To help solve this query, this article will:

  • Explain if asking an employer a question(s) is important
  • Discuss when in the interview it is best to ask an employer a question
  • List questions to ask an employer

Should I ask the interviewer a question?

The all-important question is, do I need to ask a hiring manager a question?

Technically the answer is no.

Don’t get me wrong. Asking the employer questions at the end of an interview is a key part of the recruitment process. The asking of unique questions can help a candidate be remembered by the hiring manager.

More importantly, for the career professional, questioning an employer can help the candidate decide if the organisation and job role are the right fit for them.

First choice job applicants – a candidate who consistently receives job offers following a recruitment process, ask numerous questions about the job duties, company culture, potential advancement, and the realistic future achievements of the business plan.

A first-choice candidates’ level of industry experience and knowledge along with their job interview confidence creates a strong interview identity. Their focus within a job interview, therefore, isn’t one of ‘will I get hired ?’ (desperation) instead, it is ‘will this employer meet my standards?’ (a high-status position).

The first-choice interviewee asks questions to check the employer’s suitability, not because the asking of questions to the employer is expected.

Many employers adopt the structured job interview process, as research shows that a structured job interview, compared to an unstructured job interview, is more likely to accurately predict the job performance of each candidate.

In a structured job interview, the employer will ask a set number of job interview questions, in the same order to each applicant. The interviewee’s job interview answers are scored against a set of essential criteria. Each interview answer is given point(s), on average on a scale of 1-4, and the highest-scoring interviewee is offered the advertised position.

The reason that asking the employer questions at the end of the interview doesn’t affect the job interview outcome is that the ‘do you have any questions for us?’ part of the interview doesn’t receive any points on the interview scorecard.

That means, if two people are equally scored at the end of an interview, and one asks 4-5 questions to the employer, and the other doesn’t ask a single one, the scoring allocated to be candidates will not change.

But….

The logical process of a structured job interview has a significant flaw. The human hiring manager is an emotional being. Emotions change how we perceive others.

The asking of questions shows an employer that the candidate is interested, passionate about the role. It helps build rapport, trust, and likeability. It’s the last chance to make a first impression, and it’s the first impression that creates an emotional reaction – I like or dislike this applicant.

Imagine the two equally scored interviewees. The one who asks the 4-5 questions has a chance to highlight more of their experience. As an example, the candidate may ask ‘can you tell me more about the day-to-day duties?’ After the employer responds, the candidate excitedly explains how they are highly skilled in (add duty).

This additional ‘sell’ isn’t added to the interview scorecard. But common practice is for the interview panel to make notes during the job interview itself and to allocate scores after the interviewee leaves.

If the asking of questions helps to build a positive emotional association with the candidate it is likely that the employer will score the interviewee higher than the applicant who didn’t bother to ask any questions. This is called the halo effect.

When to ask the interviewer a questions?

A higher number of interviewees when asked ‘do you have any questions for me?’ will say ‘no!’

As explained above, the asking of interview questions to an employer can create a significant advantage for the savvy interviewee.

But why wait until the interview end?

As we have already stated, first-choice applicants (which is what all career professionals should be aiming for) in fact ask questions to check the suitability of the employer.

Instead of saving a number of questions to the interview end, questions should be asked throughout the recruitment process as this allows the candidate to check:

  • Does the leadership and management style suit the way they work best?
  • Does the culture of company fit thier temperament?
  • Does the business vision match their career objective?
  • Is the company likely to stay ahead of the game and therefore reduce the likelyhood of having to make redundancies?
  • Will this company help me to grow and develop?
  • Is this the right fit for me?

To ask questions throughout the job interview, follow this process:

  1. Wait to be asked an job interview question
  2. Give an interview answer that communciates competencies confidently
  3. Ask the employer a follow up questio

As an example, if the job interview question is ‘what have you done to update your skills over the past 12 months?’ the applicant will give an answer highlighting the required criteria. In this example, the list is long impressing the employer.

At the end of the interview answer, the panel will spend 30 or so more seconds making notes. In that short time, one of the interview panel will break the silence, in this case by saying ‘that a long list, it sounds like you really care about your professional development?’

It’s at this stage where there is a natural opening for a follow-up question: ‘Yes it’s really important to keep developing your skill set, does the company have any training opportunities for new staff members?’ which creates a natural conversation while building authority.

Another technique is to ask a follow-up question before answering the interview question. In this scenario, the interview question is: ‘give me an example of managing your time?’ Instead of diving straight into the interview answer, the candidate can ask a specific follow-up question: ‘One of my key strengths is time-management. I often use technology to help with time management. Do you use Microsoft teams by any chance?’

The specific question is a hack to ensure that the detailed interview answer isn’t irrelevant. If the employer answers that they do use Microsoft teams, the candidate, in this example, will explain their knowledge of teams and how they use it to create Gannt charts, manage projects, diary management etc – as the employer, because they use the same technology, will see this as highly relevant.

If the employer states they don’t use the referenced technology/system/model the applicant can flip over this and answer the interview question without delving into detail about something the employer doesn’t need to know: ‘No, ok, I mentioned it because there are many tools that can assist with managing time, but the key to managing time is….an example of this is…’

Creating an interview conversation, rather the just answering the interview questions builds rapport. But even with a number of questions being asked throughout the job interview to check the suitability of the employer, you will be asked ‘do you have anything you would like to ask anyone of the interview panel?’ which means you must prepare a list fo questions to ask at the end of the job interview.

Questions for interviewers

Rob Jenkins in an article on what to ask and not ask in an interview (specifically talking about college interviews) said: “Do ask questions that demonstrate not only a knowledge of the college where you’re applying but also an enthusiasm for its mission and an earnest desire to be there”

It is the same in a job interview, each question should be planned to demonstrate a high level of knowledge and experience while expressing enthusiasm for wanting to work within that organization.

The top 3 questions to ask an interviewer

Questions that are unique, intriguing, or a little challenging will be memorable.

The top three questions to ask are designed to make the employer reflect, think, and feel good about themselves.

When a person feels good, the emotional feeling is associated with others in the room. And we are more likely to say ‘yes’ to someone we like.

  • What makes you want to stay working for this organisation?

This question will highlight the culture of the company and the values of the employer. For many employers, who aren’t expecting a self-reflecting question, they have to think about their answer.

  • Where in the team do you see my experience best fitting in – is there any particular project that you think I would be able to add value to?

An interviewee would only ask the employer this question if they know the interview has gone well. From a psychological point of view, the candidate is forcing the employer to view them as being successful in the team/on a project.

It’s the same psychology as if I said ‘don’t think of a pink elephant balancing on a blue ball’ to not think of the suggestion, you first have to imagine it!

  • How will you measure how successful I am?

Asking about a measurement will highlight what the employer values. They might answer with customer satisfaction, targets, data, income, quality, quantity. This is a chance to break through any generic statements relating to values and vision and get a specific on what the employer deems is important.

Questions that impress the employer

The goal of the job interview is to create a strong impression that leads to a job offer.

Even though the asking of questions from a candidate can improve the impression created throughout the recruitment process by highlighting inside knowledge that shows how the candidate is interested in the role.

This is achieved by sharing researched guised as a question. Researched-based questions take more preparation but increase the value an employer associates with the candidates.

The idea is to state the research and ask a question based on the stated research. The research can include:

  • Contracts/tenders the employer is bidding on
  • Sector-related technology
  • Changes to production/vision/values the employer is making
  • New markets the business is moving into
  • Risk from competitors, globalization, politics, etc

Below are three different ways to phrase the question to an employer:

  • While researching the company, I saw that you are looking to (add research), how will this effect the day-to-day activities?
  • I know that the sector/company is facing big changes because of (add research), how do you plan to approach this challenge?
  • I was interested to hear about the new direction the company is heading in, what do you think will be the biggest challenges and biggest rewards?

The best questions to ask in an interview

Each job applicant needs to be armed with at least 10 questions to ask an employer.

A high number of questions is required because some of the answers may be discussed during the job interview. Not all ten need to be asked, often three to five questions are enough.

  1. Can you tell me more about the day-to-day duties and my responsibilities?
  2. What are the main challenges that the team/company face?
  3. Do you collaborate with other organisations?
  4. Is this an office job or do you offer hybrid working?
  5. Who is the company’s biggest competitor?
  6. What changes is the sector facing due to globalisation/technology/demand/politics?
  7. Are there plans to expand the business?
  8. What development and training do you offer new employees?
  9. What is the average duration of an employee working for the company?
  10. How would you describe the culture of the company?

10 Killer Questions to ask an Employer

Killer questions are the question that makes a candidate memorable. They can be a little risky, as some questions are framed to state the candidate’s skill set and can sometimes be seen as self-serving. But when delivered right, with confidence, employers will view the candidate as a high-status individual.

  1. What is the one thing that you know I will be able to bring to the team?

To lessen the self-serving aspect of the question you can replace ‘I’ with ‘the successful candidate

2. What was it in my application that made you want to interview me?

This can be awkward if the employer doesn’t remember the reason for inviting the applicant to interview – this is more common than you might expect.

3. How can I advance myself in this role?

Many employers like to see that a potential employee has a focus on progression. But some may worry that the candidate may jump ship for an early promotion.

4. Why did the last employee leave?

This in fact is a great question, as the question can help the interviewee decide if they should take a role if offered to them. Some employers may feel awkward answering this question.

5. What are the expectations of me in my first 6 months?

A candidate can get a real insight into the role/expectations by asking this question.

6. What have previous staff advanced into after holding this job role?

Asking about future progression shows eagerness and that the career path is important to the employee, but some employers worry that the candidate is wanting to run before they can walk.

7. Is there anything about my interview answers that worry you?

A dangerous question. Here the candidate is directing the employer to think about any negatives they have shown during the job interview. On the other hand, if an employer states a concern the job applicant can address the concern during the interview and create a re-frame to help ensure they are viewed as hirable.

8. What challenges might I expect to face?

The challenge’s question is often asked for managerial positions, project lead roles, and for job roles when collaboration is a key feature. But it can also be asked in most job interviews.

Some employers dislike this question as they have to be honest about any ‘problems’ the business has.

9. Why do you think other people have failed in this position?

This question should only be asked if the employer has referenced that others have previously failed. By asking the question, the candidate can follow up with actions they would take to ensure success.

10. Do team members meet outside of work?

A team that meets outside of work is one that is normally happy – a good indication of a positive workplace. It is good to frame this question by adding ‘for exercise, or food’ so the employer doesn’t believe you are asking about social drinking.

Evolve the mind book on Amazon
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Interview Questions for Retail

Retail is one of the largest job sectors with over 2.9 million employees in the UK alone.

This article will focus on the job interview questions for a retail worker which incldues:

  • Shelf-stacker
  • Till operator
  • Customer service

Retail supervisors and managers attend a more structured job interview where they are asked leadership questions.

A third of retail staff are under the age of 25 and over half are part-time employees. This role attracts both students, looking for a part-time income and full-time retail staff looking for a career in retail.

In the main, the larger retail organizations have an ongoing recruitment campaign and like to hire a diverse workforce.

Due to the time spend on recruitment, many employers deliver short informal interviews that are designed to check a applicants work-ethic, attitude and personal skills.

This article will list the commonly asked interview questions for a retail position, and explain the best way to answer each question.

How competitive is a Retail job interview?

Interview Specifics:

Informal job interview lasts around 30 minutes with 6 questions being asked

Can you demonstrate the relevant knowledge and experience to pass a Retail job interview?

  • Customer service skills
  • Communication skills
  • Numeracy and literacy
  • Reliability
  • Flexibility
  • Teamwork
  • Till/handling cash experience
  • Stock rotation knowledge
  • Sales techniques (for some roles)

Check the average pay for a Retail job role.

Retail job interview questions will vary from one retailer to the next. As an example a food retailer will ask about stock rotation and food hygiene awareness, whereas a clothing company will focus their interview questions on personal skills – being helpful, smart in appearance and communication skills.

All retailers will ask a variation of the common retail questions listed below, but it is important to follow the three rules of a successful job interview:

One – identify the skills and experiences each retailer requires you to possess

Two – be a self-promoter by highlighting customer service skills, reliability and your work ethic

Three – communicate confidently. In retail communication and customer service is a key skill. The whole of the job interview is an assessment of how you come across to a potential customer.

Job Interview Questions and Answers for a Retail Position.

To pass a job interview for a retail position is relatively easy.

Employers don’t ask tricky interview questions, they are rarely ‘scary’ and in the main try to create a relaxed environment to help the interviewee to open up.

At the bottom line, the interviewers want to get to know the potential employee.

The barrier here then is the number of applications each employer receives, which is much higher then the number of job vacancies.

To pass a retail job interview, it is important to predict the interview questions and practice the delivery of the interview answers.

  • Mock interviews help to practice an interview in full
  • Re-writing interview answers helps with memory
  • Talking in slower pace (as interviewees then to speed up due to nervousness) helps the employer to record your experiences and skills

Below is a list of retail questions and an explanation of how to answer each question.

Retail Interview Question 1. Tell me a little bit about yourself?

In all retail job interviews, the hiring manager will ask a generic opening question:

  • “Tell me about yourself?”
  • “Do you have any retail experience?”
  • “Give me an overview of your relative experience?”

The idea with asking a generic interview question is for the interview panel to get to know the job applicant, while at the same time getting them to open up.

By talking about oneself often gives confidence to the candidate, which helps later in the recruitment process when the hiring manager will ask more specific questions.

Employers will make a hiring decision based on the interview answers each candidates give. For a retail job role, the employer using a applicants retail/customer service experience as well as their personality/confidence to create an opinion.

We call the the interviewees Interview Identity.

Interview Answer Template.

“I have worked in (retail/customer service) roles for ‘X’ number of years. I really enjoy the (state a positive challenge) aspect of the role.

One of my key skills is (add retail related skilled IE customer service, sales, problem-solving) an example of this is when I was working as a (job role) at (company). A customer (describe action) to help get a positive result I (describe actions). The outcome was (positive outcome)

People describe as (list qualities). In my last role I was known as the employee who would (add quality; arrive on time, help customers, go above and beyond).

I am currently (studying full-time/looking for a career in retail) and I applied for this position because of (reference a positive aspect about the company)”

Retail Interview Question 2. Why did you apply for a job with our company?

Retail managers know that there is a vast amount of retail job roles, all with varying pay and conditions, available for people to apply for.

With this in mind, a high number of hiring managers will ask the reason why a candidate is applying for their vacancy rather then another.

The reason for this interview question is due to staff retention. The longer a staff member/retail team work for one company the more skilled that team will become (as well as saving on recruitment cost).

Don’t answer the ‘why us’ question with any of the following reasons:

  • Financial
  • Near to my home
  • I just need a job
  • Don’t know

Instead create an interview answer that highlights how the company values, vision and culture appeal to you.

Interview Answer Template.

“When I started job searching I saw a high number of retail vacancies, but when I saw that your company was advertising I knew I had to apply.

What I like about your company is the fact that you (add a company value/vision). This is something I can relate to. I also am passionate about (add a passion that relates to the company value/vision).

I also like where the company is heading. When I was researching the organization I read how you are (add a recent quote from a media source) I think this is a great idea as more people are (give a future action related to the quote IE shopping online).

One of the main reasons I applied for the role, is because I shop at your company and I love (the products/the way customer are treated/the environment)”

Retail Interview Question 3. What does customer service mean to you?

Customer service is a fundamental part of any retail job role.

Retail employers always ask a customer service related interview question:

  • “Tell me about your customer service experience?”
  • “What would you do if a customer did X?”
  • “Give me an example of going above and beyond for a customer?”

An article on Salesforce talked about the 8 principles of customer service:

  1. Teamwork
  2. Listen and share
  3. Friendly
  4. Honest
  5. Improved empathy
  6. Deep product knowledge
  7. Timeliness
  8. Improving processes

One way to answer the customer service interview question is by stating what makes good customer service and then giving an example of delivering excellent customer.

Interview Answer Template.

“For me, customer service is the key part of my job role. Good customer service includes being a great listener and communicator, while being able to build rapport. It is also about being a time-sensitive problem solver and looking at a customer problem from their viewpoint, and most importantly its about helping to create loyal customers.

I have always had a natural ability to give great customer service, as I am a natural peoples person. An example of this was when I was (describe a situation), to help the customer I (add 3 steps: Listened to the issue, discussed options and used my personal skills to get a positive outcome)”

Retail Interview Questions 4. How would you handle a rude customer?

Helping a pleasant customer is easy, they ask for help, help is given and everyone is happy.

On the other hand, having to deal with an angry, rude or disruptive customer is much more difficult.

In fact, the whole reason that customer service is the hot topic in retail job interviews is because of the fact the employers need to hire retail staff that can respond professionally to any customer service situation.

An article on MindTools explains 5 steps to dealing with a rude customer:

  1. Stay calm and don’t react
  2. Don’t take it personally
  3. Listen and apologise if needed
  4. Stand firm
  5. Solve the problem

Interview Answer Template.

“I have helped many rude customer in the past. I don’t get affected by a rude customer as I don’t take the rudeness personally. I know that many customer s act rude because they are frustrated and once they see that I am willing to help them resolve their issue, they will calm down, often applogise and become helpful.

An example of helping a rude customer is when I worked at (company name) and a customer was angry because of (state issue). First I stayed calm and listened to their complaint without interrupting. I then summarised their problem and asked what outcome they wanted. I then though about two options (describe options) and asked the customer a few questions to help them decide which option was best. By being calm, patient and by wanting to solve their problem I was able to get a customer, who initially was rude, to leave a positive comment on a store feedback card.”

Evolve the mind book on Amazon

Retail Interview Question 5. Do you work well within a team?

A retail store is a well oiled machine.

All the various cogs; shelf-stackers, cahiers, cleaners, security guards, customer service desk, buyers, warehouse staff, etc, etc work together to display products that customers want to buy.

The team collectively works well when all team members embrace being team.

Many retail company’s will create a team culture through teambuilding activities, team meetings and highlighting team achievements.

In a retail recruitment process, the hiring manager isn’t just looking for a skilled worker they are searching for a team player.

The best answer to give is to share an example of teamwork in action. When sharing a teamwork example it is important to explain the problem the team were facing before the candidates shares what actions they took to help the team achieves its goal.

Interview Answer Template.

“I really enjoy working within a team. I like that everyone helps and supports each other to achieve a common goal.

An example of me working within a team is when I worked at (organisation). The team had to (achieve an objective) but the problem was (describe a barrier the team faced).

The team didn’t know what we should do, so I suggested that everyone should share an idea. We all did, and that led to a natural discussion. I took the lead and asked my team mates for their opinions on the ideas and before long it was clear that we all wanted to try a particular suggestion. We the divided up the jobs, I was responsible for (task) and went to work. By the end of the (day/project/task) we had (positive outcome).”

Retail Interview Question 6. Do you have any questions for me?

Each hiring manager during all job interviews will ask each interviewee if they have any questions for the employer.

Knowing that the final ‘ask me’ question will be asked, a set of questions needs to be prepared.

  • Can you talk me through the training that you offer new staff members?
  • What are the busiest times of the year?
  • How would you describe an average day?
  • How would you describe the culture of the company?
  • How many staff work full time and part time?

This site uses the ‘LMI for All’ online data portal to access official government ‘big data’ sources. This powers the labour market data provided on this site.

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Job Interview Questions for a Learning Mentor

There has been an increase in learning mentoring roles as education providers employ supportive roles to help struggling students.

In the main, learning mentors work with children, but some positions include mentoring adults. Other vacancies are for specific areas IE young offenders, SEND pupils, etc.

Employers are looking for ‘skills’ as well as experience. When giving examples, applicants need to check if the new job role is mentoring groups and/or 1-2-1s.

This article will help mentors prepare and pass a learning mentor job interview.

How competitive is a Mentor job interview?

Medium in competitiveness

Interview Specifics:

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

Can you demonstrate the relevant knowledge and experience to pass a Mentor job interview?

  • Discussing pupils learning needs to create a plan of action
  • Creating strategies and supportive actions to help increase a pupils confidence level
  • Working in groups or 1-2-1 to help an underperforming pupil achieve realistic educational outcomes
  • Understanding safe-guarding practices
  • Have an awareness of learning styles and techniques
  • Monitor and report on a pupils progression
  • Great questioning and listening skills
  • Support with transition, including report writing

Check the average pay for a Mentor job role.

Job Interview Questions and Answers for a Mentor.

In addition to a structured job interview, many high-school mentoring recruitment process also include the delivery of a presentation. To prepare for your interview presentation click here: How to deliver a job interview presentation.

This article, though, will focus on the answers to behavioral job interview questions.

Behavioral job interview questions ask for examples of passed experience. This means that giving examples is the best way to answer the job interview question.

Mentoring Job Interview Question: Tell me about your experience as a mentor?

Not all employers require the successful job applicant to have direct mentoring experience.

Instead, most employers are looking for certain skills – the ability to mentor a (specific group).

It is important to create a job interview answer that highlights to relevance of the example by following the three rules for a successful job interview:

  1. Identify the job criteria – the skills and experiences required for the mentoring job position
  2. Be a self-promoter – giving detailed descriptions of relevant skills
  3. Communicate with confidence – engage the interview panel with tonality, expressions and gestures, while having clear diction and a nice pace

Example interview answer:

“I have worked as a (job role) for the past (number of years) where I was responsible for (list duties).

I have undertook (list relevant qualifications) which taught me the importance of (a particular knowledge base).

The reason I am so passionate about mentoring is because (reason IE supporting/helping) An example of this is when I was working at (company) where I was mentoring (cohort). to support the client (describe mentoring technique in detail) which resulted in (positive outcome).

To summaries, I have X number of years experience and I am highly passionate and skilled at mentoring others.”

Mentoring Job Interview Question: Give me an example of mentoring a student who was underperforming?

When answering specific ‘example’ questions it is important to give context by describing the situation.

Context allows a hiring manager to understand the difficulties and actions taken.

It is also key to explain any ‘basic’ everyday tasks. A large number of interviewees don’t state ‘obvious’ duties because it is a task they complete everyday.

But, because interviewers follow use a structured job interview process, candidates must state all essential job criteria to receive full marks.

Example interview answer:

“I was working with one mentee recently who was undeforming in (subject) due to (reason). Because of this (reason) the mentee was (describe state – quite, angry, demotivated).

Because I was aware of the situation I, prior, to the mentoring session (actions took to help make the mentee more relaxed, open and feeling safe. This could also include any research undertaken)

When I met the mentee I split the session into three stages: contracting, open questions and goals. It was important to contract because of (reason).

In the mentoring section, I asked, initially very open questions, including (add questions) to help the client open up. The conversation become more specific as we built trust and talked more in-depth about underperformance. We focused mainly on (add detail).

By the end of the mentoring session I signposted to (source) and encouraged goals, including (state goals)

The result of the planning and my communication style was (describe a positive outcome for the client)”

Mentoring Job Interview Question: Tell me about a safe-guarding issue you have had to deal with?

When applying for a mentoring role that works with children’s or vulnerable people, you will be asked a safe-guarding job interview question.

Employers need to check that a mentor knows the correct procedure when a young person discloses that they are in harm.

There are six guiding principles of safeguarding:

  1. Empowerment
  2. Prevention
  3. Proportionality
  4. Protection
  5. Partnership
  6. Accountability

It is important in the safeguarding interview answer to highlight a level of knowledge of safeguarding.

Employers ask for a safeguarding example, to check how the principles have been used in a real situation.

Example interview answer:

“I was mentoring one mentee who disclosed a safeguarding issue. At first the disclosure was made in passing and the mentee, aware of what they have said, tried to deflect the statement by talking about other things.

This where my excellent listening skills come into their own. I also make lots of notes when I am mentoring someone to ensure that the information I have is accurate.

I was aware that the mentee was (embarrassed/upset/angry) and initially I used (open body language/soft tonality/additional questions) to (desired outcome).

I then asked a direct question about the disclosure, this resulted in the mentee (outcome). To gain more information I then asked specific follow up questions. At this stage it was clear that their was a risk of harm to the young person. I asked the mentee to remember at the beginning of the session where I had ‘contracted’ explaining what I have to do if there is a safeguarding concern.

In that company we had to follow a strict procedure when a concern was disclosed, which included 1) informing a line manager, 2) making a social service referral and 3) completing the paperwork.

The mentee was in fact happy to be getting support, but was scared about the process and what would happen long term. To support the mentee I (action – confirmed that I would be able to be in the interview with the social worker/talk to professionals on their behalf/gave an explanation of what would happen in the way of a case study.

The long-term outcome was (state details).”

Mentoring Job Interview Question: Give me an example of successfully mentoring a group?

In the main, mentoring is delivered on a 1-2-1 basis.

Often, though, mentors will deliver group mentoring workshops.

Delivering workshops takes an additional skill. Many employers, to test the delivery styles of applicants, will request for the interviewee to deliver a short interview presentation.

In addition to the presentation, there is often an interview question about group delivery.

The focus of the interview answer should be aimed at the session impact:

  • Was the trainer able to engage all pupils?
  • Did the session fulfil the training objectives?
  • Did the trainer think about individual learning styles?

Example interview answer:

“As well as having (X) number of years experience mentoring in 1-2-1 situations, I am also highly experience in the delivery of groupwork.

The barrier with group engagement is the number of participants. In a 1-2-1 mentoring session, it is easy to adapt the delivery style to encourage and support the mentee.

Whereas in a group setting, it is the planning of the activity which is key. When I plan an activity I first ask about the group – do any have support needs? What are their learning styles? have they volunteered to attend the session?

To plan the session in full, i think about the desired outcome and how I can embed visual, audio and kinesthetic learning styles. I also think about any objections or challenges the participants may have and think of ways to overcome this.

An example of this is working with introverted pupils. As I am experienced with this, I know to ask the group a question IE anyone can answer, and then to follow by asking individuals questions to help engage the whole class.

Last week I was working with one group to help them think about (career goals, improving exam results, motivation, etc). The group was made up of (age/gender/generic barriers). To engage the group I (told stories/created a game/presented facts/played a video).

I also set individual and team tasks, and walked around the room looking for anyone who would need support.

Because I knew that (group/person) had (describe barrier) I (state actions took) which resulted in (positive outcome).”

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Mentoring Job Interview Question: Tell me about a time when you have successfully mentored someone to achieve their goals?

In short a mentor will help an mentee achieve their goals.

There are a number of mentoring models that can be used, with the most famous model being GROW – Goal, Reality, Options and Will.

When giving an interview answer to a 1-2-1 mentoring experience question, it is important to state the required skills used while following a mentoring model such as GROW. These include:

  • Listening
  • Communication
  • Empathy
  • Creating accountability
  • Encouragement
  • Note taking
  • Safe guarding awareness

Example interview answer:

“I have many examples I could use. My favorite is when I was working at (company) and I was mentoring a client who wanted to achieve (goal).

The mentee, when I first met them, was (add barriers; quite, reserved, extravert, demotivated, scared) This was because of their (describe situation).

My first task was to establish rapport, I did this by (sharing stories, listening, finding commonality, not interrupting).

Once the mentee trusted me, which was reinforced by my ability to listen without interrupting, being patient and communicating of their level, I helped them establish their goals.

Initially their goal was ambiguous, which was one reason why they struggled to take action. By asking questions to gain a specific and measurable goal, the client was able to see the realism of achieving their objective.

We discussed option and I would often challenge their goal, thought process or suggestion to help them reflect on what they would need to do and achieve to feel successfully. This reflection technique was something the client hadn’t done before and the outcome was that they felt excited about their potential future.

The reason this was a real success, was due to my emotional intelligence. Because I was working with the client over a number of weeks, there were time when the client was feeling good and other times when they felt down. Having an agile approach allowed me to communicate in a way that suited the situation, increasing trust between myself and the mentee.

There were also times when we went off-topic and talked about hobbies and interest instead of the (goal), which was suitable at that time. And sometimes, when needed i would sign post to suitable agencies where the mentee could gain expert advice and support.

The outcome was that the mentee achieved (long term outcome) and short term felt (motivated/inspired/excited) helping them to take more action.“

Mentoring Job Interview Question: Do you have anything you would like to ask us?

  • Can you describe the duties in an average day?
  • What development opportunities can employees access?
  • Do you specialize in any particular mentoring areas?
  • Are you looking to expand the business?
  • How would you describe the culture of the company?
  • What, would you say, is the management style of the company?
  • How is the mentoring project funded? Do you see nay future risk to funding?
  • What is the customer feedback like?
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