job interview questions Archives - Page 4 of 28

June 24, 2021June 24, 2021

Why Graduates Fail in Job Interviews

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

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

Suitable or Unsuitable?

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

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

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

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

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

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

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

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

How Graduates are Perceived in Job Interviews.

A part of perception is comparison.

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

Where does this leave the graduate?

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

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

A buyer’s market.

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

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

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

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

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

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

How to be successful in the job interview

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

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

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

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

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

To pass the job interview graduates shoud:

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

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

Building liking through affinity bias
Explaining how your personal values match the company values
Following the three rules for a successful job interview

June 23, 2021June 23, 2021

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

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

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

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

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

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

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

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

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

Employer slippage
As part of a structured job interview

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

Candidates come across well when they:

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

Employer Slippage.

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

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

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

Structured Job Interview.

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

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

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

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

How to deliver a high-scoring interview answer.

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

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

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

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

This same psychology can be used during the recruitment process.

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

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

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

Returning to the job interview.

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

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

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

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

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

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

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

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

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

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

June 23, 2021November 18, 2021

Border Force Officer Job Interview Questions

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

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

How competitive is a border force officer job interview?

Border force job interview is competitive

Interview Specfifcs

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

The main duties of a border patrol officer include:

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

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

Recruitment Process for a Border Force Officer

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

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

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

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

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

Border Force Officer Job Interview Questions and Answers

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

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

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

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

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

This interview technique shows an employer that you:

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

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

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

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

Example:

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

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

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

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

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

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

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

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

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

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

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

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

Behavioral job interview questions are framed on past experiences:

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

The idea is that past behaviors predict future actions

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

To answer the question:

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

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

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

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

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

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

Two-ways to answer preference questions.

Option one: answer with both options.

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

Option two: focus on the employers preference.

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

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

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

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

June 13, 2021June 13, 2021

What No One Tells You About Job Interviews

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

Each must attend a job interview to advance their career.

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

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

Are you interview-ready?

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

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

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

What makes a successful job interview?

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

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

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

The interview is a two-horse race.

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

The total number of points available is 32.

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

This creates a close race, where every point counts.

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

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

How to ace the job interview.

The three rules for a successful job interview outcome are:

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

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

The common mistakes applicants make in job interviews are:

Using the same job examples in all job interviews

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

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

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

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

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

Reserved or forthcoming?

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

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

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

Non-verbal communication

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

Verbal communication

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

Is confidence charismatic?

Certain people stand out in the crowd.

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

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

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

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

Are you an anxious interviewee?

Anxious interviewees will:

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

Charismatic and highly confident applicants will:

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

June 3, 2021June 3, 2021

10 Kraft Heinz Manufacturing Job Interview Questions

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

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

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

The Heinz Interview Process

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

Video Interview

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

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

Assessment Center

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

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

Question and Answer Interview

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

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

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

10 Heinz Interview Questions and Answers

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

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

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

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

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

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

What experience do you have operating food machinery?

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

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

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

How do you ensure that orders go out on time?

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

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

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

What is your understanding of food hygiene regulations?

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

If a pallet of edible goods fell on the floor what would you do?

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

Which of Kraft Heinz’s values resonate with you?

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

Do you have any questions for me?

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

June 1, 2021June 1, 2021

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

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

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

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

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

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

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

5-6 weeks later still not a peep.

What has happened?

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

Have you experienced something similar yourself?

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

If so, you may have been interview breadcrumbed!!

What is ‘breadcrumbing’ in recruitment?

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

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

Why would do employers lead applicants on?

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

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

Alongside this, highly skilled professionals are in demand.

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

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

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

Stringing Applicants Along

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

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

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

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

How do you if you have been breadcrumbed?

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

What to do when you believe you have been breadcrumbed?

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

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

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

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

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

May 18, 2021May 18, 2021

The Hidden Meaning of the ‘tell me about your last job?’ Question

Job interviews are complicated at the best of times, but often employers unconsciously make the interviewer harder due to the way the interview questions are phrased.

The three common mistakes employers make are:

Asking multiple questions embed into one interview question.
Questions that have a hidden meaning – including the ‘tell me about your last job?’ question.
Ambiguous questions.

Job seekers, during the job interview, have their hands tied. It is impossible for an interviewee to explain to the interviewer that they need to improve the way they phrase the interview questions – this would only end with a rejection notice.

Instead, applicants need to understand the common mistakes employers make and how to overcome these tricky interview questions during the recruitment process.

Multiple Questions in One Interview Question

Career professionals have to remember that a high number of interviewers have never been trained in the art of interview communication.

Job interviews are often conducted by either a HR staff member (often trained in the art of interviewing) or a potential line manager (rarely trained in interviewing).

It is these same untrained managers who are responsible for writing the interview questions. Employers, generally speaking, ask 8-10 interview questions, but the essential criteria list can number upto 30 criteria.

Due to needing to check if the applicant possesses all the required skills, interview questions end up being stuffed with additional questions, confusing the candidates.

An example of ‘interview stuffing’ is when an interviewer requires an example of problem-solving. The interview questions would sound like, “Give me an example of when you have overcome a problem?”

Additional questions can be asked that are helpful to the applicants, “State the problem, what actions you took, and the outcome.”

Not so helpful is when the question is filled with additional questions, “Give me an example of when you have overcome a problem? Maybe one when you worked on your own or in a team. And explain if you used or know what a risk register is?”

Often the additional embedded questions aren’t part of a written question. Instead the question is impromptu during the interview itself.

How to answer lengthy interview questions?

When asked long descriptive questions, stuffed with a follow-up interview question the interviewee can receive a low-scoring answer as they focus on one of the embedded questions rather than another. This is because a structured job interview means the employers have to reference the applicant’s answer against the scorecard criteria.

To ensure an answer meets the marking criteria, job candidates must cover all bases while being seen as a confident communicator – rule 3 of a successful job interview.

Using the ‘overcome a problem’ question, the applicant initially can state “I have two short examples…” informing the interview panel of the structure of the interview answer.

Next, the two examples need to meet the additional criteria questions, “the first one is overcoming a problem when working as part of a team. While working at….”

Finally, when a summary can be added that covers any additional questions not yet disucssed, “In our line of work we are constantly faced with problems that require solutions. To be more effective I utilse a risk register….”

Hidden Meaning Interview Questions

In the main, interviewers don’t design purposely tricky interview questions, But often, when taken at face value, an applicant can misunderstand the reason why a question was asked.

Understanding the reason for the interview question gives an interviewee an advantage as their answers can be tailored to meet the job criteria, resulting in a high-scoring answer.

An example of the ‘hidden meaning’ question is the, ‘Tell me about your last job?’ interview question.

Many candidates wrongly believe to answer the ‘last job’ question they should talk about the company culture, duration in the role, company successes, and the size of the organisation.

The required answer isn’t that obvious. What employers are really asking when they say “tell me about your last job?” is, ‘how did your last job prepare you for this job?’ This is the hidden meaning behind this question.

Think about it? Why would an employer ask about the company culture or the size of an organisation the applicant worked at?

Remember, the goal of a recruitment process is to predict the job performance of each applicant before offering the perceived best employee the advertised position.

For this question, employers want to know:

What skills did you develop that will be useful in the our company?
What ideas, knowledge and experiences will be useful if you were to be employed?
Do you have a skill or quality that would add value to the business plan?
Were you influential in the completion of a project/outcome?
Has your work ethic or character helped to increase business output?
Do you have experience on a project similar to one we are just about to launch?

Ambiguous Interview Questions

One of the biggest barriers for the job applicant is the high number of ambiguous job interview questions.

The real barrier here is that many questions don’t actually sound ambiguous.

An example of this is the stakeholder question, “how would you collaborate with a key stakeholder?” As a stakeholder is any group affected by the company, there are numerous stakeholders which all have varying levels of interest and influence over the company.

Imagine a retail store asking this question. Two key stakeholders are 1) customers, and 2) suppliers. The approach for collaborating with each group of stakeholders would vary.

A second example, is the interview question: “What is your approach to project management?” Approaches vary depending on the project, timeframe, associated risks and the number of stakeholders collaborating on the project.

Similar to the, “What role do you take when working within a team?” The answer can change due to varying factors of the team and project: the size of the team, is the applicant is employed to manage the team/project, if the task is reacting to a situation and therefore urgent, or a proactive team task allowing more time for creativity.

Answering Ambiguous Questions

To answer any ambiguous questions, first ask for specifics.

Gaining the detailed intelligence by asking for specifics, gives an applicant all the required data they need to frame their answer so it is relevant to criteria on the interview scorecard.

Let’s say the employer asks “How would you ensure you meet your targets by the month-end?” The question can be answered by talking about the month as a whole; projecting targets, planning actions, and monitoring results.

Whereas, the employer may have meant if the employee was underperforming (as this is common within their organisation) and is interested to hear how the applicant acts under pressure.

A second example is, “How will you make an impact if you were employed here?” This and most other ambitious interview questions are opened ended. Ask a closed question to get the required detail needed to answer the question as expected by the employer: “Do you want me to talk about how I will have impact on my colleagues to achieve team targets or how I will impact on the positive relationship with stakeholders?”

By asking the “A or B” scenario requires a response from the employer. Employers, now responding in detail, will give the virtual clue to support the interviewee to succeed.

May 17, 2021May 17, 2021

How to Introduce Yourself in a Job Interview

First impression are vastly important.

In fact, research shows how 5 % of employers make a hiring decision within a few minutes of meeting a candidate, and 35 % within 5 minutes of the initial introduction.

Therefore, the interviewee’s introduction is key to winning a job offer.

There are two types of interview introductions:

The walk-in introduction
The interview introduction

The Walk-in introduction

On arrival, all applicants walk-in to the employers building (unless the candidate is attending a virtual job interview) and introduce themselves.

Many career professionals don’t bother to prepare for this initial interaction with the office receptionist.

Why should they, when the all important job interview is minutes away?

According to a recent post on Reddit, an interviewee made the mistake of not being professional during the walk-in introduction.

The applicant walked into reception and was greeted by a friendly receptionist who attempted to create a conversation. The ignorant applicant was dismissive and didn’t even bother to look the receptionist in the eye.

A few moments later, the candidate finds himself in the interview room, and who walks in…the receptionist! Well not quite. In turns out that the receptionist wasn’t the receptionist at all. In fact, she was the hiring manager.

First impressions are visual.

The employer makes a snap decision about the applicant as soon as they see them coming through the door.

It is the applicants outfit, postures and eye contact that creates an positive or negative impression.

How to be seen as positive as you walk into reception.

Wear professional clothes with a style that suits your body type
Smile – smiling is seen as a positive trait
Hold your head high and look directly at the receptionist
Walk with determination

Next, the impression can be alerted by the tonality and communication style of the interviewee.

Well paced and professional communication works best. Prior to the job interview, complete vocal warm ups . Warming up your voice helps to overcome any nervous giveaways by the voice.

Avoid:

Filler words
Whispering/mumbling
Shouting
Coughing
Hand over mouth (which anxious applicants are likely to do)
Short sharp breaths which alters the natural sound of your voice

Before introducing yourself to the receptionist, wait for the receptionist to stop what ever it is they are doing. When asked “How can I help?”, in a clear voice say:

“Good morning/afternoon, my name is X I have an interview appointment with (hiring manager) at (time)”

When speaking, look the receptionist in the eye.

As the receptionist would have been expecting you, they are likely to ask you to take a seat while they ring through to the interview panel.

If the receptionist makes small talk, reply back being friendly and professional.

Interview Introduction.

The introduction to the interviewer(s) happens in two stages.

In most situations, one of the interview panel will collect you from reception.

Often they will ask “Hi, are you (name) for the (time) interview?”

How you respond helps to shape a positive or negative impression.

Again avoid mumbling, looking down or a sweaty handshake. Instead, look the interviewer in the eye and say “Yes, nice to meet you” before offering your hand.

As the employer walks you to the interview room, generate small talk as this 1) warms the voice up prior to the imminent interview and 2) makes you seem more confident.

Meeting the interview panel.

As the employer takes you into the interview room, you will be introduced to the rest of the interview panel.

Commonly, the member of staff who met you at reception will introduce each interview panel member in turn and by name.

Pre-interview research is key here. As you are introduced to some of the interview panel, use your research to generate a conversation. As an example:

Employer: “this is Mrs X, he head of the department.”

Applicant: “Mrs X, didn’t you win an award last year for…..”

This referencing opener generates massive rapport helping to create a successful interview outcome.

3 rules for a successful job interview

Rule 1 – identify the job criteria
Rule 2 – be a self-promoter
Rule 3 – communicate with confidence

The power of the three rules is down to how, when combined, they help to sculpture a positive interview identity.

An ‘interview identity’ is one of sixteen interview personality types that are prevalent in the job interview. The identity is how an employer perceives the applicant.

May 5, 2021May 5, 2021

How to Embed The Three Rules for a Successful Job Interview

First, the 3 rules for a successful job interview are:

Rule 1 – identify the job criteria
Rule 2 – be a self-promoter
Rule 3 – communicate with confidence

More often than not, job offers are given to candidates that utilise the three rules of a successful job interview throughout the recruitment process.

The three rules are universal and work in a variety of different recruitment processes and interview models, from an informal job interview to a structured interview, to an all-day recruitment event.

The power of the three rules is down to how, when combined, they help to sculpture a positive interview identity.

An ‘interview identity’ is one of sixteen interview personality types that are prevalent in the job interview. The identity is how an employer perceives the applicant.

How an employer views an applicant, desirable or undesirable, skilled or unskilled, liked or disliked, affects the subconscious scoring allocation of each interview question.

Therefore, the three rules of a successful interview help to reinforce a positive interview identity:

These four interview identities often receive high-scoring points, compared to other weaker identities, including:

It isn’t only the duration in an industry (job experience) or a degree level qualification (academic ability) that results in high-scoring interview answers, but the applicant’s presence and communication style that creates the employer’s positive perception of a strong candidate.

As an example, some highly experienced interviewees fail, time and time again, to land high salaried job roles because their own self-worth results in a poor communication style.

This article will teach you have to be viewed as highly skilled and confident by any employer.

How to identify the job criteria?

Rule one, the identification of the job criteria, is key to receiving a job offer.

Why? Without possessing a deep understanding of the job criteria – the skill, qualities and experiences an employer requires for the advertised job position, an applicant won’t have the insight to choose job-relevant interview answers and examples.

This lack of insight can lead to candidates going off-topic, giving descriptive answers that have nothing to do with their future job role, and the use of jargon that isn’t understood by an employer (as it has nothing whatsoever to do with their job sector).

Identifying the job criteria allows a skilled career professional to reference 3-5 skills, qualities and experiences, required by the employer, in each job interview answer. Furthermore, the explanation of sector-related models and theories, plus industry jargon, reinforce the positive interview identity the employer is forming.

In short, each answer scores high and employers have a positive feeling that the applicant would work well within their organisation.

Quick ways to identify the job criteria.

Three ways to easily identify the job criteria.

Each essential criterion, in the main, will each be part of a job interview question.

For many job interviews, the employer will follow a structured job interview process, where each answer will be allocated a score. The answers stating the highest number of criteria, generally speaking, will gain the highest score.

This is because the job interview is designed to predict job performance.

The more criterion the applicant confidently shows they possess, the more likely it is that the applicant will be a highly-skilled worker.

Without question, all job hunters should review the job specification for the position they are being interviewed for.

The employer’s job spec list of the required job criteria, specifying which criteria are essential or desirable.

Additionally, a clever applicant can analyse the job spec to search for repeated mentions of certain criteria. If a criteria has been reference several times throughout the job spec (and in the job advert) then this criteria is, more than likely, going to be one of the key job interview questions.

If the job position’s job spec lacks detail, a second way to predict the criteria, and therefore the job interview questions, is to read a ‘job profile’.

A job profile is a tool career advisors use to help understand various job roles. The profile consists of the job duties, required skills, entry routs and salary bands.

For most roles, the skills are required for all employers: communication skills for a sales executive or a creative mind for a problem-solving position. Therefore, the job profiles list of duties and required skills can be used to plan interview answers to predicted questions.

A third way to use predict job interview questions is to use your online network.

Linkedin, as an example, can be used to contact people who work or have worked in the organsiation for the advertised position. Many people who use social media are more than happy to help others, even going as far as providing a list of job interview questions and ideal answers.

WARNING – you need to do your research before reaching out to any old employee. You never know if one of the people you are reaching out to is going to be part of the interview panel.

We recommend having a foot-in-the-door approach:

Make contact with a person who is working for the organisation, stating that you saw they are working for X company and that you are also interested in applying for a job there. Ask for their opinion about the company. Once a response has been received, you can then explain you have an interview and ask for ‘any tips’. This can even lead to asking for potential questions, depending on the replies you are receiving.

Another online tool is a career forum website, such as glassdoors, that encourages interviewees and employees to share their interview questions and opinions about employers.

How to be a self-promoter

The law of a job interview is: an employer can only score an applicant on what they have discussed during the job interview.

It is this rule that is the barrier to internal candidates being interviewed by their line manager.

Many internal candidates will fail to mention business-as-usual tasks because they know that their line manager knows that they are competent with these tasks.

However, if the business-as-usual tasks form part of the scoring criteria on the interview scorecard and an internal job applicant does not reference these, the interview panel will be forced to score them low due to the process of a structured job interview.

What is required is self-promotion.

Consistently good interviewee’s are skilled self-promoters. Each answer given is clear, structured and states what the applicant, themselves, did to achieve a positive outcome.

DO NOT:

Think it is arrogant to talk about your own successes
Believe you have ‘imposture syndrome’ – you were offered a job interview based on your past experience and academic ability
Self-disclose weakness

To be a self-promoter:

Utilise none-verbals; strong eye contact, smile, gesture and positive and powerful body language
Vary language and use positive emotional words and powerful language
Explain in detail what YOU did to overcome problems
Detail how a skill (from an example) can be utilised in the interviewer’s company
Reframe any mistakes or weaknesses as learning points

How to communicate with confidence

Communication is king in the job interview

As mentioned above, failing to mention key criteria can only result in low scoring interview answers.

In addition to discussing essential criteria, the way skills, qualities and experiences are communicated influence how they are received.

An example of this is stating acronyms that aren’t reconisgnise by an employer or mumbling. The use of filler words, a monotone voice, and short snappy answers will also create a negative interview identity.

Employers admire confidence.

A confident team with the required experience are likely to be a high-performing team. In addition, trust is closely linked to confidence.

Employers, therefore, subconsciously score applicants who communicate confidently slightly higher than a weak communicator.

To communicate confidently:

Complete pre-interview voice warm-ups
Make small talk at the interview start to build rapport
Vary tonality, projection, and emotions
Focus on pace; speed up to create excitement and slow down when stating positive outcomes
When feeling nervous (or a dry-mouth) stop and drink water
Be humorous or smile is that comes naturally
Explain answers in detail as a high number of words per answer, research shows, gain higher scores
Be expressive – use gestures and positive body language
Debate ideas, and even challenge an employer opinion (in a professional and friendly way)
Ask the interview panel questions throughout the job interview, to create a conversation not a Q&A process

A successful job interview

Much research shows how the 3 rules; identifying the job criteria, being a self-promoter and communicating with confidence, will be vastly improve a candidate’s chances of winning the job offer.

Career professionals who struggle with gaining career advancement due to a high number of failed job interviews can analyse their interview performance to identify which of the 3 rules they are failing to implement.

With this reflection, and using the advice in this article, once weak interviewees can become strong applicants altering their job interview identity from a weak identity to one of the 4 strongest interview identities.

April 30, 2021April 30, 2021

How to answer the ‘where do you work question?’ if you are unemployed

Being unemployed, for many job seekers, creates its own barrier when attending a job interview.

Applicants often feel that being unemployed puts them at a disadvantage.

The reason for this unnecessary fear is the negative associations attached to the stereotype:

Laziness
Unemployable
Lacking the required skills

The truth is, employers, in the main, do not have bias based of whether an applicant is employed or unemployed.

Instead, the interview panel score applicants based on their ability to meet the job criteria, highlighted by their perceived level of sector knowledge and industry experience.

Employers are aware of the reasons for being currently unemployed, which can include:

Career gap
Redundancy
Change in career
Leaving education
Contract end/short-term contract of employment

Even so, the interview question ‘where are you working at the moment?’ or ‘who is your current employer?’ can be a tricky question to answer.

This article will help guide an unemployed job applicant through the steps required to give a strong answer when asked ‘where do you work?’

Preparing an interview answer

The ‘where are you working’ question can be asked in two settings:

As part of the structured job interview process
Informally, at the interview start

It doesn’t matter when or how the interview question is asked, what is important is the applicants response.

Interview anxiety

The anxiety of being asked a curveball interview question is the emotional turmoil it creates.

What the mind focuses on the body feels.

If an applicant is worried about the ‘unemployment’ question, their nervousness and anxiety will effect the whole job interview process; answers will be short and snappy, lacking detail. Communication will be mumbled and use of filler words will be high. Nervous twitches and lack of eye contact result in broken rapport.

To reduce job interview anxiety, the applicants focus needs to be directed onto their achievements during the unemployment period.

Preparing answers that highlight skills and knowledge gained while being unemployed.

This could be in the form of accredited courses, CPD or volunteering. Many career professionals have side hustle and part time businesses or can show leadership skills from being on the board of their child’s school.

What is important is the direction of the mind. The brain can only consciously focus on one thing at a time, direct this focus strengths as a positive focus is the pathway to confidence.

4 Tips for answering the unemployment question

Tip 1 – give the reason for being unemployed.

Being made redundant isn’t a negative. By stating the reason for the company, you previously worked at, making redundancies gives context. Humans like to have reasons, they find them reassuring. Without a reason, people will guess which is when an unconscious bias can come into play.

The ‘context’ strategy is required for all reasons for being unemployed. If a career professional choose to leave a job, an explanation, stated is a positive, is required. This could include: being a carer for a ill relative, to gain a new industry recognised qualification, or to gain a life skill by (travelling the world)

Tip 2 – share lessons learnt

Time off work has one key advantage, the career professional gets the opportunity to reflect on their career choices. Keeping the positive ‘frame’ going, applicants can state how having time out of work allowed them to reflect on their ideal career and company. During this period the applicant can state how they had time to research organisations to find a company with the right values, and how this is the reason why the applied for this role.

Tip 3 – what can the applicant offer?

All job interviews are designed to predict the interviewee’s potential job performance. It is important, therefore, for the candidate to state clearly what added value they can bring to the organisation. The first of the three rules for a successful job interview is ‘identifying the job criteria’. All answers, promotional points and interview stories must reference the job criteria for the advertised position. In short, applicants need to tell the interview panel that they possess the required knowledge and experience for the role.

Tip 4 – avoid focusing on unemployment

Any interview question can be reframed. If an interviewer asks about a weakness, the applicant can reframe their answer to talk about lessons learned. The ‘reframe’ can be utilised with the ‘unemployment’ question. Instead of focusing on why the applicant is unemployed focus the answer on what the candidate can bring to the team.

Attitude is king in the interview.

Confident and charismatic applicants do better than nervous and unsure interviewees.

Stating how the ‘unemployment’ period was a horrible and troubling time creates a different emotional connection between the applicant and employer than an answer that happily states ‘this was the best thing that could have happened to me’.

However an answer is framed, it is the applicants communication and non-verbal communication, the packaging of the answer, that will increase and decrease the allocated scores to the interview question.

Interviewers warm to applicants that look confident;

positive body language
strong eye contact
warming smiling
confident communicate; long descriptive answers, positive emotional words, strong diction, pace and volume.

Always remember – confidence builds trust.

Will you be asked about being unemployed?

In most structured job interviews there will be a pre-set of interview questions that all applicants are asked.

Generally speaking, there won’t be a ‘unemployment’ question.

Instead, interviewers will ask:

‘Tell me about yourself?’
‘Explain why you are suitable for this role?’
‘Why did you apply for this position?’

All of the above examples can lead to nervous applicants explaining why they are currently unemployed.

Research shows that anxious applicants are more likely to self-disclose weaknesses, including the referencing of being unemployed.

Take the lead from confident candidates who state all answers in the positive and reframe any negative follow-up questions so they are viewed in the best possible light.