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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Tips for Group Interviews

Group job interviews are a common recruitment stage for customer-facing job roles, and for leadership and management positions.

In addition, group interviews are used as a screening interview for organizations that receive high number of job applications.

A high number of job candidates struggle to pass a group interview due to a lack of understanding of the group interview format.

In this article, you will learn the structure of a group interview, how interviewees are scored, and what a job candidate can do to stand out in the group interview to ensure an offer of a second interview round.

Group Interview Format

Unlike a structured job interview, where each applicant is asked the same number of interview questions that are then graded with the help of a scoring system, the group interview is an observation interview round.

Group interviews are often part of a full-day recruitment process, which includes:

  • A tour of the company
  • Technical test
  • Role plays
  • Structured panel job interview
  • Group exercise interview

The group interview takes around 45 minutes to complete.

The employer will first put the interviewees into groups, before stating the task each group has to complete.

Often the task is a problem-solving task, in the form of physical exercise IE ‘make a bridge over a river using the objects’.

The task isn’t always relevant to the job sector because the task itself isn’t important.

What is important are the qualities of each applicant.

This is because the employer uses a group exercise to better understand how each job candidate acts when working collaboratively in a stressful situation.

Some employers increase the stress by giving a short time frame to complete a difficult task or will ask the groups to attempt a very difficult brain-teaser task.

After the group exercise time-frame has come to an end, the group may be asked to feedback.

The three stages of a group exercise are:

  1. Introduction to the group activity
  2. Group completing the set task
  3. Feedback from the group

What is being assessed during a group interview exercise

Technical interviews are designed to test competencies and knowledge, whereas a group interview exercise is looking at a candidate’s personals qualities:

  • Communication
  • Leadership
  • Teamwork
  • Supportiveness
  • Listening
  • Temperament
  • Following processes (set out in the rules of exercise)
  • Creative thinking
  • People skills

In one group exercise for a large airline company, looking to recruit a number of customer service employees, the hiring managers ask that each candidate stands on a stage and deliver a short 60-second introduction speech.

The recruitment team stated that the rest of the applicants, the audience, to listen to the speaker and give a round of applause at the speech end.

Around 6 hiring managers stood around the room observing and taking notes. The hiring manager, though, wasn’t watching the speaker, instead, they observed the audience, making notes of who, instead of listening, was checking updates on their phone and which applicants had their full attention on the stage.

Anyone who was seen not to be fully listening to the speakers didn’t make it to the second job interview stage.

A second employer asked groups of applicants applying for a managerial position were asked to complete a physical brain teaser – dropping an egg from a height without the egg breaking, by using a range of potential random objects to reduce the like hood of the egg breaking once it hits the floor.

Three hiring managers observed the groups. With the position being a leadership role, many of the applicants wanted to stand out by taking the lead. One potential manager grabbed the instructions and started to assemble the equipment. Another directed the group participants to delegate roles. A third candidate, in their team, asked questions and encouraged people to become involved in the task.

Three candidates acted in three separate ways, all examples of various managerial styles, but which approach was best?

The three rules for a successful job interview are:

  1. Identity the job criteria
  2. Be a self-promoter
  3. Communicate with confidence

Rule number one is key here. What is the culture of the organisation? What is the employer’s preferred management style? Which leadership style best fits the job sector?

How to pass a group interview

In the main, the group interview exercise looks at personal skills and qualities.

The aim is to complete a task, even though a group task is the required action, instead the objective is to observe how each applicant acts and interacts when given a potentially stressful task.

Employers observing group exercises like to see:

  • Leadership
  • Encouragement
  • Teamwork

To be seen as a highly valuable potential employee follow these three steps:

  1. Take charge
  2. Encourage involvement
  3. Create a team approach

Take Charge of the Group Exercise

In the main, most people in a group interview won’t take the initiative.

Taking the initiative creates the ‘leadership’ position. being seen as the natural leader creates a subconscious high-status persona that results in other candidates referring to the ‘group leader’.

In all group exercises, the employer will state the exercise details and give a duration.

The specific details for the task will be written down and one of the group members will have to collect the instructions from one of the hiring managers. This is the first opportunity to take a leadership position, by being the person who stands up and collects the written instructions.

Once, with the instructions in hand, others will naturally look towards you.

Remembering that the whole group exercise process is being observed, read out the instructions to the group.

After reading out the instructions, summarize these and then ask an ‘encouragement’ question to encourage involvement from the rest of the group: “Has anyone had to complete the (task) before?” while looking at each member of the group in turn.

Next, suggest and guide the group by asking for suggestions on how they should approach the task. If the group has introverted members, specifically ask for their opinion.

If there are several good suggestions, recommend the group take a vote as the task needs to be completed within a short duration.

If there is only one idea (you should also have suggested an idea or approach) or once the vote has been completed, explain that everyone should have a role and ask: “Who would like to do X?” or “Who has the skills to do X?”

End, the planning phase of the group task by giving encouragement: “I think it was really good that we were able to share some ideas and pick roles. We have X time left so let’s go for it. I know we can be successful with this task.”

Encourage Involvement

Many of the group tasks during a recruitment event are difficult.

Purposefully difficult, because the employer is observing how candidates act during a stressful situation.

The difficulty of the tasks results in several of the group, getting ‘stuck’ or feeling ‘lost’. Be aware that the ‘lost’ feeling will happen, and look out for when this happens.

When a team member becomes lost, give encouragement. Ask: “(name) is everything ok, need a hand?”

You can also assist: “have you tried doing X?”

Also, offer praise to others: “great job (name), that’s really going to help.”

It is the leadership and teamwork skills that employers are looking for, not the completion of tasks.

By communicating, listening, encouraging, in short – leading the group, the hiring managers will be impressed with the skillset on show.

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Create a Team Approach

There is a balance between being the leader and creating a team environment.

Being to directive could be seen as a negative (depending on the job role) by the hiring managers and some candidates sensing that the contrast between the candidate taking the initiative and themselves could make them look bad might start to challenge you.

The goal then is to create a sense of collaboration, teamwork.

If a candidate challenges the leadership role, encourage their ideas. Ask: “great, what’s your plan/idea?” or if they have relevant experience ask: “That really useful, what do you recommend?”

The goal here isn’t to stand out as the leader. By being the person who collects the instructions, reads them out, and ask the group for ideas and suggestion, the recruitment team will already have noticed you. Encouragement to others, throughout the task, only helps to reinforce the positive first impression.

The real goal, therefore, is to create a productive team, which is why it is suggested to ask for other peoples ideas, and thoughts.

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Customer Service Manager Interview Questions

Customer service manager job roles vary across a wide range of industries. Depending on the company the job title may differ:

  • Customer service manager
  • Customer care manager
  • Customer relationship manager

In all customer service managerial role the main duties are similar; providing a customer focused service to exceed standards that results in an increase in customer loyalty.

In recent years, the role has evolved into customer service in the virtual world as well as physical customers.

A large part of the job role is to:

  • Develop and implement customer service policies and procedures
  • Use data to measure customer satisfaction, needs and sales
  • Improve the overall customer journey
  • Increase online positive reviews
  • Manage a customer service team and/or collaborate with senior stakeholders

The job interview has a large focus on understanding the applicants approach and previous experience in excelling in improving customer service,

How competitive is a Customer Service Manager 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 Customer Service Manager job interview?

  • Create a customer service process and procedure for business as usual tasks
  • Lead on new customer service initiatives and project lead on customer service strategies
  • Investigate and solve customers’ problems, which can include online negative reviews
  • Authorise refunds or compensation to customers as required
  • Analyse customer data and statistics to be used in project planning
  • Develop customer relationship building activities
  • Write detailed reports
  • develop feedback or complaints procedures for customers to use
  • Staff recruitment and management

Check the average pay for a Customer Service Manager job role.

Job Interview Questions and Answers for a Customer Service Manager.

Generally speaking, customer service managers for medium sized organizations will be invited to one structured job interview.

Senior managers overseeing customer service at a strategic level are likely to attend an average of three job interviews including a structured job interview, a strength-based interview and an assessment.

This article will cover the commonly asked interview questions for a customer service manager in a structured job interview.

Tell me about your experience in customer service management?

The initial job interview question is designed to check suitability – does the applicant meet the job criteria?

Opening questions are also generic, to help the interviewee to speak with a view that they will be more relaxed when asked specific job criteria questions later in the interview process.

A savvy candidate can use the opening question to help create intrigue by stating their unique selling points.

Interview Answer Template

“I am highly skilled in customer service management for roles. For the past (number of years) I have been responsible for (add job-related duty). This included (A, B, and C – give detail).

I possess a qualification in (add sector-related qualification) which taught me the importance of (sector-related model or theory), an example of using this in day-to-day tasks is when (add example).

My main strengths include (add unique selling point). To conclude, I am a skilled customer service manager with over X number of years experience, qualified to X level.”

Give me an example of how you would implement a customer service policy?

As one of the main job duties of a customer service manager, explaining the process what implementing a customer service policy is one of the key job interview questions.

The ‘policy’ question must be answered by using the interview answer model – ME (Model and Example).

The model and example interview formula is highly powerful when it comes to technical job interview questions.

By stating the model, in a step-by-step process, all elements of setting up a customer service policy will be discussed analytically, ensuring that all the job criteria on the interview scorecard is referenced.

Much research shows how storytelling increases the likelihood of passing a job interview. This is because stories create an emotional reaction in the hiring manager, and emotions are the doorkeepers to decision-making.

The power of emotions is the reason why a logical answer alone isn’t enough. Once a step-by-step process has been explained, a real-life example must follow.

Interview Answer Template

“Policy creation and implementation is one of my key strengths. The five steps for creating a policy are, 1. identify the need for the policy, 2. gather data to support the creation of the policy, 3. involve stakeholders and draft policy, 4. gain approval for senior managers, 5. implement policy.

An example of creating and implementing a policy is when I worked at X company. At the time (explain barrier/problem). To help define the policy I (searched for data) which helped to create a policy that embedded (a particular requirement). Also, I worked with (stakeholder) as they had a vested interest in the policy outcome. After the policy was approved by (manager/board) I created an implementation plan which included (actions with reasons).”

Describe your managerial style?

There are various management and leadership styles. In the main, most managers have a natural preference for one or two management styles.

Often employers are looking to hire managers who possess the management style that fits within the culture of their organisation.

Interviewees, if required, can review the employer’s culture to help prepare a high-scoring interview answer.

A safe way to answer the management style question is by explaining how you choose your management style based on the situation.

Interview Answer Template

“Situational leadership theory explains there are four key leadership styles; directing, coaching, supporting, and delegating. All managers have a natural tendency to prefer one style due to their temperament.

What an experienced customer service manager, such as I am, must do is choose the most suitable leadership style for each individual situation.

As an example, my natural preference is (name a leadership style). This is ideal when (state situation) but isn’t as useful in (second situation). In this situation, I would use (second leadership style).

I think one of the reasons for my successful career as a customer service manager, is my ability to manage tasks by reflecting on the situation, the project timeframe, and the skills of my team.”

How do you review customer standards within an organisation?

New customer service policies, processes, and strategic plans must be based on data.

Employers will check that a customer service manager makes logical decisions to create change through the analysis of data.

Customer service data can be gained from very sources:

  • Surveys
  • The number of customer complaints
  • Monitoring social media
  • Online reviews
  • Increase or redcutaion in footfall/sales

The customer service answer is best answered using the STAR method.

The STAR method uses an example to show the candidate’s level of competencies.

STAR stands for Situation, Task, Actions, and Results.

Interview Answer Template

Situation – start the interview answer (the example) by describing in a few lines the situation that the company was facing.

“While working as a customer service manager at (company name) we analysed data that compared (a good vs bad customer service outcome)

Task – The task part of the STAR method should state the specific required task. The task is different from the situation (many interviewees miss the task section of the STAR method). The situation is the big picture, whereas the task is the specific plan the team/employee was required to complete

The data showed how we needed to (improve customer service outcomes). To achieve this, I was responsible for (describe task)

Action – Each stage of the STAR job interview method is more specific then the previous one. In the action section, the interviewee needs to explain what is was the did to help bring around a positive outcome.

The action segment is the crux of the job interview answer. The employer isn’t interested in what the team did or a generic cover-all description. Instead, the hiring manager wants data that they can cross-reference against the job criteria.

Specific information can be measured.

To ensure that the best action was achieved I first spent some time planning. There were two possible actions I could take, the first was X and the second Y. The advantage of doing X was (add detail) but the dis-advantage was (add detail). Whereas the disadvantage for Y was (give detail), put the pro’s included (give detail)

I choose (X or Y) because (reason). To start, I first (describe initial actions) as this (add outcome from initial actions). Next, I (describe actions) which helped achieve (outcome). Throughout the task I reviewed my actions to ensure that the task would be completed to the highest quality. Finally, I (add action).

Result – To end the STAR interview formula, the interviewee must state the result or outcome from the action described.

The result should be a positive outcome that helped achieved a particular goal.

My planning, reviewing and my ability to (describe a positive trait) ensured that we were able to (positive outcome) which had a massive effect on (part of the business)

Give an example of helping an underperforming employee to be more successful?

A large part of a customer service manager job role is the managing of staff.

Most questions, relating to performance, are framed as a ‘support’ question.

It is important to talk about a process for managing underperforming staff and to give an example. Again, this question is best answered using the ME – model and example formula.

Interview Answer Template

Not all underperforming staff members underperform for the same reason. As an example if a staff member was previously one of the best performing employees and only recently started to underperform, this maybe an indication that something may have effected that persons motivation or stress.

Compare that employee to a staff member who has underperformed no matter part of the business they are working with.

Generally speaking, if an employee has started to underperform whereas the rest of team is performing well, indicating that the underperforming employee needs support tor motivating I following the three stages that most HR teams embed in their policies: review, training, disciplinary,

The initial stage is bringing the underperformance to the team members awareness, asking, in a 1-2-1 what support they need from myself? This is an informal discussion, that can lead to some actions being agreed.

If performance doesn’t improve, the next meeting is formal with an action plan being created. The action plan can include training, mentoring, work shadowing and a list of priorities action for the employ. The idea is that following the plan will naturally improve performance. The main discussion should challenge the employee to help understand the reason behind the underperformance.

Finally, if performance still hasn’t improved over the duration set out in the action plan, then a more formal meeting will be had that involves the HR team. In short, as a manager i would try to do what I can to support an employee until it is required for HR to get involved.

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Do You Have Any Questions for the Interview Panel?

  • What areas is the business looking to expand into?
  • What development opportunities are available to new staff members?
  • What is the company’s biggest barrier to achieving its KPIs?
  • Who would you say is the company’s biggest competitor?
  • How would you describe the culture of the company?
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Quality Save Supervisor Interview Questions

Quality Save was founded in 1974 by Bob Rudkin while working on a market stall in Walkden. Since then it has grown into a recognized brand across the Northwest, UK.

Quality Save support employees by offering a range of training and professional development opportunities, valuing loyalty as the company like to recruit from within.

For some of their supervisory roles the applicant don’t need experience as Quality Save will train up the successful applicant, indicating that the majority of interview questions while be situational interview questions.

How competitive is a Quality Save Supervisor job interview?

Interview Specifics:

Situational job interview, lasts around 45 minutes with 8 interview questions being asked

Can you demonstrate the relevant knowledge and experience to pass a Quality Save Supervisor job interview?

  • Supervising cashiers, shelf stockers, and other employees.
  • Assisting the store manager with weekly finance returns.
  • Keeping records of employee performance.
  • Reporting on stock.
  • Implementing Quality Save processes and procedures to avoid stock damages, theft, and wastage.
  • Creating a welcoming environment for customers.
  • Supporting staff with training and development.
  • Managing the staff rota.

Check the average pay for a supervisor job role.

Below is a list of commonly asked job interview questions for a Quality Save supervisor role.

Each summary comes with an explanation of the interview question and an example interview answer.

It is important to tweak each interview answer template, making it relevant to the interviewee’s own skills, qualities, experience, and knowledge.

An interviewer’s perception of a job applicant, their interview identity, is made up of the interviewee’s perceived level of knowledge/experience vs their level of confidence during the recruitment process.

The first stage, when preparing for a job interview, is to recognize your own ‘interview identity’.

Job Interview Questions and Answers for a Quality Save supervisor.

Prior to the official job interview, the panel of interviewers (often 3 staff members, including a direct line manager) will make small talk to help relax the interviewee.

The hiring manager will start the interview by explaining the process of the structured job interview.

Including, the number of questions that will be asked, who on the interview panel will ask which questions, and how the applicant can ask for a question to be repeated.

They will go to explain the post-interview details; when each candidate will be told if they have been successful or not.

The job applicant, who prior to the recruitment day has made ample preparation, is expected to answer the questions by showcasing how they meet the job criteria.

Quality Save try to create a relaxed atmosphere and never ask any curveball job interview questions. Overall the interview is informal, within a structured job interview process.

Explain why do you want to be a Quality Save supervisor?

The difference between a situation job interview, and a behavioral job interview, is the framing of the job interview questions.

In a behavioral job interview, the question asked for evidence of past behaviors. Employers using behavioral job interview questions are, in the main, looking to recruit someone with past experience.

As Quality Save recruit and train a suitable candidate, the hiring manager is likely to frame the majority of their interview questions as ‘situational’ – this means question will be framed on ‘what you might do in X situation’.

A situational interview allows an applicant take experience from one job role/sector and make it relevant to another. Also, answers can reference models and theories highlighting a level of sector knowledge.

Answers for both situational and behavioral job interviews must reference the job criteria and be self-promoting.

It is important, therefore, to be aware of the three rules for a successful job interview.

When asked, the why do you want to be a Quality Save supervisor?, answer by stating skills, experiences and and personal qualities that would make you a good supervisor.

It also good to reference any relevant customer service, retail or supervisory qualifications.

This question gives the job applicant a chance to showcase their awareness and knowledge of both the job role and the company – Quality Save.

“I applied for the role of a supervisor at Quality Save, as I have a (background/experience) in (retail, customer service, or supervisory roles). For the past (number of years) I have been working as a (job role) at (company) where I was responsible for (state relevant duties). My direct supervisory experience includes (A, B and C). I am passionate about retail and love (job duty). In addition, I have a (qualification) which taught me the theory for (job duty). I applied for the role at Quality Save as I was impress with (company fact/history/mission).”

What is your understanding of the supervisor job role?

As an organisation that is willing take train up suitable applicants (which is a great way to great start to a managerial career) the hiring manager does need to first check suitability.

One way to check if a job applicant would work be a potential Quality Save supervisor is by checking their knowledge of the supervisor job role.

Many people fail to answer the ‘understanding’ correctly.

A common way to incorrectly answer this interview question, is by just listing a few job duties.

Listing duties does show an awareness of the job role but not a full understanding of importance of certain task, or how supervisory responsibilities have an impact on the business.

To create a high-scoring answer, frame the interview answer by stating first, an overview of what a supervisor does.

Second, state a number of duties, then explain the importance of the stated duty and/or how the applicants possess the skills required to complete the supervisory task.

To better understand the job duties of a supervisor, read the job advert on Monster.

“A supervisor works closely with the store manager to communicate the mission and vision of the company. More specifically, a supervisor will communicate tasks, duties and performance targets to team members while supporting staff, through training and mentoring, to upskill to complete their duties effectively. To be efficient at communication, my experience in (job role) has taught me the importance of (communication criteria/soft skill). Supervisors must be able to motivate team members, an example of me being able to motivative others is when I was working at (company) and (explain situation) happened. To motivate (others) I (actions taken).”

How would you support a new employee?

Supervisors will often mentor and support new staff members.

In retail, its is common to see a large staff turnover as the sector recruits some staff members who are students working their way through university.

Staff support often improves staff retention, and the interview answer should always reference this key point.

If the supervisor role at Quality Save is your first supervisory position, think about what support you prefer when starting a new job. Experienced supervisors are likely to have experience of supporting new employees, that can be used within their interview answer.

Break the answer down into three key areas:

  1. processes and procedures
  2. supporting the new employee
  3. identifying areas of development

“As a supervisor I would always support new employees as this increase staff retention. With any new employee I would first get them up to speed with the company policy and procedures – this might include online training, reading the policies and procedures and through work shadowing and experienced staff member. To check a new staff members progress I would ask them questions on some of the key processes.

It is also important to ensure new staff members are happy with the day-to-day tasks. i would set duties, leave the staff member for a short period of time and then return to ask them ‘how they are getting on?’

Through observing the new employee, having regular catch ups and through asking I would check what areas of development each individual staff member has and help to create a training plan to support them to become a skilled worker.”

How would you react if an employee disagreed with you?

Supervisors need to be confident in themselves and assistive when delegating tasks.

When working as a supervisor, it is likely that from time to time a staff member may disagree with, or even be disrespectful, to the supervisor.

This could take the shape of an employee suggesting a ‘better’ approach for completing a task or passive aggressively refusing to complete a duty.

Employers need to ensure that a new supervisor has the knowhow to handle this situation without it escalating.

“Misunderstandings often result from a lack of clarification. When delegating tasks I would explain my reasons for doing this, to reduce any misunderstandings. If a staff member disagreed with me, I would first ask for and listen to their point of view, encase they have a valid point. If I believed that the employee was trying to be disrespectful, rather then helpful, I would remain calm, and assertively explain that are several ways of completing the task, but we will be going with option that I choose.”

Give me an example of dealing with a customer complaint?

It often comes down to the supervisor to deal with any customer complaints.

Dealing with customer complaints requires a variety of skills:

  • Communication
  • Listening
  • Assertiveness
  • Confirming
  • Professionalism

The three steps for dealing with a customer complaint are:

  1. Listening
  2. Confirming
  3. Resolving

Start the interview answer, by explaining the reasons a customer would make a compliant and detail the above three steps. Ideally, give an example of completing the customer complaint task.

An example of helping an awkward customer is when I was working at X company as a (job role). A customer was (complaining/being angry/being awkward) because (reason).

“Retail customers may complain about employees, cost increases on stock, or being overcharged. As someone with (number of years) experience in (customer facing role) I have successfully resolved customer complaints.

First, I listened to the complaint without interrupting, as it’s important to let me let the customer share their concerns. I then asked specific questions to understand the situation better without making assumptions and to confirm what the customer had stated.

Finally I ask, what was the best way to resolve their issue and share the options I am able to offer there and then. This helped the customer to relax as they felt they were being listened to and supported, resulting in (positive outcome).

An example of this was when (customer complaint), I then clarified what the customer had said and offered (options), which resulted in (happy customer).”

How would you manage your time working in a busy store?

Quality Save is a fast paced retail environment, where now two days are the same.

A supervisor, therefore, must be able to manage their workload, prioritising tasks depending on individual circumstances.

The time management question is really asking – how do you prioritise your workload?

Each week, in the supermarket, there will be regular daily tasks; planning staff cover, stock taking, stock rotation, staff meetings. Plus additional ad-hoc duties that randomly pop up depending on workload and the time of year, with Christmas, as an example, being one of the busiest periods.

When answering the interview question: how do you manage your time (or workload). Split the interview answers into two sections – regular tasks and ad-hoc duties.

“As a supervisor, I know that each day will be different. But embedded into each day will be business-as-usual tasks; staff management, stock inventory, assisting the store manager with stock projections.

For these duties, I prioritise each task depending on the level of urgency and importance. As all these tasks happen weekly, I can easily split each task over a period of a week.

In addition, throughout my working week, new urgent tasks can appear such as several staff being of work at the same time, or an increase in customers during the Christmas period. When new ad-hoc tasks present themselves, which are urgent, I will delegate some of the regular duties to other staff while I prioritise the new job which often has a short deadline.”

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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 at Quality Save?
  • What are the busiest times of the year?
  • How do you compete with other supermarkets?
  • Why do you like working for Quality Save?
  • What is the average duration of staff member working for Quality Save?

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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Teacher Job Interview Questions

The number of applications for teacher positions is on the increase with the rate of applications up by 91% compared with 2019.

There are a range of teaching roles, including:

  • Primary school teacher
  • High school teacher
  • Teaching in further education
  • Teaching in higher education
  • Special schools for children with disabilities and special needs
  • Pupil referral units for pupils who have been excluded from mainstream school
  • Education in prison’s
  • Supply teacher
  • Teaching assistant

In the main, most schools recruit applicant with a QTS – qualified teacher status

Source: train to be a teacher

How competitive is a teacher job interview?

medium level job interview

The medium rating of competitiveness was given due to the scope of schools recruiting teachers, as we as the long interview process.

As an example, applying for a teaching job in a rural area compared to a large city center increases or decreases the number of applications.

Also, the teaching subject makes a big difference to the number of applicants, with schools often struggling to recruit STEM teachers.

And location, applying in the North or South of England drastically changes the number of advertised teaching positions.

Source: reddit

The type of school; primary, high-school, college or higher education also effects the number of applications with primary schools having a high number of applications.

In a recent Guardian post, they said: “Figures released by Ucas, the university admissions network, showed more than 21,000 graduates had applied to teacher training programmes since the start of the coronavirus lockdown, a rise of 65% on the last five years.”

Interview Specifics:

interview duration 45 minutes. Average number of questions 8. Type of job interview: structured.

A teacher interview, as discussed above, is part of a larger recruitment process which can consist of:

  • An interview with school pupils to see how well an applicant can communicate and build rapport with the pupils
  • Assessment centre for psychometric test and/or literacy and numeracy assessment
  • Group exercise with other job applicants
  • The marking of pupils work
  • Delivery of an assembly, presentation and/or class

The teaching job interview is often a whole day recruitment event ending, with a structured job interview where candidates are asked job interview questions relating to the day-to-day tasks of a teacher.

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

  • Prepare, plan and deliver engaging lessons to pupils of different ages and abilities
  • Mark pupil work and maintain records of pupils’ progress
  • Embed a range of learning resources into lessons to increase pupil engagement
  • Prepare pupils for examinations
  • Manage pupil classroom behaviour
  • Meet with parents and carers to discuss pupils’ progress
  • Collaborate with learning mentors, careers advisers and educational psychologists and social workers

Check the average pay for a teacher job role.

Below is a list of commonly asked job interview questions for a teacher role.

Each summary comes with an explanation of the interview question and an example interview answer.

It is important to tweak each interview answer template, making it relevant to the interviewee’s own skills, qualities, experience, and knowledge.

An interviewer’s perception of a job applicant, their interview identity, is made up of the interviewee’s perceived level of knowledge/experience vs their level of confidence during the recruitment process.

The first stage, when preparing for a job interview, is to recognize your own ‘interview identity’.

Job Interview Questions and Answers for a Teacher

Prior to the job interview, the panel of interviewers (often 3 staff members, including a direct line manager) will make small talk to help relax the interviewee.

The hiring manager will start the interview by explaining the process of the structured job interview.

Including, the number of questions that will be asked, who on the interview panel will ask which questions, and how the applicant can ask for a question to be repeated.

They will go to explain the post-interview details; when each candidate will be told if they have been successful or not.

The job applicant, who prior to the recruitment day has made ample preparation, is expected to answer the questions by showcasing how they meet the job criteria.

There are a number of job interview questions for teachers. In this article, you will be given an explanation of how to answer the most commonly asked teacher questions.

Tell me about your teaching experience?

The ‘experience’ interview question is asked at 9 out of every 10 teacher job interviews.

For trainee teacher roles the question may be phrased as: “why do you want to be a teacher?” and some schools ask: “why did you apply for a teaching role at this school?”

To start the job interview on the right footing, the answer to the opening question must create a strong job interview identity.

A positive interview identity comes from highlighting a high level of teaching skills and experience through confidently delivered interview answers.

Here the employer is interested to hear:

  • Number of years in the teaching sector
  • Any specific roles/leads IE led on GATSBY benchmarks, head of yr10, career advisor
  • All teaching qualifications and relevant CPD
  • Pupil groups worked with (SEND, primary/high, yr 7,8,9 etc, young carers, FE/HE)
  • Teaching skills and qualities
  • Any standout achievements

In short, the openness of the first job interview question gives the applicant to state any selling points they deem as important.

The three rules of a successful job interview explain the importance of:

  1. Understanding the job criteria – the teaching duties and culture of the school
  2. Self-promoting any key achievements, teaching style and personal skills
  3. Confidently communicating competencies

“I am a passionate teacher with over X number of years teaching (add various age ranges/pupil cohorts)…

…In my last role I was (add selling point IE head of year 11, SEND coordinator, etc where I was responsible for (list 3-5 duties)…

…my X number of years experience as a teacher I have consistently been able to (add unique selling point) which was achieved by my ability to (add actions), an example of this was (give short example)…”

…My qualifications include (list qualifications)”

What is your knowledge of school data systems?

The following ITC skills are commonly required by teachers:

  • SIMs or other school databases
  • Whiteboard technology and teaching apps
  • Microsoft Office
  • Spreadsheets
  • Email communication
  • Data visualization

The ITC question is asked for two reasons, to confirm the interviewee has a basic understanding of ITC systems, including emails, excel, word documents. And, more importantly, any teacher-related ITC systems.

Schools are becoming more reliant on teaching technology, requiring teachers to be skilled in a variety of ITC.

To answer the technology question, start generic and become more specific, highlighting awareness of the applicant’s level of industry ITC systems and products.

“I am very skilled in a range of ITC skills, including the basics, excel, word, publisher. In fact, my level of (IT system) is above average – I am able to (explain school-related technology such as a teaching app)…

…Because I have worked in the sector for X number of years, I am fully conversed with (school database system) where I (add actions…

….I have experience of (add ITC system) that I use for (relate this to the classroom)”

Give an example of dealing with a disruptive pupil?

Having a range of techniques for dealing with a variety of difficult situations is a must for a teacher – as every day is different.

The ‘disruptive’ pupil question is commonly asked in teaching job interviews. The hiring manager is looking for the applicant to highlight their classroom management techniques.

In an article on handling brazen behavior, Michael Linsin, talks about the need to:

  • Be calm
  • Be Patient
  • Be stealthy
  • Be thorough

When answering the interview question, it is important to set the context allowing the employer to understand and visualise the past situation.

The key to receiving a high-scoring interview answer is to state the steps taken and the outcome from the stated actions.

Start the answer by listing the types of disruptions you have handled throughout your career:

“As an experienced teacher I have dealt with various descriptions from pupils shouting out in class to other pupils refusing to complete a task. From (add disruption to add second disruption)…

Explain why context is important:

“…It is important not to just jump in and discipline a pupil as this could easily escalate the situation. For example, a pupil may be angry because of a recent home incident which requires a different approach from when a pupil is disruptive on a regular basis..”

Next, give a real-life example:

“One example that comes to mind is when I was working as a teacher at (school name). I was teaching (subject) and set (task) when a pupil (disruptive behavior) which resulted in (escalation). Initially I (first action to control disruption), but this didn’t have enough effect. Instead, I (second action) which resulted in (positive outcome)…”

End, with a summary:

“…To summarise, I have much experience supporting disruptive pupils and with classroom management. When there is a disruption I will first think about the pupil and the potential reason for the negative behavior. I then use various techniques such as (A, B, and C) which has a (positive effect)”

Tell me about a time when a child or young person behaved in a way that caused you concern. How did you deal with that?

In an article on Headteachers-update they explain the principles of the NICE approach:

  • Take a child-centred approach to all work with children and involve them in decision-making to the fullest extent possible according to age.
  • Use a range of methods for communicating with children, e.g. drawing, books, activities where appropriate.
  • Explain confidentiality and when you might need to share specific information and with whom.
  • Always do what you say you are going to do and if circumstances change and this is no longer possible, explain why as soon as you can.

Safeguarding questions come in all teacher job interviews, often frame as above: “Tell me about a time when a child or young person behaved in a way that caused you concern.?”

The answer to the question can be split into two sections. The first is a general overview of your knowledge of safeguarding and second, an example of reacting to a pupil’s behavior.

“As a teacher safeguarding is paramount. A common sign of concern is a change in a pupil’s behavior. A pupil who in the main is calm and then randomly turns angry requires investigation. If for example, I discipline the pupil I might miss the reason for the change of behavior…

…I always keep an eye for indicators of abuse, which include:

  • Indiscriminate contact or affection-seeking.
  • Being over-friendly to strangers.
  • Excessive clinginess and persistently seeking attention.
  • Habitual body rocking.
  • Being withdrawn and reluctant to communicate.

…An example of this is when I was teaching at (institute) One pupil that I knew well came to school (with a sign of abuse or neglect). Instead of (potentially escalating action) I decide to (action). I also (positive action taken which could include referrals, parent meetings, additional support). This resulted in (short term outcome and long term outcome).”

Give an example of getting all pupils involved in a lesson?

Pupil participation, not only creates a more enjoyable lesson for the pupils and teacher but also helps individuals pupils understand the lesson.

There are numerous ways to engage pupils from the ‘jigsaw’ technique – allow a student to learn a specific topic before teaching other students, to allowing the pupils themselves to choose a learning style, as discussed on a recent article on Kaplanco.

When answering the ‘involvement’ interview question, is is important, before giving an example, to highlight a working knowledge of engagement techniques.

“Research shows the importance of getting pupils engaged in lessons, from pupils measuring their own distance travelled in the classroom to putting students in charge of the lesson….

…An example of this was when I was working at (school) I was teaching (lesson) to a group of (pupils) and the lesson wasn’t going well (give brief description). To improve the session I wanted to increase pupil engagement. To get the pupils involved I (add steps)…

…This first helped (add positive engagement outcome) but more importantly this achieved (positive outcome)…..

…When planning lessons I always look at different ways to get the pupils engaged in the classroom, as this increases (benefit).”

What are your core strengths in terms of teaching?

Each teacher can bring a new strength to the classroom.

Brightnetwork list the 10 teaching skills as:

  1. Communication
  2. Patience
  3. Creativity
  4. Enthusiasm
  5. Confidence
  6. Dedication
  7. Conflict Resolution
  8. Organisation
  9. Leadership
  10. Adaptability

Interview questions that ask about strengths skills or teaching styles give the job applicant a chance to create a powerful self-promoting answer.

Start the interview answer with ‘confident statement’: “I am a highly skilled teacher who always (unique selling point)…

…the reason I have X number of years of successfully (unique selling point) is my ability to do (action)…

…My core strengths include (A, B and C) which I use when (school related problem)…

Make the answer more specific: “…An example of this was when (faced a problem) I (took action) which resulted in (positive outcome).”

Give an example of being GDPR compliant?

GDPR is a fairly new regulation that has a large impact how schools hold and share pupil data.

If GDPR is unknow to a job applicant, the teacher must familiarize themselves with the GDPR regulations in preparation for the job interview.

Many schools will list their GDPR and data protection policy on the school website.

In the job interview, the interviewee can cover 3 points to help create a high-scoring answer:

  1. GDPR Training
  2. Daily actions taken not to breach GDPR
  3. Any additional knowledge

“In all my previous teaching roles I have had handle sensitive pupil data…

…I have undertaken a range of GDPR and data protection training, which include (name training courses)

As a teacher I follow GDPR regulations by ensuring that all personal data is kept in lockable cabinets including pupil data, medical forms and sensitive information. When using IT systems I always create unique passwords, and lock my computer when I’m away from my desk.

Because we work in education, we deal with (sector-related sensitive data) I am also aware of the need to (add actions relating to the sectors sensitive data)”

Evolve the mind book on Amazon

How would you prepare for an OFSTED inspection?

All schools are asking the ‘OFSTED’ question.

Understanding this allows the job applicant to research and prepare their job interview answer.

The interview answer can start by highlight prior research: “I saw that in your last OFSTED inspection you received a (grading)…”

Before, moving to explaining previous OFSTED inspection experience: “…I myself have had to prepare for X number of OFSTED inspections. while at X school I was reasonable for (OFSTED role/reasonability)…

End the interview answer by giving specifics: “..When preparing for an OFSTED inspection I (actions – these can include proactive actions before the OFTED visit notification and re-active actions once an inspection has been announced). These actions has previously resulted in (positive outcome)”

Do you have any questions for the interview panel?

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.

  • How does the school support vulnerable pupils?
  • What is the schools strategy for maintaining a good OFSTED outcome?
  • What have been the progression and NEET rates for the past 3 years
  • What makes you want to work at this school?
  • How would you describe the schools culture?
  • What CPD is on offer for new teachers?

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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Receptionist Job Interview Questions

50% of all advertised receptionist job positions are part time roles?

This is due to the large scale of reception jobs. With positions being able in a number of job sectors, from education to construction, from finance to the health sector.

Receptionist jobs are advertised throughout the world, with various salaries and responsibilities, depending on the job sector the receptionist role is being advertised in.

How competitive is a receptionist job interview?

Interview Specifics:

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

  • How to greet visits in a professional manner
  • Data inputting, using a variety of IT skills
  • The process for allocating security passes
  • Answer enquiries in person, by phone and email
  • Experience of booking systems
  • Administrational skills and experience
  • Knowledge of GDPR

Check the average pay for a receptionist job role.

Below is a list of commonly asked job interview questions for a receptionist role.

Each summary comes with an explanation of the interview question and an example interview answer.

It is important to tweak each interview answer template, making it relevant to the interviewee’s own skills, qualities, experience, and knowledge.

An interviewer’s perception of a job applicant, their interview identity, is made up of the interviewee’s perceived level of knowledge/experience vs their level of confidence during the recruitment process.

The first stage, when preparing for a job interview, is to recognize your own ‘interview identity’.

Job Interview Questions and Answers for a Receptionist

Prior to the official job interview, the panel of interviewers (often 3 staff members, including a direct line manager) will make small talk to help relax the interviewee.

The hiring manager will start the interview by explaining the process of the structured job interview.

Including, the number of questions that will be asked, who on the interview panel will ask which questions, and how the applicant can ask for a question to be repeated.

They will go to explain the post-interview details; when each candidate will be told if they have been successful or not.

The job applicant, who prior to the recruitment day has made ample preparation, is expected to answer the questions by showcasing how they meet the job criteria.

Tell me about your experience working as a receptionist, and what you can bring to the team?

The opening question for a receptionist interview is always an open-style interview question.

The question may be framed slightly differently:

  • “What is your understanding of a receptionist duties?”
  • “Why did you apply for a receptionist job role within our company?”
  • “How does your work experience apply to this position?”

All opening questions, compared to the forthcoming more specific interview questions, allow an applicant to choose how the answer the question.

This ‘choice’ can result in a clever interviewee focusing their answer on their own unique selling point, what they can bring to the team and how they fulfill the job criteria.

It is important, therefore, to be aware of the three rules for a successful job interview.

In short, the initial question is designed for the employer to gain a general overview of the applicants suitable for the receptionist job role.

Start the interview answer with a standout point that will create interest:

  • A long duration in the industry, as time served is associated with talent: “I have worked as a receptionist for over 12 years…”
  • A required but rare skill to create interest: “One of my key skills is my ability to (add rare skill)….”
  • A reference to the industry the receptionist job role is in, which highlights sector knowledge and understanding: “Throughout my career I have always worked in (sector), throughput this time I gained the knowledge to (industry related receptionist task)…”

Next, be more generic list other receptionist duties, being detailed on any duties that the applicant is highly skilled in:

“I have a wide range of experience working as a receptionist and in administrational roles which include: diary management, making appointments over the phone, data inputting, customer service, and in my last role I led on (highly skilled task) where I (add detail)…”

End the interview answer, with a short summary:

“To summarize, I have X number of years and experience and my skill includes A, B, and C.”

What is your knowledge of ITC systems?

In an article on Indeed, they state the following ITC skills are commonly required:

  • Analytics
  • Social media
  • Graphic design
  • Microsoft Office
  • Spreadsheets
  • Email communication
  • Marketing automation
  • Data visualization

For certain sectors a particular database may be commonly used, requiring the job applicant to not only be aware of the database but to reference the specific database tasks during the interview answer.

An example is the use of ‘Sims’ in schools or ‘autocad’ in civil engineering.

The ITC question is asked for two reasons, to confirm the interviewee has a basic understanding of ITC systems, including emails, excel, word documents. And, more importantly, any specific sector-related ITC systems.

To answer the technology question, start generic and become more specific, highlighting awareness of the applicant’s level of industry ITC systems and products.

“I am very skilled in a range of ITC skills, including the basics, excel, word, publisher. In fact, my level of (IT system) is above average – I am able to (add specifics details). Because I have worked in the sector for X number of years, I am fully conversed with (sector-related ITC system). I have experience of (add ITC system duties).

An example of this, was when I worked at X organization. We were tasked to X. Because of my knowledge of (ITC system) I personally (action taken) which resulted in (outcome).”

What would you do if the computer system failed?

Most offices are becoming paperless, with digital documents replacing paper, and storage cupboards becoming obsolete as businesses move to storing information in the cloud.

The risk, therefore, is system failure.

Employers need receptionist staff to be able to pro-actively respond to difficult ITC situations.

ITC system failure questions may be more specific depending on the sector the advertised receptionist job role is in:

  • “How would you gain customer information if the database crashes?”
  • “How do you recover lost documents in Word?”
  • “How do you backup databases to prevent loss of information encase of a hack?”

The best way to answer the specific ITC question is via a real-life example. Stating a past experience highlights the skills the applicant possesses to deal with the stated problem.

“This has actually happened to me. While working at X organization, I arrived early one day in the office to find that (ITC failure). The timing was terrible, as the company had (a deadline, audit, inspection, customer/client meeting, etc).

My manager was stressed and nobody had any idea what to do.

Because of MY excellent ITC skills, I was able to (add actions taken).”

Give me an example of dealing with an awkward customer?

A key task for a receptionist is taking a customer or client’s phone calls, responding to emails, signing for office deliveries, making/confirming appointments, communicating face to face, and screening external stakeholders who are requesting meetings with senior staff members.

This task requires various skills:

  • Communication
  • Listening
  • Assertiveness
  • Confirming
  • Professionalism

Customers become ‘awkward’ or frustrated due to many reasons:

  • Feeling unwell – this especially important to understand in NHS receptionist roles
  • Having previously trained to get through to a certain person time and time again
  • Time constrictions – commonly happens with delivery drivers
  • A customer with a complaint/unhappy customer
  • Stressed/anxious/annoyed

Start the interview answer, by explaining the reasons a customer or client would be awkward or annoyed (relating to common industry problems).

Follow the opening statement by giving an example of what you would do if a future customer was being awkward.

“In our industry customers can become awkward when X, Y, and Z happen.

In this situation, the best course of action is to remain professional, polite, and to listen to any complaint. It is also important to understand the customer’s point of view and to find common ground. This is because an annoyed customer may leave bad reviews online which could affect the image of the company.

An example of helping an awkward customer is when I was working at X company as a (job role). A customer was (complaining/being angry/being awkward) because (reason).

First, I listened to the complaint without interrupting, as it’s important to let me let the anger out. I then asked specific questions to understand the situation without making assumptions.

I then asked what was the best way to resolve this and shared the options I was able to do there and then. This helped the customer to relax as they felt they were being listened to and supported, resulting in (positive outcome).”

What information would you take from a client who is looking to book an appointment?

Accuracy is key for a receptionist job role.

The specific interview question around what information to take from a client appointment booking could easily be asked for a number of receptionist job duties:

  • “How would you confirm a meeting request?”
  • “In what way would you ensure the accuracy of a data inputting task?”
  • “When speaking to a customer on the telephone what information do you need to take?”

A receptionist is often the first point of call, an information receiver, and giver, and often for many businesses the gatekeeper – deciding which persons get put through to senior staff members, and which don’t.

It is the information gained that allows the receptionist to the decision of who speaks to who. The wrong decision can result in either, an annoyed senior staff member due to having their time wasted or an outraged stakeholder for not being let through the ‘gate’.

To answer the ‘information’ interview question, state the required steps, specifying what information is needed:

“I am highly experienced in booking client appointments. When a client telephones for an appointment I first check who the client is; their name, DOB, and address. Requesting the DOB and address is a check to ensure that the person calling is the client and not a fraud caller.

Next, I check the reasons for the appointment. And the availability of the department. Once a date and time have been agreed, I would send a reminder to each of the appointment attendees via email.

This strategy ensures the accuracy of the appointment and reduces any errors.”

How would you arrange your working day?

Receptionists either work within a small team of receptionists (commonly seen in the healthcare service) or on their own initiative (receptionist in a small office).

Either way, the receptionist has to manage their own workload.

The time management question is really asking – how do you prioritise your workload?

For each receptionist, there will be a list of regular daily and/or weekly tasks, plus additional ad-hoc duties that randomly pop up depending on workload.

When answering the interview question: how do you arrange your day (or workload). Split the interview answers into two sections – regular tasks and ad-hoc duties.

“Each day is different. Generally speaking, I will have a set of regular tasks; checking emails, confirming appointments, updating finance information, taking phone call,s and completing a range of administrational tasks.

For these duties, I prioritise each task depending on the level of urgency and importance. As all these tasks happen weekly, I can easily split each task over a period of a week.

In addition, throughout my working week, new urgent tasks will land on my desk. This could include the month-end finance report that needs double-checking, or an influence of customers due to a new promotion.

When new ad-hoc tasks present themselves, which are urgent, I will delegate some of the regular duties to other staff while I prioritise the new job which often has a short deadline.”

Give an example of being GDPR compliant?

GDPR is a fairly new regulation that has a large impact on the responabilities of receptionists.

Therefore, it is important for receptionists to familiarize themselves with the GDPR regulations in preparation for a job interview.

Most employers will deliver GDPR and data protection training for all new recruits. For the job interview, hiring managers want to ensure that the successful interviewee has enough awareness to not breach the GDPR regulations.

In the interview answer cover the following 3 points:

  1. GDPR Training
  2. Daily actions taken not to breach GDPR
  3. Any additional knowledge

“Due to my previous roles requiring me to handle sensitive personal data I have undertaken a range of GDPR and data protection training.

I am fully versed in (add GDPR regulation related to the sector you are in)

On a daily basis, I follow GDPR by ensuring that all personal data is kept in lockable cabinets, using unique passwords on the various IT systems, and locking my computer when I’m away from my desk.

Because in our (sector) we deal with (sector-related sensitive data) I am also aware of the need to (add actions relating to the sectors sensitive data)”

Evolve the mind book on Amazon

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.

  • How many staff members work in the reception area?
  • What percentage of the job is customer facing?
  • What does an average do look like?
  • Why do you like working for X company?
  • What CPD is on offer for new staff members?

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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How to Answer Government Job Interview Questions

The UK government is one of the largest UK employers, recruiting career professionals in a range of industries from civil engineers to job center plus staff.

Government jobs include:

  • NHS jobs
  • Council jobs
  • Civil service positions
  • Law enforcement
  • Administration
  • Science and technology
  • Teachers
  • and many more

Source: Indeed Use the employmentking search box to find specific industry job interview questions and answers.

Total jobs stated that the average government job salary is £37499 but this is broad average and salary potential depends on the position and job location.

In short, there are a high number of government jobs across the UK with varying salaries.

For a successful job interview outcome, job applicants need to understand how the interview panel views them as employable or unemployable – the job applicants interview identity.

For high skilled roles; engineering, scientist, councilor, teacher, interviewees must be seen as high experience with a high level of confidence – a self assured interview identity or higher.

Step one: take the interview identity test.

For most government positions, applicants will be asked several questions to check elgibaility:

  1. Do you have a criminal record?
  2. Are you a UK resident?
  3. How long have you resided in the UK?
  4. Does any of your family work for (government) department?
  5. Do you have a (sector related) qualification?

Government hiring managers use a panel interview to create a fair recruitment process, all following the structured job interview process.

It is the structured job interview process, asking each applicant the same interview question in the same order and cross-referencing each answer against the job criteria on the interview scorecard, that helps the employer predict the job performance of each interviewee.

The interview panel, often 3-5 hiring managers, will receive a blind application. Information that can create an unconscious bias; applicants age, gender, religion, name of university, disabilities, attended is deleted from the application form.

The removing of non-job related information is designed to create a fairer interview process.

Government recruitment processes can have at least 3 interviews:

  1. Shifting interview – often a quick 15 minute telephone or video interview to check suitability
  2. Panel interview – a structured job interview often consisting of around 8-10 job interview questions
  3. Final interview – delivered often by a senior staff member to check skill level for the advertised role

Each individual position will have various job interview questions. Governemnt recruiters are trained to put job applicants at ease by creating a conversation prior to the start of the job interview.

The following questions that may be asked wont be scored on the interview scorecard. Instead, they are designed to get the job candidate to relax.

  • Did you have any trouble finding the office?
  • How was the drive over?
  • How was your weekend/week?

The hiring manger will then explain the government interview procedure. they will cover:

  • The duration of the interview
  • The number of questions that will be asked
  • The structured interview process
  • Who in the interview panel will ask what
  • That questions can be repeated
  • And that there will be a chance for the interviewee to ask the interview panel questions

There will be a mixture of generic and job specific interview questions.

Generic job interview questions

  • Tell me about your experience and how to relates to the role?
  • What are your greatest strengths?
  • Where do you see yourself in 5yrs time?
  • Tell me why you applied for this position?
  • What have you done to develop yourself in the past 12 months?

Industry specific job interview questions

  • Give me an example of completing (job task)?
  • What would you if (sector related problem) occurred?
  • Do you have an example of collaborating/working within team?
  • What does (sector related term/technology) mean to you?
  • If you where working on (job task) and (problem) happened, what procedure would you follow?

Why a government role interview questions

  • Tell me about your first government position? (often used internal progression job interviews)
  • What has inspired you to work for the government?
  • What do you think working in a government department would be like?
  • Do you know the mission of this government department?
  • How did you find out about the (government) department?

Government interview questions and answers

Why have you chosen to apply for a government position?

Hiring managers want to hire skilled applicants who have an ambition to work for the government, compared to just wanting the role, as the outcome is often a highly-motivated team.

Interview Template:

“I have always wanted to work within a government department, so that my skills can be used to make a difference to improve the lives of the public. I have a wide range of experience related to the (position) which includes (detail experience related to the job criteria). I know that together we will be able to achieve the (department objective)”

What made you apply for a position in this department?

Employers need to know that a potential employee has the skills, knowledge and experiences to be a virtual part of the team. This question is more about the actual duties, rather then answering the question focusing on why you applied for a government role. As an example, a civil engineer would answer by relating to engineering experience more then wanting to be part of the civil service.

Interview Template:

“With over X number of years experience working as a (job role) I am also qualified as a (state qualification). My previous experience include (state job duties and responsibilities) I am always drawn to roles that meet my skills and experiences, but that can also challenge me. I applied specifically for this department because (give reason).”

What do expect to do on a daily basis?

Questions relating to business-as-usual tasks are designed to test competencies and knowledges. Only a skilled and experienced career professional will have a deep understanding of the role. The more an applicant can express knowledge of the job role the higher they will be scored on the interview scorecard.

Interview Template:

“The 3 main responsibilities for this role include (A, B and C) To ensure that I meet my job objectives I would, on a daily basis, focus my time and energy on (duty one – detail required actions, duty two – detail required actions, duty 3 – detail required actions). In addition, I know there will be times when i will be required to (additional task), for this part of my job I would reply on my previous experience of (add past experience) with will allow me to (actions you will take) Overall I am highly experienced in this line of work and can take on any tasks relating to this position.”

Evolve the mind book on Amazon

Do you have any questions for us?

  • Could the department be effected by any upcoming elections or budget cuts?
  • How do collaborate with other government departments?
  • How is success measured within the department?
  • Do new staff undertake any training?
  • Why do you enjoy working in a government department?

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5 Most Common Asked Interview Questions for a Christmas Job

As Christmas approaches, the number of advertised, temporary and part-time, jobs shoots up the Christmas chimney.

In a recent article in the Mirror, they explain how some well known brands are hiring thousands of Christmas staff:

  • Amazon to recruit over 20,000 extra staff
  • Royal Mail, as they do each Christmas, are taking on another 17000 roles in England, 1,800 in Scotland, 650 in Wales and 500 in Northern Ireland
  • And Tescos, Morrisons and Aldi to hire a collective 55000 staff members

This article will teach you how best to answer Christmas job interview questions.

When to apply for a Christmas job?

Applying for a temporary Christmas position is relatively easy.

With employers often recruiting high numbers of staff within a short period of time, the hiring manager will make the application process as simple as possible.

Most organizations will request a CV before inviting candidates to an informal job interview or even a group recruitment day.

Recruitment periods, for Xmas jobs, are between September and November, with some employers hiring all the way into December – especially retailers who also recruit for the increase in shoppers during the January sales.

The golden rule for applying for festive position, is to apply early.

How long does a Christmas job last for?

On average, temporary Christmas roles last around 3-4 months, with a variety of full or part-time hours.

For some employees the part-time position can be the gateway to be offered a full time role. But this is only for a small percentage of workers.

Temporary job roles, recruiting for the lead up to Christmas include:

  • Delivery drives – this is at the highest this year
  • Retailers
  • Marketing
  • Hospitality and catering
  • The voluntary sector
  • Warehouse and packaging
  • Postal delivery workers
  • Ski instructors (working aboard)
  • And of course, Santa Claus in a shopping center

Christmas Job Interviews

Throughout the year, most companies adopt a structured job interview process when recruiting new staff.

As mentioned, employers for their Christmas time hiring may need to boost staffing levels by their thousands. An increase in recruitment over a short period of time, requires a quicker or simpler hiring process.

With time being of the essence, recruiters often adopt the informal, or unstructured, job interview process.

An unstructured job interview, is an informal conversation between the employer and applicant, to check that the interviewee has the required skills and qualities for the advertised role.

Unlike a full-time professional job, where the future employee needs to prove they can add value to the team and business, the temporary Christmas position requires (in most cases) additional staff to keep up with demand – more hands on deck!

During the interview, the employer is looking for the following skills and qualities:

  • Time management
  • Work ethic
  • Team work
  • Multi-tasking
  • Communication skills
  • For many Festive jobs; customer service skills
  • Basic numeracy and literacy

Employers don’t require the following for a temporary Christmas job:

  • Long term project planning skills
  • Creative problem-solving skills
  • Strategic focus

In short, employers are looking for a good fit – someone who can complete business as usual tasks, during a busy period, without requiring to much training and development.

Christmas Jobs: Interview Questions and Answers

Below are 5 of the most commonly asked festive job interview questions and a breakdown of how an applicant can answer each question.

The templated answers, along with a confident interview manner, will result in an increase in job offers.

The interview process

The interview will start with the employer explaining the reason why they are hiring new staff members. Often the interviewer will stat the number of vacancies, which can be in their thousands, the locations of the job roles, the duration of the part-time contract and the potential hours of the role.

Next, the interviewer will state the interview procedure. The duration of the interview, which in most cases for a temporary xmas role, will be 30 minutes. That the interview is informal – they want to get to know the applicant, and when each applicant will be informed of the outcome to their interview – which could be within a few days or, in some cases, a few hours.

Questions and Answers

When using the interview answer template, add your own skills, qualities and experiences to your answer.

What do you know about the role?

The employer asking the ‘what do you know about the role’ question want to check if the applicant has a grasp on the duties they will be required to perform.

Even better, if the candidate can reference their skills, qualities and experiences relating to the business-as-usual tasks in their interview answer, they are more likely to be seen as a suitable fit.

Remember, due to the high number of required staff, job applicants aren’t in competition with other interviewees over one position. Instead, the interviewee only needs to communicate their competencies confidently to gain a job offer.

Interview Template:

“Before applying for (position) at (company name) I looked into the job role and what skills and experiences you would require. I know as an example that the main duties are (A, B and C). As you can see from my application form that I have X number of years experience as a (relevant job role) where I was responsible for (detail relevant job duties) To summaries, I have a good understanding of the role, and various skills that will help me collaborate successfully with you to complete all the required tasks.”

The positions is only for X months, does this suit your situation?

One concern hiring managers have when mass recruiting, is the fact that a percentage of the new staff may potentially leave before their 3-4 month contract is up.

Reassurance, then is key. If an employer believes an applicant has the correct skills and qualities for the role, and is highly likely to stick the job out, they are likely to be hired.

Interview Template:

“Yes certainly. I have been looking for a (X) month contract as this suits my current situation. I am currently (give situation IE on leave from University etc) for 3 months and looking to gain some experience in (add skill relating to the job role IE customer service). I am also very flexible with my contract and hours, so if I am needed for a little longer I would be happy to discuss this.”

How flexible are you in terms of your working hours?

Christmas time for employers is busy.

On top of this staff will ring in sick as the flu cases rise over the winter period. And the nature of part-time and temporary contracts result in staff leaving before the contract end dates runs out.

In short, employer on certain days will need to call on other member of staff to help out.

Ideally, the successful candidates, as well as having the required experience, will also have a flexible attitude towards working hours.

Interview Template:

“I know that this time of year is really busy in (job sector) and that you will occasionally need people to work additional hours. I have a flexible approach and if I can I am always happy to help out. In my last job I would often be called upon to work extra hours during busy times, and i was always happy to be of help.”

Give me an example of doing X

Part of all job interviews for all temporary Christmas jobs will be a number of ‘example’ questions.

To help predict the candidates skills and abilities, interviewers will asked questions based on past behaviors:

“Tell me about a time you did X?”

“Have you dealt with Y?”

“Give me an example of working within a team?”

To answer the various worded versions of the ‘example’ question applicants can use the SAP model:

  • Situation
  • Action
  • Positive Outcome

All you do is describe, in detail, the situation relating to the interview question: “when working at X, we had (situation)…”

Importantly, ensure you state the actions YOU took to solve the situation: “…to solve the situation I did A, B and C…”

End with the positive outcome: “…my actions resulted in (positive outcome)”

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Do you have any questions for me?

For a professional interview, the questions an applicant would ask at the end of a job interview would be around company growth, company culture and long term objectives.

For a temporary Christmas role, the questions can be short term focused:

  • When are you looking for new staff to start?
  • Is there any training for temporary staff?
  • Where will I be based?
  • Is there any opportunity for working extra hours?
  • What will be my main responsibilities?

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How to Answer the Interview Question ‘What can you bring to the team?’

The ‘what can you bring to the team’ is one of the best job interview questions any experienced career professional can be asked.

Why?

The openness of the question allows a skilled interviewee to sell themselves by discussing a skill, quality or experience that would be hard to embedded into an interview answer for a more specific recruitment question such as a ‘give me an example of….’

Open job interview questions, which include:

  • Tell me about yourself?
  • What are your strengths?
  • Why should we hire you?

The barriers and pitfalls to the open interview question

One of the most common mistakes when answering ‘open’ questions, is the tendency to list items.

As an example, for the ‘why do you want to work here?’ open interview question, an applicant may reply with the following list: “Because I like the company, it has a good reputation, and I have always wanted to work.”

It is similar with the ‘strengths’ question: “My strengths include teamwork, the ability to get things done and my work ethic”.

‘Listing’ is a technique that works when embedded into a more detailed job interview answer. As a solo technique it often doesn’t result in a high-scoring answer.

The second pitfall that many nervous job applicants fall into, is the unintentional rambling problem.

Unintentional rambling is common in a job interview because the interviewee knows that they should be giving a longer answer.

As an example, when asked ‘why should we hire you?’ the nervous applicant panics as they search for a high-scoring interview answer.

Initially, they reply using the listing method: “I am highly skilled, experience and qualified.”

Realizing that they need to add more meat to the bone, the candidate adds a second list: “..Also, I’m good with people, a strong communicator and a good listener.”

At this point panic takes over, firing the flight or fight mode, with the interviewee splurting out irrelevant information: “…I am also good at administration, tidying up and making cups of tea!”

You may have done this yourself. You return from an interview and think: ‘What was I saying in there?’

The key to avoid rambling is having a interview answer structure.

Interview Answer Structure

Getting back to the interview question in-hand, before I start going off topic as well!!

Open questions allow the applicant to state whatever it is they want to discuss.

It is key, then, to be a self-promoter during the answering of this question. In fact, all three rules of a successful job interview come into play during the ‘what can you bring to the team?’ interview question.

To plan a high-scoring answer, think about:

  • What does the current employer need, or what problem are they facing (and do you have the solution, skills or expertise?)
  • What is the culture of the company?
  • How can you frame your unique selling point and expertise to be relevant to the interview panel?

To answer the interview question, each applicant must discuss the following three points during the interview answer:

  • An understanding of the job role/duties
  • Sector related experience/knowledge
  • Personal qualities

Below is a breakdown of the interview structure, which needs to be edited to fit the job sector and experiences of each individual job applicant:

Start the answer by referencing a key area of the job role. name a specific duty or industry problem.

Second, explain how you have experience in this area or highlight a relevant skill set.

Finally, end by focusing in on your personal skills and qualities.

Interview Answer Template:

Interviewer: “Tell me what you can bring to the team?”

Interviewee:

“After working in this industry for X number of years, one of the most common problems we face is (add sector related problem) The (problem) is an issue as it (add the negative effects of the problem)….”

“….My experience in (job role/dealing with the problem) has taught me (explain in detail what actions are required to overcome the problem) This is one of the things I can bring to the team, the ability to (summarise how your expertise/experience can overcome the industry problem)….”

“….In addition, I am able to (add second skill or experience relating to the job role/duties). An example of this was when I was working for X organisation and we were tasked to (achieve a goal). To meet the (objective) I (explain steps taken/actions took) which resulted in (outcome)…”

“…To summarise, I can (point 1) and (point 2). And my (add personal qualities/skills, ideally relevant to the company culture)”.

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What makes an interview answer effective?

Research has shown what elements help to create a high-scoring interview answer, tehy include:

  • A structured interview answer
  • A higher number of words per answer
  • Varying tonality during the interview answer to help maintain interest
  • A confident delivery style
  • Positive language (nervous applicants will self-disclose weaknesses)

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A Quick Guide to Answering Job Interview Questions

A large number of job seekers fear the recruitment process, believing that they wont be able to produce a high-scoring job interview answer in the pressurised environment of a job interview.

The truth is, high-scoring job interview answers come from giving specific details. Being confident during the job interview helps with this, as confidence creates relaxation, and being relax helps to stimulate the minds memory functions.

In the main, interviewers across all job sectors follow a similar interview process. By understanding the job interview process, and by predicting the job interview questions, job applicants to prepare high-scoring interview answers.

This article will give a quirk guide on how to answer each of the various job interview questions, a job applicant may be asked during the job interview.

Opening questions

Employers understand that interviewees will be nervous during the recruitment process.

It is also well known that, the more somebody speaks the more confident they become in expressing themselves.

With this in mind, a hiring manager will start of the job interview asking open questions before asking more specific questions, requiring longer and more detailed answers.

Bare in mind, each job interview answer is scored against the criteria on the job interview scorecard. Meaning that each answer, even for the initial opening questions, must reference the job criteria to receive a high mark.

The most commonly asked open-ended job interview question is:

“Tell me a little about yourself?”

To answer the ‘tell me about you’ question, answer using a three point process:

  • State the number of years experience in the industry – as duration is associated with competence
  • Reference any industry-related questions – as having academic qualifications are viewed as being knowledgeable
  • Talk using industry jargon – the use of sector related communication has a strong implication of how the employer views the applicants overall suitability

In addition, explain what you can bring to the team – your unique selling points

The second most commonly asked job interview question is:

“Why do you want to work at this organisation?”

The ‘why us’ question has nothing to do with the applicants suitability to complete the job duties, as other interview questions cover this essential criteria. Instead the ‘why us’ question is about employee retention.

Employers ask retention questions due to the average number of years an employee stays within one company.

Research has shown how most career professionals will job-hop once every 3-5 years.

From an employers perspective, having a regularly changing workforce is bad for business. The first 12 months in any job is about the employee becoming familiar with the company processes, procedures and company culture.

The second year helps the employee become competent with business-as-usual duties.

And, in the third year, the employee then starts sharing ideas and bring new suggestions (or business) If the employee starts looking for a new job by year three, from a business perspective, the employer hasn’t gotten value for money.

When answering the ‘why us’ question:

  • Talk passionately about the company vision, mission and values
  • Quote positive stories about the company from the local media
  • Be specific, explain why you would fit in well to the company culture

To prepare for the ‘why us’ question research is virtual.

“Give me an example of X”

Behavioral job interview questions, are interview questions that are framed as a past behavior:

  • “What did you do in (past) situation?”
  • “Give me an example of (a past time you did X)?”
  • “Tell me about a time when you (completed a previous task/duty)?”
  • “Describe a past project?”
  • “What has been your key career achievements?”

Employers, therefore, are looking for the job candidate to describe a past real-life scenario.

The job interview answers for most behavioral job interview questions will be an ‘example’ or a ‘story’.

One of the biggest mistakes, when using the example storytelling technique, is a lack of specific actions.

What i mean by this, is that the interviewee will forgot to state the actual actions they took as an individual, and instead will talk about the ‘team’ or worse, not even mention the required actions to achieve a goal or objective.

To give a high-scoring example answer:

  1. Describe the past problem or goal to company/team was facing
  2. State at least 3 actions you took
  3. Explain the positive outcome from the stated actions

In the actions section, job applicants can discuss/expain:

  • Their decision making process
  • Influencing stakeholders
  • Delegation
  • Actions taken
  • Reflection techniques

“How would you approach X?”

Competency based job interview questions are part of a structured job interview process. A competency based interview question can take the shape of a ‘behavioral’ question, as described above, or as a future scenario – which is better known as a ‘situational’ job interview question.

Examples include:

  • “What would you do if (industry related problem) happened?”
  • “How would you approach (sector task)?”
  • “How would you handle a disagreement with your manager?”

The idea behind the hypothetical questions, is that it allows the job applicant to share ideas and suggestions from lessons learnt, transferable skills/innovations from a different sector and to describe a new approach they would take, rather then having to describe a past process from a previous role (as required with a behavioral job interview questions).

Hypothetical interview questions can be answered by:

  • Giving options to highlight breath of knowledge – “In this situation there are two choices”
  • State the pro’s and cons for each option to show competencies – “…the positive for choice one is….but the negative is….”
  • Share experience – “…in my experience I would choose (option 1 or 2) because (state reason).”
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Technical Interview Questions.

Another type of job interview question that is asked under the ‘structured’ job interview process are the ‘technical’ questions.

Technical job interview questions are designed to test the applicants knowledge and knowhow.

They key to delivering high-scoring technical job interview answers is through confident communication.

Industry models, theories and concepts must be explained in an easy to understand (and follow) manner.

It is best to give a logical, sequential and step by step answer (imagine explaining the technicality to a non-expert).

Technical questions look like:

  • “What does (industry term) mean?”
  • “Explain what (industry technology) does?”
  • “When would you (complete a certain duty/task/step)?

It is important to give detail to highlight sector knowledge and experience, which supports the creation of a positive interview identity:

Closing Questions.

Towards the interview end, employers will finish by asking a few questions around the applicants motivation (or working style):

  • “How do you work best?”
  • “What does a successful day look like to you?”
  • “How do you motivate yourself?”

The ‘personal’ questions are asked to check if the candidate is a fit with the organisational culture.

As previously mentioned, employers are looking to hire someone who is likely to stay with the company for a number of years. Research shows, how by hiring an applicant who would naturally fit-in well with the company culture is more likely to stay within that job role.

When answering the ‘personal’ questions, bets practice says to be yourself – be open and truthful.

In addition, to stating preferences, the applicant can gain additional points on the interview scorecard by following up the stated preferences with an example of (interview question).

The final question is always: “Do you have any questions for us?”

Even though job applicants aren’t scored on the the final ‘what would you like to ask us?’ interview questions, it is virtual to ask something. In fact, a good question can make the applicant highly memorable.

Example Questions to Ask:

  • “Do you have any future plans to expand the company?”
  • “Why do you like working here?”
  • “What is the most challenging part of the role?”
  • “What is the projected income for the next 12 months?”
  • “What would I be doing in the first 5 months of the role?”
  • “What is the average duration of an employee working at the company?”
  • “Can you tell me a little bit more about the company culture?”
  • “How do you evaluate success?”
  • “What is the company’s policy on personal development and training?”
  • “Where do you see the company being in 5 years time” 

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Body Language that will make you look Confident in a Job Interview

The employer’s decision-making process is influenced by the applicant’s perceived level of knowledge and experience vs their level of confidence – the candidate’s interview identity.

Confidence is presumed by the interviewee’s body language, posture, walk, handshake, eye contact, and communication skills.

Therefore the initial impression, when the employer first meets the interviewee, is a key moment.

If the applicant exudes confidence, the impression of the candidate will be positive as humans like and are drawn to, confident people. In fact, most people are attracted to people who they believe are confident.

A confident first impression based on the appearance of an applicant, prior to answering any job interview questions, is an unconscious bias.

Biases act as an initial filter. At a basic level, the bias creates a likeability filter. If an employer has a positive opinion of the applicant, based on their confident initial impression, the interviewer will subconsciously search for evidence to back up their belief.

In short, utilizing confident body language encourages the interviewer to see the applicant as a potential team member.

A second gain to having confident body language is the body-mind cycle.

The mind-body cycle works by a person’s stance, confident or nervous, sends signals to the mind – I am feeling confident or nervous, which creates positive or negative thoughts: “I am going to ace this job interview” or “I am going to fail!”

The negative or positive thoughts, cycle back to the body reinforcing the confident or nervous posture – the applicant will stand more confident; head held high, should backs, good eye contact. Or more nervous; head hung low, arms crossed across the body, shaking legs.

The new reinforced body language sends a reinforced message to the mind, starting the cycle all over again.

Research shows how a confident interviewee will:

  • Actively promote themselves
  • Use positive and enthusiastic language
  • Give longer and more descriptive interview answers

Confident Body Language

The body can be broken down into four parts; the head, arms, torso, and legs.

Actors look confident when on stage.

One technique used in the acting world, to help people with poor posture, is the Alexandra technique:

  1. Stand up
  2. Imagine a piece of string going through your body and coming out the top of your head
  3. Imagine someone pulling the string, so it pulls your body up until you are on stood on your tiptoes
  4. Allow the string to relax, so you land on the balls of your feet
  5. This ends with a straight back and an assertive posture

Head confidence

Microfacial expressions give away internal emotions. In the book, Emotions Revealed, Paul Ekman explains the 7 universal micro facial expressions:

1. Sadness – narrowed eyes, eyebrows together, down-pointed mouth, and a pulling up of the chin

2. Anger – lowered eyebrows, tense lips and eyelids, and wrinkled forehead

3.  Contempt – single raised corner of the mouth, a slight tightening of the eyelids (sneer)

4. Disgust – raising of the upper lip, narrowed eyes, wrinkled nose, and narrowed eyebrows

5. Surprise – dropped jaw, relaxed lips and mouth, widened eyes, and slightly raised eyelids and eyebrows

6.  Fear – eyes and mouth open rather widely, eyebrows raised and nostrils flared

7. Happiness – raising the corner of lips and cheeks, narrowing eyes to produce “crow’s feet” on the outside of each eye

An interviewer meeting the applicant for the first time will subconsciously register the interviewee’s emotions via fleeting micro-expressions.

Some research explains how a judgment of an applicant’s intelligence is based on the candidate’s face and expressions, with a narrow face, with a prominent nose being viewed as an intelligent face.

At a more basic level, a candidate with low self-esteem will often break eye contact quickly and look towards the floor, as they feel under pressure. In addition, nervous candidates are known to frown or scowl.

The lack of eye contact and the frowning and scrawling of an anxious person is an invisible wall to building rapport.

On the other hand, confident career professionals create likeability through smiling, direct eye contact, and holding their chin up.

Arm confidence.

Fidgeting is a sign of worry.

Nervous candidates will disclose their anxiety by:

  • Putting their hands in and out of their pockets
  • Pulling at invisible pieces of cotton on their shirt
  • Tapping their fingers on the desk
  • Twirling their hair around their fingers
  • Covering their mouth with their hands
  • Shaking hands
  • Itching

Hands communicate.

When speaking confidently, a comfortable communicator will express themselves with gestures.

“Speech and gesture are integrated not only at a speaker’s thought conception, but also in perception; listeners integrate information from speech and gesture into a single mental representation.”

The Role of Gesture in Communication and Cognition: Implications for Understanding and Treating Neurogenic Communication Disorders

Hand gestures affect how the interviewer perceives the applicant. Interviewers aren’t trained to understand each gesture. Communication is subconscious.

  • Open hands are viewed as being open and honest
  • Hand over the heart is viewed as sincerity
  • Fist shows anger or frustration

When talking, people communicate with their hands. The gestures reinforce the words they are saying.

The emphasising of words with the hands helps the interviewer to picture the point of the communication, the story, or the message.

Gesturing unlocks tension, helping the mind-body cycle, and shows energy, passion, and enthusiasm.

The advice is simple; relax and allow natural gestures to communicate your communication.

Torso confidence.

The body speaks.

The torso is the main factor when it comes to body language, The central piece of the structure.

  1. Stand up as straight as possible
  2. Put your feet shoulder width apart
  3. Put your arms down and relax
  4. Keep your shoulders back – push your shoulderbaldes slightly together
  5. Pull your stomach in
  6. Place the weight on the balls of your feet

This type of stance increases the lung’s capacity for oxygen, a confident stance creates deep breathing.

In an article on uchealth, they say: “Deep breaths are more efficient: they allow your body to fully exchange incoming oxygen with outgoing carbon dioxide. They have also been shown to slow the heartbeat, lower or stabilize blood pressure and lower stress.”

Nervous people will often sit with a hunched-up body, which can be viewed as the nervous applicant being bored or indifferent.

When anxious, the candidate is in fight or flight mode. The shortness of breath is the body’s natural response to help save your life – the original design behind the evolutionary fight or flight process.

The feeling of a tightening of chest muscles, shortness of breath, and short rapid breathing from the top of the chest is how the body prepares your body to run or attack – oxygen is sent to the muscles.

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Leg confidence.

As with arm fidgeting, leg fidgeting is a visible sign of feeling uncomfortable with the situation.

Leg fidgeting can include:

  • Tapping the foot
  • Swinging a leg (corssed over the second leg) up and down
  • Shaking legs

Famously, crossed arms across the chest, creating a physical barrier between the interviewee and interviewer, is known to be one way to protect oneself when feeling vulnerable.

Cross legs are the same. Nervous applicants will put one foot behind the other, crossing their legs for protection. With highly anxious candidates constantly changing which leg is on top – a secondary nervous gesture.

The direction of the feet, towards someone or away from them (and towards an exit) is a telltale sign of interest. We point the feet to where we want to go. If confident and interested in the interviewer, an applicant’s feet will point towards the interviewing person.

When nervous, the applicant will point towards the door or exit. Unless the seating area for the interview doesn’t a fontal exit area. In this case, the feet will point away from the interviewer.

Job applicants can use this knowledge, by checking the recruiter’s feet direction – towards them the applicant, or away from them, to get an insight into whether or not the employer has an interest in them.

To be viewed as confident, and to feel more confident, stand with legs together (a natural stance) with a straight back. To feel more dominant, spread the legs apart a little. When sitting, lean back in the chair, hold the head high with strong eye contact.

Overley confident applicants, the egocentric interview identity, will sit in a ‘figure of four’ with one leg on the floor, and the second leg crossed over the first at knee level creating the figure of four.

Whereas a nervous interviewee will ‘ankle lock’ placing one foot behind the other.

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