As remote work continues to evolve in the post-pandemic era, new data is shedding light on the habits of those who work from home versus those who commute to the office.
According to official analysis by the Office for National Statistics (ONS), remote workers enjoy more rest, more exercise, and surprisingly, less work. But is this a problem or a natural shift in work culture?
More Sleep and Exercise, But Less Work?
The numbers are intriguing: remote workers get an extra 24 minutes of sleep and 15 minutes of exercise every day compared to their office-going counterparts.
These extra hours of rest and movement might seem like a benefit, but they come with a caveat—remote workers tend to work 10 minutes less on average than those in the office. While it’s tempting to view this as a productivity loss, it’s important to consider the full picture.
Managers, in particular, are more likely to embrace remote or hybrid working models. 45% of senior staff now work from home or in a hybrid setup, compared to just 27% of employees overall.
This growing trend reflects how working from home is being increasingly normalized, especially as the pandemic-driven shift to full-time remote work continues to recede.
Hybrid Work: The New Normal
While the wave of full-time remote work is declining, hybrid models are on the rise. In fact, the percentage of workers using a hybrid approach has tripled since January 2021, from 9% to 28%.
This shift indicates that many workers prefer the flexibility of splitting their time between the office and home rather than returning full-time to the workplace.
Some major employers, like Amazon and Asda, have urged employees to return to the office, contributing to the drop in full-time remote work from 37% in February 2021 to just 13% by October 2024.
However, many workers have opted for a hybrid solution instead, a trend that has become more accepted across various industries.
The Public Sector Debate: Is Remote Work Hindering Productivity?
The debate surrounding remote work has not been without controversy. In the UK, the Civil Service has faced criticism for sluggish productivity, with some blaming remote work for the lack of efficiency.
Sir Jacob Rees-Mogg, the former minister for Brexit opportunities and government efficiency, famously criticized remote-working civil servants, claiming that many were “literally asleep on the job.”
His comments, which included reports of employees taking naps during work hours, sparked debates about the future of remote work in public services.
Rees-Mogg argued for a return to a five-day office-based working week, saying that public sector productivity was suffering as a result of too many workers staying home.
However, this perspective stands in stark contrast to the views of Labour Party officials. Business Secretary Jonathan Reynolds has championed flexible working, noting its potential for economic benefits.
The debate continues as both sides make their case for the future of work, but the reality is that flexible working is becoming an accepted norm across many sectors.
Access to Remote Work: The Age and Industry Divide
The ONS analysis also revealed an important demographic detail: younger workers are far less likely to have access to hybrid or remote working opportunities.
Just 19% of workers under 30 are able to work remotely, compared to 29% of workers over 30.
This is largely because younger employees are more likely to be in industries such as retail or hospitality, where remote work simply isn’t an option.
Education also plays a significant role in who has access to hybrid models. Workers with degrees are 10 times more likely to work remotely than those without qualifications.
A striking 42% of degree holders have access to hybrid work, while only 4% of those without a degree can claim the same.
This highlights the growing divide between professional and non-professional sectors when it comes to remote work opportunities.
The IT Sector Leads the Charge
When it comes to hybrid working, the IT sector leads the pack. Nearly half (49%) of IT professionals work remotely for part of the week, followed closely by the professional and scientific sectors, where 46% of workers enjoy hybrid arrangements.
These sectors benefit from the nature of their work, which often lends itself well to remote environments.
The Future of Work: Balance or Burnout?
The future of work remains a topic of intense debate, with remote work and hybrid models continuing to shape workplace culture.
On one hand, remote workers enjoy better work-life balance, with more sleep and exercise—a sign that flexible working can improve wellbeing.
On the other hand, concerns about productivity and the impact of remote work on collaboration and efficiency remain front and center.
As hybrid working becomes the norm, the key will be finding a balance between flexibility and productivity, ensuring that workers have the support they need while still meeting the demands of their jobs.
Whether working from home or in the office, the world of work is evolving, and it’s up to both employers and employees to adapt to this new reality.
The CEIAG Job Interview lesson plan can be used to meet GATSBY benchmarks: 1 – a stable careers programme, and 2 – learning from careers and labour market information. Activities can be tailored to focus on a specific curriculum and job sector, supporting GATSBY benchmark 4 linking curriculum learning to careers, or as a more generic career guidance session.
This session is suitable for high school, further education, and higher education students.
CEIAG Lesson Plan Details – designed to be a flexible lesson plan which can be easily adapted to suit the needs of the class.
Duration: 60 minutes
Number of pupils: 10-30
Each interview activity last for 60 minutes, the whole lesson plan can be delivered as a CEIAG drop-down day event or each activity can be delivered on its own.
CEIAG Job Interview Lesson Plan – Activity 1
Become a confident speaker
The activity objective is to increase confident communication and can be used as an ice breaker as part of a full-day interview lesson plan or as a confidence-building activity.
Aims:
Increase confidence when speaking off the cuff
To learn how to give a detailed description
Become competent when answering ad-hoc questions
Each pupil in turn will stand in front of the class (or within small groups) and takes a question out of a box. The pupil then answers the question, taking between 1-2 minutes
Example questions:
If you could go back in time, what year would you return to?
If you could have a superpower, what superpower would you choose?
Tell me about your best holiday
Describe what you will be doing in 10 years’ time
What do you prefer carrots or sprouts and why?
Convince the class that a caravan holiday in the UK is better than a summer holiday abroad
If you were the prime minister for a day what would you do?
What do you prefer cats or dogs and why?
Once all the group have answered a generic question, ask the group what collectively they could improve to deliver a better speech. Answers often include:
Use less urms and arghs
Slow down
Speak straight away
Give more detail
More around
Gesture and eye contact
Using the advice, ask the pupils to repeat the speaking exercise using a new set of questions
CEIAG Job Interview Lesson Plan – Activity 2
What is an interview?
The key objective is for learners to recognise that they are likely to attend multiple interviews throughout their life
Aims
Recognise different environments where interviews will take place
Understand what a structured interview is
Learn the 3 rules for a successful job interview
Ask the class ‘when are you likely to be interviewed?’ Common answers will include:
Job interview
College interview
University interview
Apprenticeship interview
If you are famous
Explain that career data has found that most people will have 3 careers in their life, and its common for career professionals to change organisations once every 3-5 years. Most people attend 6 job interviews before being offered a job role.
In groups, ask the pupils discuss what happens in a job interview (for 5 mins). Ask different groups for their opinions. Explain that most organisation use a ‘structured job interview process’ this is where the interview panel ask the same questions to each interviewee. Their interview answers are then scored on a pre-set scale, often between 1-4, with 4 being the highest score. Points are awarded by the interviewer cross referencing the interview answers against a pre-written list of criteria for each 1-4 points.
Research has found that the top two interviewees only have a score difference of 1 or 2. That means if the other interviewee gains 3s across all the interview questions, and you get all 3s and one 4, you will be offered the job role.
State, the 3 rules for a successful job interview are:
Identifying the job criteria
Being a self-promoter
Communicating with confidence
Ask the class, what each rule means:
Identifying the job criteria
Understanding what skills, qualities, experiences, and qualifications the employer requires for the advertised job position. The interview questions will be based on the job criteria. Therefore, by knowing the job criteria a job applicant can predict the interview questions and prepare detailed job interview answers.
Being a self-promoter
Being able to ‘sell’ yourself is key in a job interview. Never downplay your experiences and skills, and instead talk in detail about specific tasks you completed.
In groups ask the pupils to spend 10 minutes selling an item: a banana, a new style of pen, a pair of spectacles. Each group then ‘sells’ their item, focusing on the item’s benefits. After a group has ‘sold’ the item, ask the rest of the class if there are any other benefits that the group could have mentioned.
Communicating with confidence
Confident speakers don’t use filler words, have awkward pauses, or talk too quickly. They also give more detailed answers, have better eye contact, and naturally gesture. Ask the group to mention famous (good) speakers and ask what they liked about their speaking style.
Summarise by asking what the three job interview rules are.
Finally, ask about other types of job interviews:
Group interview where applicants get involved in a group task. Employers here look at team work, leadership, and communication skills.
Test interview – often a Math and English test. Common in high skilled roles.
Role-playing, to look at how an interviewee would act in a particular situation.
Artificial intelligence robot interview – a new style of interviewing for large organisation’s. This is a video interview conducted by an AI bot. candidates are asked 3 interview questions which have to be answered within a set time frame. The AI bot then cross-references the answers against the job criteria before the successful applicants move to a human round of interviews. This is replacing the telephone screening interview process.
CEIAG Job Interview Lesson Plan – Activity 3
First impressions
The objective is to understand that we make generalisations when meeting someone new and how these opinions are often wrong
Aims:
Understand what stereotyping is
Become more aware of what makes good first impression in a job interview situation
How to promote yourself verbally and non-verbally
Show a pictures of around 5 different people. Ask, on first impressions who would you offer a job to and why. Give each group 5 minutes to discuss and then ask each group to feedback.
Explain how everyone stereotypes and makes opinions within milliseconds of meeting someone. Opinions are often created based on the culture of the country we grew up in, home life and personal experiences, values, and beliefs.
Ask the whole class what factors make a good or bad first impression? Common answers include:
What the person is wearing
Age
Makeup
Tattoos
Gender
Race
Eye contact
Posture
What they say/sound like
Ask the group who would be best for the following job role, and ask for reasons:
Engineer – a male or female
Computer game designer – an older or younger applicant
Customer service advisor – an overweight individual or an average-weight person
Explain that initial opinions are stereotypes. At this point we know nothing about the person. Repeat the questions again but give more context:
Engineer – a male who has recently left university or a female with 10-year engineering experience
Computer game designer – an older who invented the first gaming app or a younger applicant with 3 years experience in coding
Customer service advisor – an overweight individual with a level 3 customer service qualification and 6 years of customer service experience or an average-weight person with 3 years of telephone communication experience and a level 2 customer service qualification
***this often results in pupils requesting more detail about the characters.
Ask the group to design the perfect interviewee. On a flipchart draw the elements the group state. This may include a suit, briefcase, hairstyle, etc
In small groups ask what the ‘perfect’ interviewee could initially say when first meeting the interview panel to help create a positive first impression. At the end of 5 minutes, ask each group to state their prepared sentences. Ask the larger class for feedback on the introduction. This can include verbal and nonverbal communication.
CEIAG Job Interview Lesson Plan – Activity 4
How to answer job interview questions
Become better skilled at answering job interview questions is the main objective for this activity
Aims:
Understand the SAP (situation, action, and positive outcome) model – an easier version of the STAR technique for school/college leavers
Become confident at answering interview questions
Better understand the job interview process
Explain that most job interviews last around 45 minutes with 2 or more interviewers asking, on average 8 job interview questions. The initial question is often ‘tell me about yourself?’ and the final question is ‘ do you have any questions for us?’
The middle 6 questions are often questions related to the job criteria – the duties and/or skills required for the main part of the job role.
Ask the group what the main job duties are for:
Engineer
Customer service advisor
Ask, with these duties in mind what questions will the interview ask? Write these on a board.
Example include:
Do you have experience of (duty)?
What do you do in X situation?
Give me an example of working in a team?
Explain the SAP (situation, actions, and positive outcome) technique. When giving an example of part of an interview answer use the SAP technique:
Situation – in one sentence describe the situation “I was asked to (solve a problem) help set up a fundraising activity”
Actions – describe specific actions you took “to do this, I first did X, then I did Y, and finally I Z”
Positive outcome – state what happened after the actions “this resulted in a great cake bake sale where we raised over £60 for the charity”
Split the class into pairs, ask each pair to pick 3 of the interview questions on the board, and ask them to prepare an interview answer. Give at least 15 minutes for this task.
As for a volunteer to be interviewed. Pick one of their chosen interview questions and ask the pupil to answer it. Focus here on content not delivery. Break down the answer. Did they:
Give a detailed answer?
Did they describe the situation?
State, in detail, the actions they taken
Was the positive outcome mentioned?
Was the language positive and self-promotion?
CEIAG Job Interview Lesson Plan – Activity 5
Become confident at answering multiple interview questions.
This activity can be completed as a ‘mock interview’ using local employers or teachers, or within the class with students interviewing each other.
First ask the pupils to take the teenager interview test to help them understand how they currently perform in a job interview: interview test
Choose interviewees and interviewers.
Each interviewer is given a common list of interview questions for a generic customer service role:
Do you have any experience in customer service, please share an example?
Give me an example of communicating something to another person?
Tell me about a time you were involved within a team?
Do you have an example of putting 100% into a task?
Have you ever had to plan for something, what did you do?
The interviewers ask one question to one interviewee, and then the interview moves to the next interviewer who ask the second question (this way the interviewers only ask the same questions to the different interviewees)
At the end of the interviewing, ask for feedback:
What was it like being interviewed by different interviewers – what was the difference in their approach?
Interviewers, give an example of a great answer.
Did you feel nervous as the interviewee or interviewer?
What did you learn from your role?
What could you do to improve your interview skills
Did everyone find it easy using the SAP technique?
The Amazon leadership interview is a longer then normal process, often consisting of several interviews with different members of the Amazon team. Including a hiring manager, a bar-raiser interviewer, and (job role) specialist.
This article will explain how to prepare and pass an Amazon leadership job interview.
Amazon is a successful company as they recruit leaders who fit in with the company culture. The Amazon recruitment process uses questions based on the 16 leadership principles.
What you need to know to prepare for an Amazon LP Interview.
You will attend multiple online interviews
Each interviewer will ask leadership principle job interview questions
Questions will be structured as ‘behavioral’ job interview questions
Behavioral Job Interview Questions.
Amazon preference the behavioral job interview question format, believing that past behaviors can help predict future performance.
This means that the Amazon interviewers will frame the questions on previous experiences:
Tell me about a time you did…
Give me an example of when you have…
What past achievements did you….
When was the last time you….
Have you ever….
Amazon Interviewers.
Who will interview you?
On average, applicants will attend 4-6 rounds of interviews, with each round lasting around 60 minutes. This seems a lot compared to other organizations, who only have two rounds of interviews.
Why so many?
Amazon only want to recruit the most suitable applicants, to create the best team they can.
In fact, amazon are happy to decline applicants and wait until a more suitable applicant comes along – someone who meets the leadership principle criteria and some one who can raise the bar. This is because the leadership principles are about the company culture.
Depending on the job role, the recruitment process varies between different departments. In the main, the interviewers will include:
Amazon Bar Raiser
Sector Expert
Hiring Manager
What is an Amazon Bar Riser?
The ‘bar raiser’ is an objective third party interviewer who looks at the candidates potential for long-term success.
Bar raiser are experienced interviewers, trained by Amazon to evaluate applicants against the leadership principles (but all Amazon interviewers will ask leadership principle interview questions).
Amazon want to recruit leaders who will make a difference, they want someone who can raise the bar. An applicant with a high level of knowledge and experience may not gain a job offer if they don’t come across as someone who can raise the bar.
Sector Expert Interviewer.
The bar raiser isn’t from the department the job role is in, as this gives the bar-raiser interviewer as different perspective to evaluate the applicant against the leadership principles.
For technical roles, such as engineers, a internal sector expert will ask more sector related interview questions embedded within the leadership principle interview questions.
The sector expert will be reviewing:
Industry experience
Sector knowledge
Transferable skills and knowledge for the Amazon role
As an example IT managers maybe asked about coding, whereas a sales managers might be asked about building demand.
Hiring Manager Interview.
The hiring manager interview is often the first interview round applicants will go through.
The initial interview is to check suitability. The interview will last around 60 minutes and the hiring manager will check suitability against a number of Amazon job roles.
During the interview the hiring manager will check:
Duration of industry experience.
Knowledge of Amazon leadership principles
Skills, knowledge, abilities and qualities.
The interview is often a conversation, an informal job interview, to get to know the applicant.
What is Amazon Chime?
One if the interview stages is a telephone interview.
As Amazon is a technology company, they have decide not to reply on interviewees using a mobile phone and instead (in most cases) will ask candidates to use Amazon Chime.
Amazon Chime is pretty easy to use. To set up the app follow these steps: Amazon Chime Set Up.
Interviewees need to be prepared for a virtual interview.
It is important to understand all 16 Amazon leadership principles (previously 14 leadership principles) as it these principles that the job interview questions are based on.
One thing Amazon insist on is data specific information. Stay way from generalizations and instead, give detail.
As an example, don’t say “we increased profit” and instead state the monetary value earned.
Stay away from lines like “I thought we did really well.” Amazon would prefer “The customer said X and increased their orders by 25% that year, which was £X turnover.”
Words like “good”, “beautiful” or “positive” are all personal opinions. What Amazon look for is specific data, real evidence, something that can be measured.
Customer Obsession
Amazon are all about the customers, and say “Leaders start with the customer and work backwards.” Interview questions will question if the applicant has what it takes to “Work vigorously to earn and keep customer trust.”
Example questions:
Tell me about a time you couldn’t achieve the customer expectations?
Give me an example of how you turned around a negative customer interaction?
Explain a time when you have dealt with a difficult customer?
Ownership
Amazon say that “Leaders are owners.” This is because Amazon look long-term, and expect their leaders to “think long term and don’t sacrifice long-term value for short-term results.”
Amazon leaders act on behalf of Amazon, not just their own team. In this sense an Amazon leader would never say “that’s not my job.”
Example Questions
Give me an example of when you have made a decision that had a negative short term outcome but led to a positive long term outcome?
Have you ever took on additional work that wasn’t part of your everyday duties/responsibilities?
Tell me about a time when you pushed a new initiative that was challenging?
Invent and Simplify
Amazon is an innovative company, starting as an online book store they now have a wide range of technologies, services and products. One thing Amazon do well is to simply things, often making it easier for their customers. As ideas are presented they are not always understood by stakeholders, Amazon says “As we do new things, we accept that we may be misunderstood for long periods of time.”
Amazon are externally focused and expect innovation and invention from their teams. With innovation Amazon aim to simplify.
Example questions
Tell me about a detailed process or procedure that you were able to simplify?
Give me an example of when you learnt something by making a mistake?
Explain a time when you invented something complete unique?
Are Right, A Lot
Amazon believe that leaders have strong judgement. They believe in their own ideas, and use their instinct to make the correct decision. In short, Amazon says “Leaders are right a lot.”
Example questions
Give me an example of when you have made decision, while under pressure, that went against the opinion of others, as you were relying on your own judgement and experiences?
Tell me about a time someone challenged what you were doing and what your response was to the critique?
Have you ever made a a bad decision?
Learn and Be Curious
Innovation comes from a team of life long learners. Amazon say “Leaders are never done learning and always seek to improve themselves.” Amazons products and ideas come from being curious about new possibilities.
Example questions
Give me an example of creating change in an idea, process or product?
Tell me about an experience you had that made you change they way you thought?
Tell me about a time when you experience and knowledge helped to improve something?
Hire and Develop the Best
The Amazon recruitment process, outlined above, shows the value Amazon put on hiring the best “Leaders raise the performance bar with every hire and promotion.” As a leader, Amazon will expect you to be able to recognize exceptional talent.
Leaders are coaches and take developing their staff seriously. Therefore, hiring and coaching are an important leadership task.
Example questions
How have you coached other people to be successful?
How do you ensure you recruit exceptional people?
What makes a good member of staff?
Insist on the Highest Standards
High standards equal high quality, high quality improves customer satisfaction. Everything Amazon undertakes is of high quality. In the recruitment process Amazon use ‘bar-risers’ not just a hiring manager. This is an example, of how Amazon push the quality in everything that they do.
Example questions
Share an experience when another team member wasn’t pulling their weight?
When have you personally raised the bar?
Give an example of when you have improved something that you felt wasn’t up to your high standards?
Think Big
Amazon believe on what you focus on you get. If you think small, small things happen, but if you think big…
Amazon says “Leaders create and communicate a bold direction that inspires results.”
Example questions
Give an example of going above the scope of a project?
Have you ever been disappointed because you didn’t think ‘big’ enough?
Tell about a time that you were able to put your big vision into practice?
Bias for Action
Amazon knows that “Speed matters in business.” Therefore Amazon “value calculated risk taking.” This is because they know that “Many decisions and actions are reversible and do not need extensive study.”
Example questions
Give an example of taking a calculated risk?
Tell about a risk you took that didn’t work the way you wanted it to?
Have you ever took the initiative to take action rather then waiting for support or advice?
Frugality
When needed humans are resourceful. Amazon believe that you can “Accomplish more with less.” Amazon leaders are paid to get a job done “There are no extra points for growing headcount, budget size, or fixed expense.”
Example questions
Have you ever turned down resources when working on a project as you knew you could rely on yourself or your team to complete the tasks?
Tell me about a time you achieved a big out on a small budget?
Give me an example of using your own resources to achieve an objective?
Earn Trust
Open and honest leaders earn trust. Being self-critical can be awkward, but it allows a leader to benchmark themselves against others. “Leaders listen attentively, speak candidly, and treat others respectfully.”
Example questions
What quality do you lease values about yourself?
Give an example of when you knew someone else was out-performing you?
Have you ever seen a colleague act unethically?
Dive Deep
Leaders understand the nitty gritty of all jobs in their department and beyond and will step in when required. Amazon says “Leaders operate at all levels, stay connected to the details, audit frequently, and are skeptical when metrics and anecdote differ.”
Example questions
Give an example of when having an in-depth knowledge of various job roles in an organisation helped to solve a problem?
Tell me about a time when auditing data changed how you approached a situation?
How do you use data in decision-making?
Have Backbone; Disagree and Commit
Leaders aren’t followers, Amazon says “Leaders are obligated to respectfully challenge decisions when they disagree, even when doing so is uncomfortable or exhausting.” Amazon look for leaders who have conviction, who don’t comprise to fit in and who “Once a decision is determined, they commit wholly.”
Give an example of when you have refused to go with business-as-usual?
Have you ever made a decision that was, initially, highly unpopular?
Tell me about a time you have challenged someone in a senior position?
Deliver Results
A good leader can rise to the occasion, Amazon says “Leaders focus on the key inputs for their business and deliver them with the right quality and in a timely fashion.” Even though setbacks happen, leaders need to be able to deliver good results.
Example questions
How have you previously have to prioritized workload when working on multiple projects – how did you do this?
Give me an example of working on a project that had a big change half way through – how did you manage the change?
Tell me about a time that you worked towards a goal that others wanted to give up on?
Strive to be Earth’s Best Employer
Amazon says “Leaders work every day to create a safer, more productive, higher performing, more diverse, and more just work environment. ” Good leaders are empathetic, can create an enjoyable working environment and are skilled at developing their staff to be successful.
Example questions
Give an example of developing a team to become a high-performing team
Tell me about a time you were able to motivate a team to believe in the company vision?
How do you mange projects and staff development at the same time?
Success and Scale Bring Broad Responsibility
Amazon started in a garage selling books, now they are a global business. Amazon know that they impact the world, but that they are far from perfect “We must be humble and thoughtful about even the secondary effects of our actions. Our local communities, planet, and future generations need us to be better every day. We must begin each day with a determination to make better, do better, and be better for our customers, our employees, our partners, and the world at large. “
Amazon says “Leaders create more than they consume and always leave things better than how they found them.”
Example questions
How do you take the bigger picture into account when making decisions?
Give an example of taking something which was ‘good’ and making it better?
Tell me about a time when you thought about the affect of a decision on a stakeholder(s)?
How to answer Amazons leadership principle interview questions.
This is because an example shows a recruiter that you have experience of the required job criteria.
When answering the interview questions, think about:
The reason for the question – what skill or experience is the hiring manager wanting to hear?
Which of the leadership principles does the interview question relate to?
What specific information, data or facts can I use to offer prove of my knowledge/experience
The perceived level of knowledge and experience is key to passing an Amazon job interview. Take the Interview Prediction Grid test to check how you are viewed by an employer.
STAR Technique
Situation, Task, Actions, Result.
This interview formula allows the applicant to create a detailed job interview answer.
Situation
Think about the situation part of the interview answer as story-telling.
Set the scene. explain the job role or project. Detail the situation you were in: what barriers did you face? What was the goal? What would happen if you couldn’t achieve the objective? Who was involved?
Make the story relevant to the Amazon interviewer
Task
Explain what your reasonability was. for big project gives an overview of the main steps, then focus in on your own tasks, what you personally had to do.
Action
Amazon wants to know what you did, the actions you took, to achieve the outcome. In this section use “I” instead of “we”. Be descriptive. Explain your thought process, how you generated ideas, why you disregarded one suggestion over another. Discuss how you planned your actions, why you prioritised one action over another.
Result
End, by sharing the positive outcome (short term) and then the longer term positive effect. Also add in any lessons learnt and how these lessons were used in new projects or could be used when working for Amazon.
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.
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.
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.
This week, the UK government announced the third lockdown to combat covid-19.
This sensible approach to beating the pandemic, has left career professionals asking how the lockdown will affect the job market?
All job sectors ride the rollercoaster of economic growth and decline, which directly affects the number of employed professionals working, or required, in a particular industry. Covid-19 has had a large effect on people working in multiple industries, similar to the banking crisis of 2008.
The pandemic, which has directly affected the job market (the number of vacancies) in 20/21, isn’t the only driver of change. Many factors affect the job market; globalisation, government policies, supply and demand, technology and demographics – people living longer.
Covid has also been a driver for positive change, increasing vacancies in a wide range of job sectors. Since March 2020, there has been a skills shortage in the UK, mainly in the professional level sector; managerial, professional and highly skilled roles – job positions that often require a university degree.
Job roles that have been hard to recruit for have included (source; prospects):
Nurses
Design Engineers
Human Resource officers
Vets
Programmers
We know there are employers looking to recruit new employees during Covid-19, requiring hiring managers to plan how they will interview candidates during the lockdown.
Therefore, job seekers need to prepare for the 2021 Covid-19 job interview.
Covid related job interview questions
Job interview preparation, simply put is the ability to predict the job interview questions and prepare answers that will meet the job criteria, in a way that showcases an applicant’s competencies and unique selling point.
Interview questions, in the main, are embedded within a structured process with most questions relating to competencies;
‘Give me an example of completing (job criteria)’
‘How would you deal with a situation where you had to (job criteria)’
The pandemic has shown the need for personal strength as employees move to working, alone, from home. With this in mind interviewers are asking questions based on resilience;
‘How have you shown resileince during Covid?’
‘What has working during the pandemic taught you about yourself?’
‘Give an example of making an adaption during the covid-19 pandemic?’
Covid-19 related questions, as are all interview questions, are asked as the employers aim is to hire a career professional who has the skill, knowledge and experiences to complete the job duties within the workplace environment and company culture, which for many is now working from home or a blended work-office environment.
Preparing for a Covid virtual job interview
99% of job interviews will be virtual during the next 3 months.
Online job interviews come in two guises; a live video stream interview or a computerized AI interview.
Live video interviews, simply put, is a Q&A session with a ‘live’ interviewer. This is this general job interview that most job hunters are use to.
The above link (online job interview) will explain the technical preparations an interviewee needs to make for a video interview, including camera angles and framing.
In addition, many employers are opting to understand the industry knowledge level of an applicant through an interview presentation.
Delivering presentations as part of a recruitment process has been a long-established practice in certain job sectors, but recently we have seen an increase in employers from various industries adding a presentation as part of their interview selection process.
Presenting information is one to help an employer understand the level of industry knowledge an applicant has. In addition, many employers, due to job interviews being online, feel the opportunity to present, as well as answering interview questions, helps the candidate to relax during the abnormal online interview experience.
Robot Interviewers
A pre-programmed system that asks a job interview question before allowing the applicant to record a live answer (on average a 60 second – 2 minutes answer).
The video answers are then reviewed using a computer algorithm. This system is often used at the early stage of a recruitment process, decreasing the number of successful applicants who will then be required to attend a ‘human’ interview.
Creators of artificial intelligence interviewers will, most likely, have ambitions for the bots to be the go-to system for job interviews in the future, with cost-saving benefits to potential employers.
These high-tech systems can be used to scan applications, social media feeds and other data, to predict if an applicant is suitable for the job role or not, but also if they are likely to leave their current role for the new opportunity.
Equal opportunity leaders are worried about potential bias, inaccuracy, and lack of transparency when using an artificial intelligence recruitment system, believing that the system uses deceptive trade practices.
To pass a robotic job interview, applicants need to ensure interview answers reference the job criteria, giving examples of previous successes. Stating industry models and theories, also helps here, as stating the elements of a model ensures a high number of keywords have been used, and therefore pic up by the robot.
Interview anxiety
Research shows how a lack of job interview confidence has a direct impacts on the outcome of the job interview.
Anxious candidates will self-disclose weaknesses, have reduced eye-contact and increase the use of filler words. This combination of indicators reduce the level of knowledge and experience an applicant can express, successfully, to an employer.
If an interviewee fails to highlight how they meet the job criteria, they will score low on the interview scorecard, resulting in a job decline response.
A high number of people fear the job interview, in fact, being the center of attentions is one of the highest phobias when peoples fears are polled. The increase pressure, created from having to complete an unknown experience, of the video interview increases anxiety in the job applicant.
This double effect of anxiety; interview anxiety x video anxiety, can be disastrous to career professionals who rarely attend job interviews.
Interview confidence can be increased quickly in the main through repetition of practice. The following activities will help build up job interview confidence:
Care assistant employers, when interviewing applicants, look at candidates’ work ethic and personal skills.
A desire to help people is key, but employers also look for communication skills, empathy, patience, calm when in a stressful situation and an employee who can follow directions accurately.
Care assistants can work in a care home or in the community, supporting vulnerable people living in their own homes. The interview questions asked in a care assistant job interview will be based on the applicant’s temperament as well as their ability to perform caring duties which can include;
supporting people with their physical needs
completing household tasks – washing, cleaning and cooking
monitoring health and communicating with nurses
To prepare for a care assistant structured job interview, applicants can answer many interview questions by relating to real-life experiences, from helping their own family members to volunteering in a caring role.
Care Assistant Job Interview Questions and Answers
Below is a list of the most commonly asked care assistant job interview questions and a detailed breakdown of how to answer the question.
Do you having any caring experience?
Normally an opening question, applicants can easily answer this question using a common interview formula; stating duration, qualification and selling point.
The interview answer starts by reassuring the interviewer by stating the duration in the industry “I have over 10 years experience as a care assistant…” For applicants new to the industry this answer can be slightly tweaked “In all my previous roles I have had to support and help vulnerable people…”
Applicants can continue by giving additional detail about a previous position “…while working at X company my key caring duties included (add duties)..”
Next, candidates can explain their level of qualification (only suitable for applicants with an industry qualification) “….In 2010 I gained a caring assistant Btec Level 3 diploma, during he course I leant (add sector theories and models)…”
End with a unique selling point. This could include a care assistant skill or a personality trait “…I’ve applied for this role because I am passionate about caring for vulnerable adults…”
What support do you expect a vulnerable person requires?
Answers to this interview question need to be relevant. If working with the elderly, explain what support an elderly person requires. If working with an ex-addict, discuss the barriers they face.
When answering the ‘vulnerable’ question, answers can be split between a logical and an example answer.
Initially start the interview answer by listing what support an average (vulnerable group) requires. Listing all common support needs shows an awareness and here an applicant is likely to hit the required criteria the interviewees are marked against.
Next, use a story to highlight sector related experience “While working as an X, I worked closely with Y (vulnerable person). It was clear that the client required Z (support needs), so I (explain the action you took)….”
When providing personal care how would you maintain a person’s dignity and respect?
This question is key to a successful job interview outcome. Employers in the care industry are looking to hire empathetic professionals.
The reply to this answer can be broken down into the 3 Cs:
Confirmation – state how a person’s dignity and respect are at the uppermost importance
Communication – explain how your communication is designed to be respectful. An example of this would be asking a vulnerable person who had been in the bathroom for a long duration ‘if they need any assistance’ rather than asking ‘whats up, you have been ages?’
Clarity – many vulnerable people are very independent. Having someone ‘do everything’ for them can be demoralizing. Explain when working with a new vulnerable person you, through a rapport-building conversation, will clarify what support the client requires and what they need the care assistant to support them with.
Give an example of being in an emergency situation?
During the lifetime of a care assistant, they will come across many emergency situations from an elderly person having a heart attack to a vulnerable person attempting to commit suicide.
Example job interview questions require storytelling First, it is important to pick an example that is relevant to the job role the applicant is applying for. This is because the employer will have a list of job criteria that they score each job interview answer against. The highest scoring interview questions result in that applicant being offered the advertised position.
When answering the interview question with an example give context by explaining the situation and vulnerable persons’ background. This makes the interview answer relevant and easy to understand.
It is important, when explaining the steps the applicant took, to explain how they remain calm and professional throughout the emergency situation, even going as far as explaining how they had prepared for this, or similar, situation.
Next, discuss the policies and processes the candidate followed; informing social services, family members, managers. If they had to take notes or update systems.
How would you support a person who suffered from X?
If asked a specific technical question it is because this X is the employer’s bread and butter. Here, the candidate needs to show their level of knowledge and experience.
Explain, initially, the competency level “I have worked with X client for the previous 10 years” “in all my previous roles I have supported service users suffering from X” “I cared for my mother for 20 years who had X”
Next, show knowledge by discussing X in detail: “a symptom of X is…” “What care assistants have to be aware of is ….” “A side effect of X is…”
To end the interview question, spell out the actions required to support a person with X and how this positively implements on the vulnerable person life and wellbeing.
How do you feel about working flexibly?
Care assistants don’t have time off. That, obviously, is an exaggeration, but the truth is care workers (or the care team) are required 24 hrs a day 352 days a year.
Employers, therefore, need to hire care assistants who are willing to work bank holidays, over the Christmas period and during different shifts.
Some career professionals prefer the variety of working different shifts, is this is you make this clear in the job interview. Experienced care assistants can also reference how they have previously worked varying shift patterns, and how for them time is irrelevant, as they enjoy the work of a care assistant so much.
Why are you drawn to this area of work?
Question around the reason for applying for a position within an organization or industry come down to one thing – passion.
Employers know that if they hire a team of passionate employees with a strong work ethic that they will be highly productive. This is especially true in the care sector, where workers will go above and beyond to support their charges.
Not only does this interview question need to be answered with the right language, but the non-verbal communication of an applicant must also emphasise the passion of the words.
Stories relating to how an applicant has cared for a parent work well, as does explaining how for you working in the care sector is more important than a higher-paid none caring job role.
Highlighting ones values (everyone should have a decent life) also reinforces the passion of the applicant.
But hopefully, as you are applying for a caring role, this interview answer comes easy to you.
Is there anything else you would like to know?
At the interview end, the employers will ask each applicant if they have any questions about the job role or company.
To be seen possessing a high level of knowledge and experience, interviewees utilise interview formulas when answering interview questions. The interview formula allows applicants to have a structural approach to the job interview.
Having a structure to fall back on not only increases confidence, as the structure creates an order for the applicant to follow, but also presents the candidates competencies clearly to the employer, increasing the likelihood of a high scoring interview answer.
The formulas can be adapted to job roles across all sectors, and only requires the applicant to embed their own knowledge and experience to each formula.
Model and example (ME)
Referencing industry relevant theories and models in the interview answer highlights a level of knowledge, as the model is explained as a step-by-step process, before experience is shown through giving a real life example of using the model in a work situation.
This formula is powerful as it adds content to interview answers that may lack substance. The two parts complement each other as they repeat the same process but in two different ways logical (explaining the model and emotional (via storytelling)
Suitable for the following types of interview questions:
‘How do you assess risk?’
‘How do you collaborate with stakeholders?’
‘How do you manage your time?’
Example answer:
“When X I use the Y model (explain model in a step by step process) an example of this is when I (add example; situation, action, outcome)”
Experience, Qualification, Selling Point (EQS)
Stating the duration working in a sector improves perceived competencies as the association between time-served and knowledge is closely linked. Reinforcing sector knowledge by describing industry related qualifications backs-up the time-served/knowledge link. But as many interviewees will have a similar background, applicants need to stand out by highlighting an unknown unique selling point – explaining what they can bring to the team.
Suitable for the following types of interview questions:
‘What is your experience in this sector?’
‘Why should I hire you?’
‘What can you bring to the role?’
Example answer:
“With over X years in the sector and a qualification in Y, I have worked as a Z (add various roles). In that time I have been able to (add unique selling point)”
Problem, Actions, Outcome (PAO)
Behavioral interview questions are designed to predict job performance based on an applicant’s previous actions. Therefore, candidates must ensure they explain the circumstances of the situations they will describe as this offers context to the employer, allowing the interviewer to better understand why certain actions were undertaken. The interview answer needs to end with an outcome, which could include lessons learnt, a new approach or an increase in profits.
Suitable for the following types of interview questions:
‘Give me an example of…’
‘When have you ever…’
‘What experience do you have in…’
Example answer:
“When working at X, Y happened (add specific problem) which could have resulted in Z. To solve this problem I (add specific actions) which resulted in (add positive outcome)”
Barriers, Solution, Projected Outcome (BSPo)
For future scenario interview answers it is important for an applicant to show how they understand the threat of the potential situation – the barriers this problem would create, as this shows industry insight. Stating the specific actions that need to be taken shows expertise and competencies, and stating how these actions would have a positive intent can highlight the added value the applicant can bring to the team.
Suitable for the following types of interview questions:
‘What would you do if…’
‘How would you approach..’
‘If you were working on X project, what would you need to consider?’
Example answer:
“If this situation was to happen, my concerns would be A (add potential barriers). To take action I would B (add specific actions). The outcome of this would be C (state positive outcome including the benefits to the company)
Pro and Con (PC)
The frame of some interview questions can be seen as a trap, with an interviewer asking for an opinion. If the opinion given by an applicant is one that resonates with the employer the interview answer will score high, but if the opposite is true the answer will be marked low.
In this situation, applicants can hedge their bets by answering all options in all ways, ensuring one of the elements of the interview answer will resonate.
Suitable for the following types of interview questions:
‘What is more important X or Y?’
‘What is your opinion about X?’
‘Are you A or B?’
Example answer:
“What I like about X is (add pro’s) but you also have to consider (add Con’s)”
For the multiple-choice answer, applicants can repeat the formula for the second part of the question. The 3rd example interview question is often stated to check an applicant’s temperament or working style – “Are you a task starter or task finisher?” This type of interview question is used in strength-based interviews. Similarly, applicants can explain the pro and con of each trait, but it is likely that the interviewer will push for a direct answer.
The job interview is one of the most important meetings in life.
Why? Because being successful in a job interview has a direct impact on a person’s work/life balance, their stress and motivation levels, potential salary earning which links to the person’s lifestyle.
So, it makes sense to prepare for this highly important event.
This article will cover everything any job seeker and career professional needs to do to prepare for the job interview.
To help job seekers find employment, we will link to relevant articles under each of the interview sub-headings allowing each interviewee to read the source article for a more in-depth understanding of each job interview topic.
What to wear to a job interview
Your outfit is your armor.
What you wear in a job interview makes a difference in two distinct ways: 1) ‘dress to impress’ increase personal confidence levels, 2) a professional look changes the employer’s initial impression of a candidate.
Down to basics:
Wear smart professional clothing.
What an applicant wears influences the interviewer’s first impression of a candidate. Interviewer’s, as does everyone, has ‘unconscious bias’ – an opinion is made based on how one person views another. Research shows how an interviewee’s outfit can create a positive or negative opinion.
The ‘professional look’ can only help to increase likeness.
Avoid:
Unironed clothes
Casual wear
Not shaving
Dark colours
Getting caught in the rain (resulting in you looking helpless)
There is something about the choice of clothing that affects the emotional state. Dressing in gym wear, as an example, will result in a person being more likely to complete exercise. In the same sense, dressing confidently creates confidence.
The company – does the company vision and values align with your own?
The boss – does the boss’s managerial style motivate you?
The co-worker(s) – does the company culture draw you in?
The pre-interview research on accepting a hiring decision can save time – only attend the interviews with employers you are interested in.
Once an applicant knows which organisations they are interested in, the next step is to prepare for the job interview by researching the potential job interview questions.
Check potential questions by reading the job profile for the advertised role. Each essential duty will be referenced as a job interview question
Understanding how each job interview is different gives the pro-active job seeker an upper hand. As an example, most screening job interviews are conducted over the telephone.
The interview itself needs planning for. For an online interview, ergonomics is key. A clear background, eye-level screen and clean space, not only helps the applicant feel relax, there are no visual distractions for the interviewer.
A common mistake career professionals make is their interview preparation. Most job seekers will check the duration from their home to the interview establishment, this is good, pro-active. But the mistake is made at the time of night they choose to prepare for the job interview.
Most people prepare for interviews at night and plan, using an online map, the duration of travel. But if the job interview is scheduled early in the morning, the duration to the venue can change, as travel times vary depending on the time of day.
The barrier here is that a late applicant creates a negative impression that distorts how the interviewer views the applicant during the course of the job interview. Is easy to make error can have a lasting effect on the job interview.
The first impression defines the rest of the job interview. The initial barrier is the interviewers unconscious bias, and then their reaction to how they perceive the applicant will perform once employed.
The initial impression is formed by the senses taking in billions of pieces of information, which is then filtered by the interviewers values, beliefs and experiences, resulting in an impression being created within milliseconds of the interviewer coming face to face with the candidate.
These 5 factors affect the initial impression:
An applicant’s smile – smiling helps build rapport. Research has shown how a smile improves likeability
What the candidate wears – association from clothes to persona is powerful. If you dress ‘professionally’ you will be seen as a ‘professional’
The firmness of the handshake – a firm handshake shows strength and confidence, both of these traits improve how an employer views an applicant
Eye contact – strong direct eye contact shows confidence. Weak people will often look down or away. Employers for all job roles are looking for confident employees who can make decisions and take action
The level of confidence in communication – asking questions, varied tonality, a strong pace are all ways to communicate confidently. Confident communicators score well in job interviews as they are able to give answers that reference the job criteria
Job interview anxiety is the number one reason why job applicants fail in job interviews. A lack of confidence can only result in a poor job interview performance.
Confidence can be improved. The biggest barrier to self-doubt is comparison. Often employees will compare themselves to another colleague prior to the job interview. This behaviour is unhealthy and effects the nervousness level in a job interview.
The comparison leads to self doubt. Self doubt, is extreme cases, lead to some career professionals finding excuses not to attend the job interview, and those that do often perform badly.
Confidence in the job interview can be improved by making a few tweaks to your thinking. Having self-appreciation instead of self doubt increases self-esteem.
For career confidence, listing your achievements, your skills and abilities change the focus of thinking, helping applicants to realise their worth, improving their self-worth.
The competition for the advertised position is competitive as everyone attending the job interview has a similar level of skills, experiences and qualifications, at the minimum the applicants all meet the job criteria or they wouldn’t have been invited to be interviewed.
A simple and underplayed stand out tactic is being enthusiastic.
Think about it! Most interviewees are nervous, resulting in standard job interview answers communicated in a monotone voice. If the next interviewer delivers strong interview answers, delivered with passion and enthusiasm, they will grab the employer’s attention.
Creating an interview conversation, rather then just answering questions is enough to be uniquely, as is bring evidence of your expertise in the form of stats, graphs and references. Having a growth mindset, showing you can take the initiative and simply becoming confident create a string persona because most applicants are, well, nervous wrecks.
Telephone job interviews are, in the main, viewed by employers as a recruitment cost saving process.
Think about it, to deliver a structured job interview requires time, resources and of course money. It makes much more time to plan for a face to face job interview than it does a telephone one.
With employers receiving hundreds of suitable application forms from high skilled applicants, recruiters need to be able to reduce the number of job seekers they will eventually offer a job interview to.
Initially, the employer will reduce the ‘suitable’ applicants down to a reasonable number through the application process, but as the number of applications received for each position rises, the employer needs to add in a ‘screening’ interview which is designed to result in only the most suitable candidates being offered a face-to-face job interview.
The telephone interview is the most common way to ‘screen’ applicants.
What questions are asked in a telephone interview?
A telephone screening interview is short. Unlike a structured job interview, where each interviewee is asked the same job interview questions, the telephone screening interview is an investigation.
Employers, after reading the job applications from applicants that they feel have the required skills and experiences, still need to reduce the applications to around 6-10 applicants that they will invite to a job interview.
While reviewing the application forms, employers may require specific information to ambiguous statements: “12 years sector experience…” The conscious interviewer will be asking “12 years experience in the same position? company? level of responsibility?”
It is this specific ‘data’ that will be the basis of the screening interview. In this way, each screening telephone interview will be different.
Out of all the common interview questions asked, the ‘what is your greatest weakness’ question, is among the hardest to answer.
Candidates, applying for an advertised position within a new organisations, struggle to answer a direct interview question that deliberately focuses on a negative, not a strength, because they believe that a ‘negative’ interview answer will score low, on the interview scorecard
Who is asked the ‘weakness’ interview question?
What many applicants don’t consider, is that all interviewees will be asked the same ‘weakness’ interview question.
Some of these applicants will try to influence the job interview by not directly answering the question: ‘I don’t have any weaknesses!’
This answer is weak within itself. It is the same as being asked ‘are you a team player?’ to then talk about working on your own initiative. Employers ask each job interview question for a particular reason – they want to know something specific about the applicant that is relevant to the job vacancy.
Job seekers who state: ‘I have no weaknesses’ will be scored low.
Interviewers are really asking ‘how do you develop?’ or ‘what have you done to improve an area of development?’
Mainly the ‘weakness’ interview question is asked for low skilled positions or within the ‘supportive’ sector that needs career professionals to be lifelong learners.
How to approach the ‘weakness’ question?
We have established that the ‘weakness’ question is really about a candidate’s approach to development. More specifically, self-reflection and development.
The 3 step process to answer the ‘weakness’ interview question is:
Self-reflection – identifying a weakness or area of development
Upskilling – taking action to develop the weakness
Ability test – completing a self-check to ensure the weakness or area of development has been overcome
How to answer ‘do you have any weaknesses?’ Interview question.
The 3 step process, when answering the interview question, can be framed with an opening and summary.
Interview answer opening.
“I believe everyone has areas of development…”
“One of my strengths is recognising my weaknesses, so I ca develop my skills….”
“Because I believe in self-development, I am always self-assessing my skills…”
Interview answer 3 step process.
Self-reflection – “…an example of this is when I (give an example of a self-development process IE during an employee review, completing a skill test, via a mentor, etc)…”
Upskilling – “….to develop this skill I focused my time on (add actions you took to improve the (area of development)…”
Ability test – “….I knew I had improved on this area when (give an example of using the skill with confidence and competence)
