Tag: Interview answers

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HR Assistant Interview Questions

How to answer HR (Human Resources) Assistant job interview questions.

HR assistant, sometimes known as a HR administrator, job roles are entry-level job roles. This means that the employer doesn’t expect the job applicant to possess a high number of years in the industry.

Instead, the interviewer is looking for potential, the right fit for the organisation.

This article will explain how to pass a human resource assistant job interview. We will provide a list of commonly asked human resource assistant job interview questions and answers.

What is a HR assistant job interview.

The HR assistant recruitment process often consists of a signal job interview, conducted by an HR professional or manager.

The recruitment panel will have been trained in interviewing process including unconscious bias, often adopting a structured job interview approach.

The interview will last around sixty minutes, with the interviewer asking around eight job interview questions.

As the position is an entry-level role, the employer will do their best to put each candidate at ease.

To put the applicant at ease, the interview panel will:

  • Make small talk
  • Explain the interview process
  • Initially, ask open questions

Small Talk

To relax a nervous interviewee, interviewers will create small talk.

Small talk helps as it creates a conversation (the small talk isn’t part of the job interview itself), puts the applicant at ease, and helps communication during the job interview, as the candidate has been encouraged to speak.

Small talk questions include:

  • Did you find the building ok?
  • What do you think about the weather today?
  • Do you want a tea, coffee, water?

The small talk section of the job interview, can be used to help shape an applicants interview identity, how the employer views the candidate: suitable or unsuitable.

As an example, if asked ‘did you find the building ok?’ an applicant can easily reply with: ‘Yes it was easy to find’ or can show preparation skills by replying with: ‘Yes, I’m an organized person, so I drove here a couple of days ago to ensure I would be on time’.

Another example, when asked about ‘What did you do over the weekend?’ The applicant could respond by talking about a sector-related book they were reading.

“Pre-interview communication effects the job interview outcome”

Chris Delaney Author of what is your interview identity

Even the level of communication confidence; the language used, the number of filler words, pace and speed, all effect the employers opinion of the applicant, prior to the job interview start.

HR Assistant Job Interview Questions and Answers.

Below is a list of commonly asked job interview questions, and an explanation of how to answer each question, for a Human Resource Assistant job interview.

Tell me about your experience and how it relates to a human resource assistant job role?

For an entry-level position, employers aren’t expecting a string answer for this opening interview question.

This, then, is a great opportunity to be viewed as hirable by preparing a high-scoring interview answer.

The answer should include:

  • Relevant qualifications
  • Past experiences relevant to the job role
  • Skills and qualities
  • The reason why you have applied for this role

“For the past X years, I have been working in (add job sector) where I have been (add relevant HR and administrational duties). Over this time I have built up a wealth of skills and qualities which include (add HR required skill/quality). I possess a (add qualification) and have applied for this role because (add reason: passion, interest, possess the skills)”

How would you provide administrative and organisational support for HR colleagues?

There are different ways to answer job interview questions. For higher-paid positions, where employers expect an applicant to possess industry experience, the interviewer will ask ‘behavioral’ job interview questions.

For lower-paid entry roles, the questions will be framed as ‘situational’ – ‘What would you do…’ and, ‘How would you…’

To answer a situational job interview question, applicants can so knowledge by:

  • Sharing industry-related theories
  • Well used sector models
  • Give a step by step plan of what they would do in a given situation

“One of my key strengths is (add strength IE organisational skills). In work, I (add model IE the time management matrix model) This allows me to (explain model). To support HR colleagues on a day to day basis I would (add actions you would take IE offer my support, complete tasks on time, share my knowledge of excel, etc)

For the later part of the interview answer, the skills and duties, think about the job role. What skills are required for the common HR assistant duties?

  • Communication
  • Listening skills
  • Accuracy
  • Organisational
  • Excel, Word and database knowledge
  • Understanding HR legislation
  • Fast typing skills
  • Dictation and note taking
  • Being professional
  • Telephone skills

How could you support monthly payroll tasks?

When asked any job interview question, the interviewee should first ask themselves ‘what skill, experience, or quality is the employer looking for evidence for through this interview question?’

For technical skills and duties, job hunters must, prior to the job interview, research what will be expected of them once employed. For the above question, job applicants must understand what payroll is.

In fact, one of the three rules of a successful job interview outcome is ‘predicting the interview criteria’

As payroll consist of calculating employees’ salaries, calculating tax, and reporting spend to HMRC, the successful applicant will require ITC skills, excellent numeracy skills, and attention to detail.

The ‘How could you support..’ section of the interview question, indicates that the employer is checking the applicant’s level of knowledge and experience – their ability to complete this task.

To answer this interview question, use the formula ‘skills x actions’

State the relevant skills or experiences you possess relevant to the described duty and follow this up by explaining how that skill would assist with the duty.

“One of my key strengths is my attention to detail. I have a mathematical mind and can easily work out large calculations. I always check my work and ensure I cross the T’s and dot the I’s. When assisting with payroll I would be able to double-check the workings outs, take on any calculations, and assist with any spreadsheet and databases.”

What experience do you have using data systems?

In all human resources positions, the HR team works on various data systems and spreadsheets.

It is highly advantaged for any HR assistant to train in, as an example, Excel. Skilled excel employees can create automate calculations, create visual versions of hard data, and designed formulas. This knowledge could be the unique selling point that gives one applicant the edge over another.

Answer the interview question, by stating the duration of working with data systems, name each data system and give a real-life example of using one of the stated data systems.

“I have worked with various data systems for X numbers of years, including (data system 1, 2 and 3). An example of what I can do is (add specific example IE designing pivot tables)”

What do you need to think about when being the first port of call for an employee with a HR query?

Throughout the HR administrator or assistant job interview, there will be a number of duty-related interview questions.

Some of the questions will be situational interview questions, asking how you think you would handle X or what would you do in Y situation.

The list technique can be used to highlight a diverse skill or knowledge range. The list formula is ‘list x example’ List possibilities and pick one that is explained in detail.

“When being the first point of call you need to (list options IE record the date of the call, collect personal information, explain data protection, record the conversation…) An example of this was (give SAP example)”

Evolve the mind book on Amazon

Do you have any questions for me?

Always attend a job interview with interesting questions to ask the employer

  • What training and development is available for new employees?
  • Does the company help HR administrators to advance into HR roles?
  • How would you describe the managment style within the HR department?
  • What do you like about working for this organisation?
  • Is the compnay looking to expand?

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How to Answer Job Interview Questions

The content of a job interview answer, the criteria referenced, is the single biggest influencer of the allocated scores an employer will give during the structured job interview process.

Applicants who constantly fail job interviews, spend on average just 4-5 hours preparing for a forthcoming job interview. Whereas, consistently good interviewees, those who gain regular job offers, will spend 4-5 days in preparation and rehearsal.

The difference between a 4-5 hr prepared interviewee and a 4-5 day prepared applicant is the development of their interview answers. This article will explain how to develop an interview answer to receive high-scoring marks.

Interview Scoring Basics.

Much research shows how employers favor the structured job interview over the informal recruitment process, with behavioral and situational job interviews being the most commonly used interview questions.

Employers mark applicants’ answers against their own scoring criteria on the interview scorecard, with each employer having a personalised system. What this means, is each interview question has a score allocation depending on the type of answer given.

The interviewer, in most cases, to help them accurately score an answer, will have an example reply for a 1-4 scoring system. The example is used as a guide by the employer.

  • An interview answer that is irrelevant to the interview question/job role will be viewed as weak, only scoring 1 point.
  • Mentioning the job criteria scores higher, but a basic answer isn’t enough for en employer to understand what the applicant can bring to the team, resulting in 2 points.
  • A well structured interview answer mentioning the required job criteria for the interview question/job role, as well as clearly stating the actions the applicant took in the example used often results in 3 points.
  • Being veiwed as highly knowledgable and experienced, through a confidently delivered answer that shows understanding of sector conepts, models and theories, backed up with a real-life example creates an optomistic interveiw identity, scoring on averrage 4 points.

Job interview Scoring Example.

  • 1 = Poor
  • 2 = Satisfactory
  • 3 = Good
  • 4 = Excellent

In addition to the example answer, to help the interview panel compare an applicant’s answer to the ideal answers, the interveiwers will have a minimum scoring criteria that will be used as a benchmark for checking suitability.

If the total number of allocated points doesn’t meet the benchmark, the applicant(s) won’t be offered or considered for the job, even if all the applicants fall under the benchmark score.

  • On average 8 interview questions are asked, with a maximum of 32 points. In many cases, an employer will use bewteen 22-25 as a benchmark score.

In short, strong answers that reference the job criteria, receive high points. High-scoring interviewees are consistent in receiving job offers.

Creating an Interview Answer.

Common interview practice is to prepare for a job interview by:

  1. Reading the job spec and predicting the interview questions
  2. Creating a reply that showcases the skills or experiences required in the job role
  3. Completing a mock interview with a career advisor

As a start, the three-step process is good. But, many failed interviewees use this same process.

Why isn’t a positive job interview outcome consistent when following the three pre-interview preparation steps?

Because the answers only give basic information.

Let’s take one of the most commonly asked job interview questions:

“Give me an example of overcoming a problem?”

A basic response, scoring low on the interview scorecard, would be:

“Situation x Outcome”

“In this situation I faced (problem) but in the end I (outcome)”

Another example of a low-scoring outcome is the listing technique. Instead of giving an example, the applicant list tasks relevant to the interview question. Imagine the question was:

“How do you manage your time?”

The applicant may say: “I use diary management, phone alerts, to-do lists, and start with the easiest tasks first.”

List answers do cover a lot of bases, as they list all possibilities. The idea is that list will mention some of the job criteria on the interview scorecard. The problem, though, is the lack of an example, which provides evidence of how you, in this example, manage time in a real working environment.

In addition, giving examples is a form of storytelling. Much research shows how storytelling creates a memorable interview.

In most cases, the career professional will use the STAR method. The STAR technique encourages a more detailed answer.

Chris Delaney, the author of ‘what is your interview identity,’ says:

“highly confident interviewees use a longer and more descriptive interview answer, then low confident applicants. It is the longer interview answers, due to meeting the job criteria, that results in an increase in job offers”

Chris Delaney Author: What is your interview identity.

STAR stands for Situation, Task, Action, and Result.

Returning to the “Give me an example of overcoming a problem?” interview question, the applicant using the STAR technique will add additional elements to the basic ‘situation x outcome’ answer.

A STAR method interview answer would something along the lines of:

Situation: “The barrier we faced was a decrease in customer orders..”

Task: “It was my responsibility to complete a marketing campaign to increase customer orders…”

Action: “I did this by using Google pay-per-click advertisements…”

Result: “The result of this was a massive increase in orders during the pay-per-click campaign.”

Even with a little more meat on the bones, a basic STAR interview answer doesn’t make the cut.

Think about it. A 49-word answer is delivered in less than a minute.

The answer, even though it shows a journey, at a basic level says: To increase sales I create a Google Ad.

The employer thinks: “To be honest, anyone can create a Google Ad, so why should I hire this individual?”

Ask yourself, what will make me stand out from the crowd? What is my unique selling point?

Ok, we know through the STAR answer, the Ad created worked: Result: “The result of this was a massive increase in orders during the pay-per-click campaign.” But, is this enough detail to score more than 2 points?

In the job interview, employers are reviewing more than just the interview answer. At the back of the interveiwers mind, they are thinking:

  • How will this applicant fit in within the current team, structure, and company values?
  • What impact will the applicant have on (team/sales or productivity/customer and stakeholder relationships/employers time)
  • How does this candidate compare to the other interveiwees?

Create High-Scoring Interview Answers.

To answer any job interview question the applicant needs to show:

  1. Understanding of the job interview question
  2. Thought process – why they choose certain actions
  3. Long-term impact

The three elements must be embedded seamlessly within the job interview answer.

Let’s return to the STAR example answer. And review, what is missing.

Situation: “The barrier we faced was a decrease in customer orders..”

Each situation described, should be detailed enough to make it clear to a new employer why there was a need to take action. Ideally, the example chosen will be a similar barrier or goal that the new employer we face.

A more detailed version of “the barrier we faced was a decrease in customer orders…” is:

“Working for a small online retailer, the business at first did well prior to the large retail businesses promoting their online stores. Each year saw a fall in online sales and customer orders.”

If the new employer, for this example, was also a small online retailer the additional detail will give context and create understanding, the example is easy to relate to.

This shows the power of choosing the most appropriate examples depending on the employer. If the same applicant was applying for a well-known (large) high-street retailer, the example used could be reframed or a new example chosen.

  • A similar example but from a different position in a larger organisation
  • Reframed; the situation was’ competing online against a larger retailer’, rather then the focus of the interview answer being on losing business
  • Using a different ‘problem’ the candidate had overcome

Task: “It was my responsibility to complete a marketing campaign to increase customer orders…”

The task section should start by explaining the consequences of not successfully completing the tasks that will be stated in the interview answer:

“The managing director had told us that we had 12 months to increase sales or the organisation may have to look at redundancies.”

High-scoring interview answers are specific and filled with data. A more detailed answer allows the interview panel to compare the tasks and goals vs the outcome.

A more specific version of the above example could look like this:

“The managing director had told us that we had 12 months to increase sales by 45% or the organisation may have to look at redundancies. This meant generating around 3000 new customers each month, each spending an average of £50 per purchase“

The task section could also state the project/company tasks as well as the applicants individual tasks:

“The marketing team was tasked with creating a 12-month marketing plan covering new lead generations, increasing up-sales on the webpage, and building a customer loyalty base. My task was to design Google Ads to increase the website visitors by an additional 25%”

Action: “I did this by using Google pay-per-click advertisements…”

The most important section of the STAR interview method is the Actions segment.

The explanation of the ‘actions’ section must include ‘I’ not ‘We’. Employers are always looking at the applicant’s skills and experience. The common use of ‘we’ can dilute the answer, as the interviewer may be unsure of the applicant’s part in the process.

This part of the interview answers needs to be meaty. The “I did this by using Google pay-per-click advertising” doesn’t cut the mustard. When stating actions add more meat to the bone.

Actions should be broken down into three sections:

  1. Research/Creative problem-solving
  2. Choosing options
  3. Actions

The mistake made by many career professionals is listing the actions they took. In most situations, several pre-action tasks are first completed.

With our example, the candidate would first research what makes a successful Google Ad. With this insight, the applicant would next create several designs, discarding some and improving others.

Highlighting the thought-process in an interview, helps the employer to get to know you: how you work, your motivation, work ethic, and creative problem-solving skills.

This is important as the number one, most in-demand skill is creative problem-solving.

In addition to the idea generation, employers want to understand a potential employees decision-making process:

  • Do you follow procedures or prefer being innovative?
  • Are decison made based on how they affect others or on data/facts?
  • Was the choose made from the perspective of the company or the team/individual?
  • Do you need to be told to make a certain decison or can you make up your own mind and defned your choice, even if the choice is unpopular?

Decision-making is viewed as so important that companies like Amazon ask interview questions based on their leadership principles, including decision making.

Finally, the candidate can end this section of the interview answer by stating the actions they took.

“As our current pay-per-click campaigns weren’t being effective, I first undertook some research on what type of advert attracted customers who are wanting to purchase our type of product. The advert we currently had running was costing around £10000 per month but only generating around £7500 of sales. My research has shown how generic adverts increase clicks but not necessarily sales, especially in a company like ours which has niche products.

I created several adverts that were able to market the product in an intriguing way, to increase clicks but to decrease clicks from potential clickers who wouldn’t purchase the products, This was easily achieved by adding the cost of the goods to the advert itself.

The adverts were run simultaneously to test which advert was most successful. I did this for a two-week period and then fed the results back during the marketing meeting.”

Result: “The result of this was a massive increase in orders during the pay-per-click campaign.”

With the meat on the bone, it’s time to put the icing on the cake.

The original idea, of choosing a situation or example that the employer can relate to, comes full-circle in the results segment of the STAR process.

This is because, hopefully, the actions segment has given the employer something to chew on. A new idea, a new perspective, another way they can overcome their (similar) problems.

The final part of the interview answer must be positive. It should state not only the outcome but the specific changes that had occurred through the applicant’s actions.

“By split-testing the ad campaigns I was able to understand the specifics that increase clicks by paying customers. After the results were shown in the marketing meeting I was given a £10000 budget to run the Google Ad account for 6 months. In the first month, the campaign made a 22% profit, by month three this had increased to 45%, and by 6 months the campaign, after a little tweaking was running at a 75% profit margin.”

Outcomes can also be extended, which highlights the impact of an idea, action, or person.

“Due to the success of the project, we were able to use the same learning to market other company products and services through a pay-per-click campaign, resulting in 70% of turnover coming from Google Ads. I am now working on a Facebook campaign with a projected turnover of £80000 in 6 months.”

Evolve the mind book on Amazon

Additional detail.

It is clear to see how the additional detail embedded into a STAR interview answer will create a higher-scoring interview answer.

The answer’s goal is to assist the interviewee to be seen as highly knowledgeable and experienced.

Additional ways to achieve this are to:

  • Talk about sector models and theories
  • Explian the pro’s and con’s of ideas

Models and Theories Interview Technique

Interview answers can begin by stating the relevant model or theory. As an example, the stakeholder matrix theory explains how a person can work collaboratively with stakeholders. Or, the time management matrix is a model that helps to prioritise tasks.

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. The example given can then ‘show’ the employer the model in practice.

Pros and Cons Interview Answer

Discussing both sides of a coin shows understanding.

Many career professionals have a preferred way of working or approaching tasks as they use what has previously worked – they are comfortable with routine.

But not all situations are the same. An employer will prefer an applicant how can see all perspectives, someone who can come shines a new light on an old problem.

When discussing an idea or task, or even a piece of technology, the applicant can show awareness by discussing the good, the bad, and the ugly. Rather than having one strong opinion, the applicant is showing a level of expertise.

Some employers will have a strong opinion. In this case, talking about the pro’s and con’s will help to build rapport, as one string opinion that differs from the employer’s own belief can create dislike.

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.

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NHS Job Interview Questions

There are over 400 different NHS jobs.

Different departments within the NHS interview applicants, depending on the job role and level of position, in a number of various ways, with some job interviews requiring assessments, group tasks, panel interviews, job interview presentations and traditional interview questions and answers.

The invitation to interview email or letter will explain the department’s recruitment process in detail.

This article, therefore, has been designed to help NHS job applicants understand the types of interview questions they will be asked during the NHS job interview. For specific roles such as a dental nurse, care assistant or medical office receptionist half of the interveiw questions will be based on the duties for the advertised position.

And of course highly skilled technical roles such as a doctor or a surgeon will attend a technical interview process.

NHS Job Interview Questions and Answers

The following interview questions have been shared by real applicants who have attended NHS recruitment events and structured job interview.

An explanation on how best to prepare for each individual interview question will be given to help you to pass the NHS recruitment day.

What is your experience working within the health service?

With any type of generic open interview question, such as ‘why do you want to work here’ or ‘what is your industry experience’ you can answer the interview question, initially, by referencing your passion for the job sector “As far as I can remember I have always had the desire to work in the health service…”

This opening line, designed to build rapport, can be followed with a detailed walk-through of the applicant’s work history “..after gaining a (health-related) qualification my first role was (add and describe job role) later I was promoted to the position of (add job role) where I (add responsibilities) until finally I (add most senior position)…”

Here, the candidate doesn’t need to discuss all roles. What is important, though, is to show a wide range of skills and experience in the health industry which can be easily related to the NHS position that has been advertised.

Why did you apply to be part of this programme?

The word ‘programme’ can be exchanged with ‘team’ or ‘department’ depending on the position being advertised.

Within the NHS teams are very close-knit and the hiring managers want to recruit employees who will fit in well with their team and the department culture.

This job interview question is really about an applicants core values – are they passionate about health? or working with in a particular department?

Many advertised roles, in the NHS, are part of new project or programme, designed to meet a particular need. Similar to the ‘team’ version of the question, showing passion and commitment can help when answering this job interview question.

To answer the question you can follow a 3 steps job interview formula:

Passion – highlight how you are interested in this area of HHS work. If the role, for example, is a ‘mentor nursing manager,’ discuss the value of nurses having a workplace mentor. Talk about this with passion, highlighting research you have undertook.

Example – to show ability, discuss a similar project or role you have worked in, explaining the overall objective of the job role, what you enjoyed about the position and any key successes.

Summary – end by saying ‘in summary…’ and go on to remind them of your experience and passion, and how this is the reason why you are applying for the role.

Can you demonstrate how you meet the NHS values in everyday life?

As a government-funded health organisation, the NHS has a set of company values that they embedded into the day-to-day decision-making process which, therefore affects hiring decisions.

A commonly asked NHS interview question will be based on their ‘values’. If framed as ‘how do you live these values outside of work?’ or as ‘how would you live up to these values if employed?’ the answers will be pretty much the same structure.

Initially applicants need to know , through researching, the 6 NHS values, as sometime an employer may ask a specific question based on a certain value – ‘give an example of working together to support a patient?’

The answer, for the values question, can be broken down into two parts:

  1. acknowledging the reason for the value
  2. example of living the value (with the second part being framed as a behavioral or situational job interview answer)

If, for example, you talk about NHS value 4 – compassion it is important to discuss why this value means something to you – the importance of this value in your life. An example of this could be ‘As a compassionate professional, I always think about the impact of my decisions from a patient’s perspective, as I understand the importance of a patients dignity….’

In the second half of the interview answer give an example of using the value in a working situation ‘…an example of this is when I worked with a patient who had X illness. The patent was a proud person but required physical care (you could go on to describe how the patient would request help because of being so proud, as an example) …. to help the patient I (add steps taken to support the patient in a compassionate way)…’

What would you do if someone asked for a patient?

Safeguarding is a key priority for all NHS staff members.

Working in NHS buildings part of everyone’s role is the interaction with a patients family members and friends. Within this, strangers will asked to see a patient.

Depending on the place of work, there will be certain processes and procedures to follow. Within the process will be a checking system – is the person a relative? Some people make have suspicious behaviour and could be in the hospital for criminal behaviour.

The answer to the interview question should be first framed based on the place of work for the advertised position. But in the main, applicants can state that they would follow the process and procedure and then give additional detail by stating questions you would ask the person who has requested to visit a patient

Give an example of working with a difficult patient?

In role that essentially works with the general public on a day-to-day basis some of the patients can be ‘difficult’ to support.

When asked this common job interview question the first step is to reframe the ‘difficult’ behaviour as a perceived negative into a normality ‘I never consider patients to be ‘easy’ or ‘difficult’. As a healthcare professional I understand that some patients don’t want to be in hospital, or the anxiety from a diagnostic is making them act out of character or maybe a mental health condition impacts on how they behavior. With all patients I treat with respect and take actions that will help them in their hour of need’.

Once the reframe has been set, the final stage is to backup this opening statement with evidence using a realife example.

When using a real life example, first explain the situation ‘a patient I was working with di X…’

Next, describe the actions you took to resolve the situation explaining how used empathy, interpersonal skills and remain professional, throughout the situation.

And end with, the outcome – how the patient responded to you.

When thinking about safeguarding, what behaviors would concern you?

Safeguarding awareness should be on the forefront of a health practitioners mind.

As safeguarding, and the well being of patients, is paramount to the NHS, an interview safeguarding question is likely to be asked in most NHS job interviews.

Depending on the job role depends on what safeguarding example is most effective. A EI receptionist might use a stab wound example where they had to contact the police, or a hospital porter might discuss how they came across a stranger in a patient’s room.

What is important here, is to make clear the awareness of safeguarding concerns, risk indicators and what process should be followed during a safeguarding incident.

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?

Working in the NHS a patients dignity is very important.

When starting to answer this interview question, state how a patients dignity is at the forefront of your mind.

Next list the steps that you take to be respectful and professional when offering personal care. Add example here, really helps to clarify the small acts of kindness that many NHS staff do to maintain a patients dignity.

Finally, discuss the policies and processes relevant to the job role that must be adhered to.

Job Interview Advice

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5 Interview Questions and 5 Brilliant Answers

5 Interview Questions and 5 Brilliant Answers

Below are some of the most common asked questions in interviews situation, along with a rough guideline to help you tackle them effectively and a sample answer:

The guidelines will explain what type of answer the interviewer is looking for, the reason why they asked the question, after you have read the question, start by reading the explanation and then think about the industry you are looking to achieve employment in. How can you use this example to help you answer the question during your forthcoming interview?

Also, we have recorded an example answer to show you how the question and guidelines can create an answer with an impact, remember our example answers may or may not be suitable to your career choice; due to the variety of industries job hunters will be applying for, we have used example answers from a mixture of job roles.

Set Up Your Own Coaching Business

 Why should we hire you?

A great question to be asked, as your answer will be highly positive and will sell you in the most generous way-don’t be shy here! Start with “by hiring me…” now give them a great selling line, what is the one thing they want from you? and then tell them how you will do it, use examples from previous job roles to highlight your ability and knowledge

“By hiring me, you will gain an experienced sales manager who has a proven track record. I lead by the front and my motivational leadership style has ensure an increase in profits in the last 2 companies I have worked for”

Why did you leave you last job?

A dreaded question for many! When answering this question never give a negative answer. “I did not get on with my manager” or “The management did not run the business well” will show you in a negative light and reduce your chance of a job offer. Answer the question positively, emphasizing that

you have been looking for a career progression. Start by telling the interviewer what you gained from your last job

“I enjoyed my last job, I quickly learned how to multi-task and prioritise work and over the last 3 years I have seen myself grow. I am now ready to take the next step up the ladder with my career and feel I would suit working for company such as this”

If you were made redundant, let the interviewer know, this is not a negative!

If you were me, what type of person would you be looking for?

Mention the skills they are looking for, you will know them by now as this question is often asked in the middle of the interview. And then follow this up “…someone like me who would work hard”

This question tells the employer two things, one you know what skills and qualities are needed and two, that you have the required skills and qualities.

“Someone with the experience and more importantly the knowledge to ensure we meet our targets, they would have to excellent communications skills as they will be working with a wide range of individuals from different backgrounds. You would want someone like me who is hard working and reliable”

Do you know anyone who works here?

If you know someone who works for the company who is a good worker, by mentioning there name can sometimes give you extra points, you can also lose points by mentioning someone’s name that is disliked. This should not really happen due to employment equal opportunities, but often does.

“Yes, one of my friends, Rick works for you. He has told me all about the company, the team and the training and support the company offers their employees. The company sounds like a great place to work and I feel I would fit in well”

Interview questions and answers

Have you ever been asked to leave a position?

Be truthful, employers will find out when they ask for a reference. If you have give a brief answer and stay away from giving any negatives about the company you worked for. If the answer is no, Say “No, never”

“Once, several years ago, once I had left university I had a part time job, the role didn’t suit me as I enjoy being kept busy. I think the manager knew I was going to be moving on”

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Interview Question “had you ever had to fire anyone?”

Interview Question “had you ever had to fire anyone?”

This article will help you prepare for a supervisory or managerial job interview by teaching you how to answer the tricky interview question – have you ever had to fir someone?

Don’t worry this is only asked for management positions; Firing someone is always serious, when asked this question you need to answer seriously.

The employer here is looking if you quickly fire people or support and develop your staff/team.

If you have never fired an employee you should answer this question in a future presence.

  • The key here is to say how you new your member of staff did not have the capability to complete the role
  • Explain what steps you took to try and improve the employee’s skills/job duties
  • And how finally after giving the employee every opportunity to progress you had to let them go

Interview Video Tutorial “have you ever had to fire anyone?”

Interview Question Have you ever had to fire anyone? 

Example Generic Interview Answer

“In my last management role, one of my team wasn’t meeting her targets. Through appraisals, we found her strengths and areas of development and from this wrote out an action plan for us both to follow, including putting the member of staff through some needed training.

Over several months we monitored her work and any improvements and continue to have regular meetings with the staff member.

After several months we didn’t notice any significant improvements and from this started the grievance procedures, while continuing to monitor the staff member’s performance and following the action plans.

In the end, we felt we had done all we could to support the member of staff and in the end had to let her go. The member of staff actually agreed this was the best choice and thank us for all the support over the last several months”

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How to Answer the Interview Question Aren’t you overqualified for this role?

How to Answer the Interview Question Aren’t you overqualified for this role?

Explanation of the Question:

Employers are always worried that an employee who is overqualified for a position, will take the job once offered and leave when offered a better-paid position relevant to their qualifications.

Answer by stating how much you enjoy this type of work and how this is a career move, not just a job. It is also good to highlight that you would pick this job over one relevant to your qualifications. Never say you’re looking for work with less responsibility or stress – keep the answer positive.

Example Interview Answer

“For me, this is a career move, not just a job. I am really interested in this industry and would choose this role over one with higher pay, relevant to my passed qualifications”

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How to Answer The Interview Question Do You Consider Yourself Successful

A number of employers ask interview questions based on ‘success.’

Success is ambiguous, as each person views success differently. A young career professional may feel successful as they were the first in their family to attend higher education, but a second candidate who grew up in a household where education was deemed as the norm, may not view attending university as a success.

The underpinning objective for the ‘do you consider yourself successful? interview question is more about achievement and the journey to that achievement.

The frame of the interview answer should be one of a hardship the candidate has overcome.

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Therefore, the interviewee, to score a high scoring interview answer needs to set out a problem, show planning and how they overcome difficulties and what it was they achieved.

A single parent, as an example, may talk about balancing a family, and a job while studying for a master’s with an open university course.  The parent could then go on to discuss additional difficulties; maybe the child became ill or the employer had to make staff cuts.

The ‘difficulties’ is one way to show personality, work ethic and determination. Did the difficulties allow the parent to give up? Or did they grit their teeth determined to be a success?

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How to answer the ‘success’ job interview question.

As everyone succeeded in something, this could be finishing school to climbing Everest, the initial answer should be a responding ‘Yes I have been successful….’

Next, state ‘…one example is…’ The ‘one’ example infers there are many other successes.

To answer the question follow these 4 steps:

  • Set the goal – to finish a master’s, become a world champion, to set up a part-time business.
  • Explain the current barriers; being a single parent, stating a disability, how everyone said you current achieve this goal
  • Through in additional difficulties – talk about the journey, how you were on track to be successful and then…a ‘difficulty’ happened.
  • Conclude. End the story by stating the success, but more importantly, what you learned about yourself along the way

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Example Interview Answer.

“Yes, I would say I am successful. One example of being successful was when I set myself a goal to move into this job sector.

I had left school with no GCSEs and came from a family that didn’t encourage attending higher education – they believed that instead of spending money on education, everyone should find work. 

Once I had committed to this career goal I created a careers plan, stating what qualification I needed to gain and enrolled in nigh school, initially gaining my GCSEs and then an access course for nursing.

It was half-way through my access to the nursing course when my father became ill. As an only child whose mother had passed away many years previously, it came down to me to be the carer for my father.

This took up a large amount of time, and my initial thought was that I should quit the course. But, because I am passionate about the profession I knew I had to plan better and manage my time to ensure I could be there for my father while having enough time to spend on my course.

Some of my friends were nurses and they use to tell me how busy they always were, having to do extra shifts and work long hours. So I imagine that caring for my father while studying was my job. This helped me frame it in the right way to stay motivated. 

What I learned about myself is that I have self-determination. even when there is a problem I can knuckle down and get the job done.”

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How to Answer The Interview Question Tell Me About a Suggestion You Have Made

More and more, organisations are looking for employees to share ideas, suggestions, to be innovative and creative, due to the fast-paced changes within job sectors created by globalization, new entries and technology.

When asked an interveiw question on ‘suggestions’ you will know that this organisation is forward-thinking.

This question also tells you the company is looking for team players and creative people.

Use a real-life example of when you put a suggestion forward, the situation, how the idea developed and the outcome.

Answering ‘suggestion’ Interveiw Questions.

Situation – initially start the interveiw question by describing the problem the company was facing.

This could be, as an example, a new product from a competitor that was going to reduce company income in your organisation. Or how global events were affecting sales or production.

Developed – next explain your process for finding a solution (the suggestion you took to an employer) Use detail here; talk about two different ideas and how you looked at the opportunities and threats for each option.

Talk about any research you undertook or challenges you faced. SHow that it wasn’t just a lightbulb moment and that you thought about the suggestion or idea.

Outcome – end with the positive outcome, how the idea was initially tested and then implemented, and how the idea helped the company financially.

 Example Answers

“In my previous company, the management team was asked to suggest ideas how we could break a new policy to the workforce, that long term would save jobs but the short term could potentially upset some of the workforces. Having had previous experience in change management I knew change management theories that could be easily administered. With the orgnasiation being a smaller family-run company with no experience of change management, I went away a created a project plan including a comms and risk plan. The whole project was detailed out with step by step guides on how to implement the changes. The manager was really impressed with the detail and research and implemented the project plan that resulted in a smooth change with no staff losses or grievances.”