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

April 26, 2019January 12, 2023

Common Asked Housing Officer Questions

A housing officer will often be employed for housing associations or the local authority, supporting clients with the assessment of needs in terms of housing applications.

The housing officer may also specialise in working with homeless people and/or service users with additional needs.

How competitive is a Housing Officer job Interview?

Interview Specifics

This article will list the commonly asked job interview questions for a housing officer.

By understanding the job interview structure and by knowing the commonly asked housing officer interview questions, applicants can prepare answers that highlight their level of competencies within this industry.

Common Asked Housing Officer Interview Questions

Can you tell me about your housing officer experience?

This housing officer interview question is asked for two reasons; 1 it is an open question to get you talking/feeling relax at the job interview start. 2, to gain a general overview of your experience (generic because the follow-up questions will go into more detail)

To answer this job interview question, start by summarising your experience as a housing officer, your relevant qualifications and a key unique skill relevant to the industry – something that makes you stand out, this could be a specialism you have IE working to house homeless service users.

How do you assess the needs of a client?

This interview question is key because this is the crux of the job role.

Split this answer into two sections. Section one is your people skills; explain how you build rapport, how you use effective listening skills, how open and closed questions have a powerful impact, and how you remain calm in stressful situations. Give a short example to highlight your level of expertise and competencies.

Section two should explain the interview structure; the questions you should ask, the information you need to collate, and how you follow GDPR, data protection and confidentiality legislation.

What does customer service mean to you?

You may be asked several customer services-related interview questions.

In the housing association sector often the service users can be stressed or angry. Some service users may have alcohol or drug addiction. In some cases, you will be speaking to clients who are struggling with finances and have been turned down for financial support.

When answering interview questions relating to customer service and communication, explain how you can handle these situations;

What was the situation – why was the service user angry or upset?

How did you handle the situation – what did you say or do to help calm down the client?

What was the positive outcome – how did the client respond to you?

What do you look for during a housing inspection?

Competency-based job interview questions require you to fall back on your experience.

Give an example of when you have carried out an inspection that had issues (you need to pick an inspection with issues to show that you can deal with this in a professional way)

In the example explain what you look for during a general inspection, the inspection process you follow and quote safeguarding regulations, and how you, when required, challenge a service user.

Follow this up with the example “one time during an inspection I saw…” Give details of what you found, the potential safeguarding issue, and what you did to address this

How would you have a positive effect on your colleagues and team?

A big part of the housing officers’ job criteria is to have the ability to work as part of a close-knit team. You will be asked one way or another about your ability to work within a team.

Open the teamwork answer by simply explaining how you enjoy working as part of a team and how in all previous housing roles teamwork has been an important aspect of the role. This opening confirmation statement shows how you have this required skill.

Now you have ticked the ‘teamwork’ box, you need to give a real-life example. A good frame for this job interview answer is to give a ‘helper’ perspective.

Describe how a colleague was having a problem with a housing issue and how this problem affected the output of the whole team.

Go on to describe how you took action and explain the action you took. Follow this up with the positive outcome focusing on how the whole team benefited from your quick actions.

You can also talk about the larger team – in this role, you will need to work with a range of agencies and stakeholders, including social services, jobcentre plus, citizens’ advice service.

Which other agencies would you refer a service user to?

Part of a housing officer’s job role is to work with the tenants to help them to be successful.

To be effective in this job duty you will need to work with, signpost or refer to a large number of partner agencies from social services to the local job center, from doctor surgeries to career advice officers.

In your answer list the relevant agencies you would partner with and give an example of when you would make a referral compared to signposting.

The example has to be specific. First, explain the service users situation and the key block that was holding them back. Explain the limitations of your roles and how the service user required expert advice.

Go on to explain how the service user had attempted to get support but had failed. End the interview answer by stating what you did to ensure the client got the support and advice they required.

Do you have any questions for me?

A guaranteed question is the “do you have any questions for me?” question. And your answer should be YES! Always ask a question.

Good questions to ask in a housing officer job interview are;

What is your approach to supporting service users with their many barriers?
What development opportunities do you have to help upskill a housing officer?
How many hostels/houses do the organisations look after?
What is the best part of your day?

November 6, 2017December 5, 2020

Aristotles Teaches How To Persuasion in a Job Interview

Aristotle’s Persuasion Technique

Persuasion is the goal of the job interview.

In the job interview, you need to influence, persuade and motivate through the answers of your job interview answers. You naturally persuade all the time, through the words you say and how you say these words. The problem is you may persuade people not to recruit rather than persuade them to offer you the desired job position.

Aristotle was a master of the persuasive language. We have taken the leanings of Aristotle’s rhetoric and made it relevant to the job interview.

Ethos, Pathos, Logos

Ethos is your character, how you come across to the interviewer. In a job interview, you need to be seen as credible, an authority. If the job interviewer believes in you, they will listen to you, if they listen to you, they will want to buy you (offer you the position) Aristotle said “We believe good men more fully and more readily than others.”

An example of an ethical appeal: “What I have learned from working in this industry for over 28 years is…” Your duration of experience has a direct path to your Ethos.

Pathos creates an emotional response from the interview panel. In the job interview situation, you need to appeal directly to the interviewer’s emotions. The great interviewee controllers the employer’s emotions throughout the job interview, taking them on an emotional roller coaster.

An example of an emotional interview answer is “have you ever been in a situation when a multi-pound deal was just about to be lost….what I did to turn things around was…” By getting an employer to imagine/remember a negative situation stirs up their negative emotions, before you create a positive emotional pull, by explaining your positive outcome.

Logos is a way to use logic; reasoning, data, statistics and even debates and arguments. Imagery creates an emotional pull, logos allows you to give the facts to back up the story. “This technique increased profit by 35%..” “9 out of 10 people benefited from X”

August 19, 2017

Job Interview Questions for a Job at Rise in Manchester

Rise Manchester offers a tailor-made space for the FinTech community, drawing together the city’s vibrant startup culture and its rich industrial past. In staff they are looking for friendly and fun staff who know there coffee and who can improve their customers experience.

If you want a job at rise, here is some questions you will need to answer

Below you can also access 101 Interview Questions and techniques to Influence the Job Interview. Good luck with your next job interview.

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Job Interview Questions for a Job at Rise in Manchester

Job Interview Question 1:

“Tell me about your customer service experience?”

The opening question at Rise, will be a generic interview question to gain an insight into your customer service and barista experience. Summarise your experience and have a focus on the key skills required for this position; how you welcome customers, how you promote the rise philosophy and how you go above and beyond

Ensure you mention

customer service skills
strong written and spoken communication skills
the ability to solve problems
the ability to deal tactfully with customers
your friendliness and rapport building skills

Job Interview Question 2:

“How do you handle difficult customers?”

For situational job interview questions, answer using a real life story or example

state the situation – why the customer was angry/difficult
explain how you remain calm and how this calmed down the customer
discuss what you did to support the customer while following processes and procedure
explain the outcome of the situation ***ensure this is positive

Job Interview Question 3:

“When have you gone and beyond to help a customer?”

Rise isn’t just a coffee shop, its an experience. In an employee Rise are looking for staff members who go that extra mile. Answer this interview question by first stating your work ethic and your temperament. Second give a real life example of when you went above and beyond to help a customer. Remember at Rise the customer base isn’t just shoppers, in fact the percentage of customer are entrepreneurs who spend their day at Rise working

Job Interview Question 4:

“What questions do you need when booking a room for a customer?”

Many customers book rooms and the stage area. This task requires a level of organisation. When answering this questions explain your strategy for keeping the administration side of things on point. How do you ensure that you have the correct details; customer detailsl, booking details

Job Interview Question 5:

“Why do you want to work at Rise?”

Be honest when answering this question – Rise has to be the right fit for you, and you need to be the right fit for Rise. What made you apply for this role? Why do you like the environment? To answer this question, start with “The three reasons I want to work at Rise are…” and then give 3 real reasons.

Job Interview Question 6:

“Do you have any questions for me?”

Good interview questions to ask interviewers at the end of the job interview include questions on the company growth or expansion, questions on personal development and training and questions on company values, staff retention and company achievements.

Conclusion

Many people are afraid of job interviews. The truth is if you prepare for your job interview, by predicting the job interview questions, you can easily prepare your job interview answers. If your job interview answers highlight your unique selling point, are stated in the positive and are said in a confident manner, then you can influence the job interview to increase job offer.

Interview Preparation Resources

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September 25, 2016November 21, 2020

Out Of The Box Interview Tips

Think Out Of The Box To Pass a Job Interview

Run of the mill interviewing techniques are becoming talk of the past.

“Tell me about yourself”?, A question that has been out there for so long that candidates tend to just learn the answer to it by heart with minor tweaks here and there.

If the questions aren’t going to change so will the same patented responses will be given during interviews. There is no advancement in the interviewing procedures and no learning for graduates coming fresh out of the universities.

career

Let’s consider a situation where a candidate (you) gets the call from HR representative of the company you applied to.

A unique feature about this call would be (we’ll get into that) but how normally a candidate would respond to one such call:

HR: “Hi, is this Mr. X I’m speaking to?”

Mr. X: “Yes, who’s this?”

HR: “This Ms. Y from ABC Co., you applied for the position of XYZ. Have you got a minute, I have to ask a couple of questions?”

Mr. X: “Please go on”

HR: “Ok, so have been you working somewhere?”

Mr. X: “Both yes and no, actually I resigned from my previous employment and am currently serving my notice period”

HR: “Ok, it says here you’ve been with the firm for last 5 years, what makes you want to switch?”

Mr. X: “Although, I have had no issues here during the tenure of my employment, all I feel is a bit stagnant where I’m and want to challenge myself in pursuit of new and better opportunities”

HR: “Alright, let me schedule an interview with you tomorrow say at 11am?”

Mr. X: “Sounds good to me, will be there.”

HR: “The directions to our office will be emailed to you shortly.”

Mr. X: “Sure thanks. Bye.”

That is how a normal telephonic interview appears as. But if we could improvise and candidate can earn the seat in front row? Startling? We pick it up from point no. 10 above and see how it changes.

Mr. X: “Can I suggest a date, as I have some things to take care of in the days to follow? Hence I won’t be able to squeeze time for the meet.”

HR (based on the availability): “When it would be possible for you to visit, then?”

Mr. X: “On so and so date (suggest a date for 2-3 days ahead)

The idea is to buy time so you can thoroughly search about the company, its stakeholders, review their profile on LinkedIn and prepare yourself well.

HR: “How does day after tomorrow sound?”

Mr. X: “Great!”

Now if the counter argument is not up to your liking, best lock in the day as it maybe that the organization is interviewing other candidates or the interviewing authority may not be available in those days.

At least by making a request you have made your presence felt and that you are not typical instead expressive. Just that is the purpose of asking to schedule at a later date. This gives you leverage in negotiations at the time of offer.

You don’t need to insist on scheduling for the day/date you have in mind or you’ll lose the opportunity, altogether. An attempt suffices and generally employer allows for a day or two in scheduling meets for candidates.

Secondly, the questions needs to be revisited to allow candidates to speak open-endedly and when someone is provided the platform to speak, their frame mind is reflected and the person interviewing can gauge whether or not the person would be a suitable fit for the organization.

Questions could be:

“How much element of fun is part of your life?”

“Do you cater to sarcasm?”

“What if I were to ring up a close friend of yours, will he/she be able to tell me your weaknesses?”

Author Bio

Rayanne Dany is an HR consultant and can be reached for assignment writing service via her twitter handle. She has tons of experience in different organizations amounting to a total of 10 years. Her insight over the years as an HR professional has paved way for writing improvement techniques.

October 21, 2015November 29, 2020

Interview Question and Answer Can you tell me about your Gap Year?

The job interview question “can you tell me about your gap” is the employer really checking of you took the opportunity during your year off to gain new skills and experience. Often this interview question is asked during graduate job interviews.

Video Tutorial – “Can You Tell About Your Gap Year?”

Explanation of the Question:

Many career professionals take a gap year after university, when asked this question the employer is looking if you “bummed” around or did something “interesting” explain how your gap year gave you new skills you can use in your job

Example Interview Answer

“After completing my accountancy degree I took a gap year and travelled and work in Asia, it was a great personal experience and again a lot of “life lessons” from the experience. It was also beneficial in my last role, as we had several clients in Asia and was able to use my experience to build up company relationships”

Make your own “gap year” experience and your skill base relevant to the position you are applying for.