Fast Food Manager Job Interview

Fast food restaurants are in every village, town and city. Employers are always on the look out for a fast food manager that can manage the day-to-day operations of the restaurant while producing high-quality food and service.

This article will teach managers how to be successful in a fast food manager job interview.

The post will list the commonly asked fast food manager job interview questions, and give an explanation of how each manager can structure their interview answer.

Successful job applicants are able to predict the job criteria – the skills, qualities and experiences required for the advertised role (based on the job duties of the role), to better predict the forthcoming job interview questions.

The main duties of a fast food restaurant manager include:

Hiring, training and managing full-time and part-time staff
Completing finance returns and purchasing stock and equipment
Planning budgets, forecasting spend and working to sale targets
Managing the day-to-day operations of the restaurant
Embedding H&S processes and other regulations into business-as-usual tasks
Using promotions to increase sales
Dealing with complainants, late suppliers and any other restaurant issues
Working with stakeholders
Writing a variety of managerial reports

What Does a Fast Food Restaurant Manger Job Interview Look Like?

There are dozens of fast food companies from McDonalds to Burger King, from KFC to Pizza Express, each has their own recruitment process. In the main, though, each organization follows a similar interview format.

A telephone screening interview

A short telephone or online asking questions about your previous experiences and how that relates to the role. Often a 20-30 minute call with the employer asking 3-4 job interview questions.

I wont go into the detail of the screening interview process here, as the link in the title takes you to an article that will explain this in more detail.

2. Numeracy and Literacy Test

Many organisations are now asking applicants to complete a level 2 (GCSE grade C or grade 4) test as part of the recruitment process. This due to a large number of fast food restaurants funding a managerial qualification for a new (unqualified) managers. This is known as a higher apprenticeship.

3. Panel Job Interview

The main section of the fast food restaurant manger interview, is the panel interview. Generally speaking, applicants will be interviewed by three members of staff:

HR Manager
Fast Food Restaurant Area Manager
Current Restaurant Manager

Each interviewee will be asked between 8-10 job interview questions within a 30-60 minute timeframe.

The interview format will be a structured job interview. In a structured job interview all applicants are asked the same job interview questions. The questions will be based on past experiences (behavioral job interview questions) and future scenarios (situational job interview questions)

To create high-scoring interview answers, interviewees must reference the job criteria by giving relevant examples and/or stating relevant management theories or models that they would use once employed.

Fast Food Restaurant Manager Job Interview Questions and Answers

To help increase interview confidence, and therefore create a strong job interview identity, candidates can use the below interview questions and advice to form high-scoring interview answers by embedding their own experience and skillset into their rehearsed reply.

Tell me about your employment history and how this relates to a fast food manager role?

To summaries the fast food manager job role it would sound like: A fast food restaurant manager is responsible for the financial success of the restaurant and the management staff, processes and procedures to ensure a high level of customer satisfaction.

Using the summary as a benchmark, the opening interview question ‘tell me about…’ needs to highlight the candidates ability to meet the job role objective.

It is important to clearly state:

Duration in management, supervisory or team leader roles
Any relevant managerial and/or hospitality qualifications
Knowledge of the industry and job role
A unique selling point as this shows added value

Interview Answer Formula:

“I am passionate about (hospitality/food industry/leadership and management). I have over X number of years working in (managerial/supervisory/team leader/hospitality) During this time I have become skilled at (add duty) An example of this was when working at X organization. We had (add situation) To achieve the desired outcome I (add steps/actions taken) which resulted in (reduction in overheads/increased profit/staff retention/customer or stakeholder satisfaction/any other positive outcome).”

How would you priorities tasks while working in a busy and fast paced restaurant?

It is important to use management speak when applying for senior positions.

The natural usage of industry jargon, sector models and leadership theories creates a perception of competence helping the interviewee create a optimistic interview identity.

One management tool that can be quoted during the ‘priority’ or ‘time management’ job interview question is the ‘time management matrix’ tool. Essentially, this tool helps managers to prioritize task by reviewing the importance of the task vs the tasks urgency.

Is short this is a planning tool. For a full breakdown of the time management matrix tool click the link above.

The ‘priority’ question is designed to check that a future manager can oversee multiple tasks, deadlines and problems without becoming flustered or stressed. Research shows, how a pro-active and planned approach works best here. This means that an applicant will need to state the step-by-step process for time management and task priority.

Interview Answer Formula:

“This is something I have experienced with. In all my previous roles I have had to prioritize workload, manage multiple tasks and organize a large workload. The reason I am so successful are producing quality outcomes when working on multiple tasks is because I use (add management model: time management matrix, pareto principle, etc) What this means is I (give explanation of the chosen model) In addition I utilise my diary, have alerts and delegate duties to staff members.”

How would you manage the staff timetable when a large portion of your employees are students?

Like all restaurant manager job roles, one of the key duties is staff recruitment and staff retention. Due to a large portion of the staff being university students, who can sometimes only worked on allocated days or not at all during exam periods, staff planning is a key skill. Managers will also have to consider the risk of some students not turning up for shifts.

This interview question, then is asking about risk assessing as well as creating a staff rota.

When answering the interview question, previous managers or team leaders can start by explaining there previous experience in staff timetabling. Applicants applying for the first managerial role need to explain the requirement elements for staff rotas.

The answer needs to cover two perspectives, the employers and the employees.

Employees need a staff rota to:

Show routine
Cover their contracted hours
Reduction in split shifts
Details – allocated tasks IE serving tables or working the bar

Employers/managers need a rota to:

Ensure a senior member of staff is working on each shift
Needs to consider the reliability of the team members on each shift – in the job interview make a point of saying that you would never have a group of potentially unreliable workers on one shift
back up staff to cover sickness
Look at the skills and experiences of each employee and the requirements of the job roles IE each shift will require a trained first aider
Have overlapping start/end times to ensure a cross over in staff members

Interview Formula:

“I have been creating staff rotas for X numbers of years. When putting together a staff rota I consider (add employer perspective points). From a motivational perspective and to help improve staff retention I also consider (add employee perspective points)”

“Why do want to work for our organisation?”

There is a high turnover of staff in the fast food restaurant industry.

With this in mind, recruiters will often ask questions to understand the reason for the applicant applying for the advertised role:

Salary increase
Promotional opportunity
Need a job, any job!
The values of the organisation

In truth, it is likely that there will be a number of reasons why an applicant is applying for a new position. what is important from the employers perspective is that the candidate wants to work for their company.

An interviewee who states they the admire the company, have similar values or share the same vision is more likely to be recruited as it reduces the risk of the new employee handing in their notice due to an improved job offer in a short period of time.

Interview Formula:

“I have always like the (brand) and often eat here myself. But, I applied for this role because I love the company mission (state mission). Also, after reading the company values I noticed that several of these values (name a few values) are similar to my personal values. I also had a friend who worked for the organisation who talked positively about the company culture, and I can see myself working well here.

Do you prefer using tested processes or trying new ways of managing the restaurant?

Choice questions can be tricky.

Often the employer will have a preferred way of working, as an example you can predict that McDonalds like routine and repetition as every BigMac is created in the same way in all restaurants. Whereas, other fast food restaurants have more variety.

Generally speaking, most well-known food chains have company processes that mangers must follow. So, research is required here prior to the job interview.

One way to answer this question, especially if the pre-interview research doesn’t result in a concrete answer, is to discuss the benefits and negatives of each option.

Interview Formula:

“Using well tested processes often gives you similar results, as an example (give example relevant to that particular restaurant) but the downside is there is no room for innovation at a time when customer demands change constantly. On the other hand, trying new ways to increase sales can work at a local level as each manager knows their customer base and the economics of the local level but this in itself can have a negative effect on sales as the individual stores loses its brand identity.”

Do you have any questions that you would like to ask us?

As the ‘questions for us’ question is asked in every job interview be sure to arm yourself with a number of questions that create the professional perception a manager requires.

What is the staff turnover like in the restaurant?
Who is the restaurants biggest competitor at the local level?
What are the busy periods for the restaurant?
What is the biggest barrier to meet sales targets?
What would my first month look like?

June 24, 2021June 24, 2021

Why Graduates Fail in Job Interviews

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

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

Suitable or Unsuitable?

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

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

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

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

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

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

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

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

How Graduates are Perceived in Job Interviews.

A part of perception is comparison.

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

Where does this leave the graduate?

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

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

A buyer’s market.

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

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

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

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

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

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

How to be successful in the job interview

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

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

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

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

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

To pass the job interview graduates shoud:

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

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

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

January 22, 2018

3 Job Interview Questions

3 Videos to help you prepare for your next job interview. Preparation is key for success

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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Need helping to pass your next job interview? You can book a SKYPE Interview Coaching Session and/or a Mock Interview with an interview coach by e-mailing employmentking@gmail.com

Learn How to Structure Your Interview Answer
Interview Confidence Session – Boost Your Interview Confidence
Mock Interview – Practice and Prepare for Your Next Job Interview

Interview Question 1 – how would your colleagues describe you?

Interview Question 2 – Are you applying for other jobs?

Interview Question 3 – why should we hire you?

Interview Preparation Resources

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December 30, 2017

5 Job Interview Questions to Prepare for 2018

The new year is looming and job hunters are getting ready for fresh new jobs available in 2018

Employers in 2018 are looking for a new set of skills from their applicants. How does this effect the job interview? It means that employers will be asking a new set of interview questions in 2018

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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Need helping to pass your next job interview? You can book a SKYPE Interview Coaching Session and/or a Mock Interview with an interview coach by e-mailing employmentking@gmail.com

Learn How to Structure Your Interview Answer
Interview Confidence Session – Boost Your Interview Confidence
Mock Interview – Practice and Prepare for Your Next Job Interview

Interview Question 1 – give me an example of critical thinking?

Critical thinking is one of the most desired skills in 2018. Employers recruiting in 2018 for high skilled positions will require an element of critical thinking in their roles. be prepared to answer this question by stating the situation, your approach to critical thinking and the outcome from the situation

Interview Question 2 – how will you beat global competition?

The world in 2018 is becoming smaller with competition for goods and services being on a global basis.

In 2018 job hunters will need to understand the wider competition and have strategies ready available to combat this competition. When asked about beating global competition, you need to answer with a 3 step strategy. Each step needs to build on the last and show a well thought out plan for this situation.

Interview Question 3 – are you creative?

In the list of employer desired skills, creativity and innovation, climb the ladder year on year.

You may be asked about your creativity directly or indirectly. But be sure to mention, at some point throughout the job interview, that you possess the ability to think out of the box, to create new ideas, give examples of your light-bulb moments, explain your suggestions that have made a key difference in your previous organisations and state your creativity processes

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December 3, 2017

5 Most Important Questions to Ask Yourself before a Job Interview

Job interviews require a lot of preparation but there’s one aspect that some people underestimate – self-reflection. Thinking about what you want and how you’re going to get there is one of the key aspects to being seen as a successful candidate and eventually landing your dream job.

Preparing for the questions you’re going to be asked is undoubtedly very important. The preparation, however, should also involve a number of questions you’ll have to ask yourself in advance. Here are a few of these questions.

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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Need helping to pass your next job interview? You can book a SKYPE Interview Coaching Session and/or a Mock Interview with an interview coach by e-mailing employmentking@gmail.com

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Interview Confidence Session – Boost Your Interview Confidence
Mock Interview – Practice and Prepare for Your Next Job Interview

5 Most Important Questions to Ask Yourself before a Job Interview

Why am I Applying to This Particular Job?

Disappointed that you haven’t gotten your dream job right from the start, you may start sending resumes and applications automatically. You are not going to think about the reason why you’re applying to the respective job. As a result, you may end up seriously disappointed with the outcome.

Take some time to analyze the reasons for the application.

Are you desperate to start a job, any job? Do you fancy the company? Is this your dream position, the one that will help you build the career that you desire?

Any reason is acceptable when it comes to applying for a job. The reason, however, should be in line with your intrinsic motivation and desires. If you’re simply applying for a job without considering what’s important to you, chances are that you will not get fulfilment from the position for a very long time.

What do You Want to Change?

There are many reasons why people may want to leave a job. Before moving on to a new employment opportunity, you will need to do a bit of self-reflection in terms of your past occupation and what you’d like to change about it.

Some reasons for leaving a job are pretty obvious – no growth potential, poor relationships with a manager or coworkers, lack of professional challenges, lack of recognition and no opportunities to use one’s skillset are pretty obvious. In other situations, it may be a bit more difficult to pinpoint what has gone wrong.

For some people, the lack of meaningfulness in a job is a big problem. For others, the occupation does not follow their intrinsic values and beliefs. Think about the most important element that made you quit. This is the one thing you probably do not want in your new job.

Searching for a new career is all about changing something you’ve been dissatisfied with so far. People who can’t determine what they’ve been dissatisfied with will find it incredibly difficult to look for positive change in the future.

What Skills Make You Better than Other Professionals in the Field?

Some professional confidence will help you perform incredibly well during a job interview. To build that professional confidence, you need a unique selling point.

Sit down and think about the skills and personal qualities that differentiate you from your colleagues. You may even write an essay about it to organize your thoughts. Do some brainstorming and dig deep.

Don’t focus on something shallow and superficial.

Through the years, you’ve probably identified your biggest strengths. You have also developed a skillset to address the practical dimensions of being employed in a particular sector. These are the exact skills that will make it easier for you to get a job and that will need to be identified in advance.

Where do You Want to be Five Years from Now?

It’s funny that you’ll probably hear this question during at least one job interview. The question is a very important one because it reveals a lot of information about your long-term goals and ideas.

Even if you’re not asked about your future plans during a job interview, you may want to ask yourself this question.

Where do you see yourself in five years? In 10? Would career still be your primary focus or would you have the desire to start a family? Do you see yourself as an employee or a small business owner? If you manage to be honest with yourself when attempting to answer the question, you will get to apply to relevant jobs that will help for the fulfilment of that long-term dream.

Don’t be afraid to fantasize, even if your plans for the future seem outrageous at first. There’s nothing wrong with being bold and daring. You can always scale things down on the basis of your knowledge and current level of experience.

What can a Certain Company Give You in Terms of Career Development?

The final question is a bit more application-specific than the previous ones.

When applying for a job, most people explore the position and the reputation of the company that’s seeking workers. Once you have this information, ask yourself whether the respective company can give you exactly what you need.

The question goes the other way, as well. Can you give the company something valuable, something that turns you into a highly desirable candidate? If you can answer both questions, this is a match made in heaven.

Don’t hesitate to take a deep look at your professional and personal motivators before applying for a new job. Otherwise, you will suffer from some confusion that will potentially cloud your judgment. Changing your job is a major, very important step that you can’t make without the proper preparation. Unless you’re incredibly financially challenged, it’s certainly a good idea to take some time and think about your long-term goals, strengths and weaknesses before hitting the “apply” button.

Author Bio

Articles written by Laura Buckler are very easy to digest, and teach people a lot of interesting matters. Her childhood taught her that life is actually not that complicated as many people think, so she helps her peers understand that too. Follow Laura on twitter for more information.

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March 28, 2017November 21, 2020

3 Questions Never to Ask In a Job Interview

Never to Ask These Questions in a Job Interview

The one question all interviewees are asked, no matter what the job sector or the position you are applying for is, “do you have any questions for me?” This is a crucial time for any interviewee, and you must ask at least 2 intelligent questions.

But people can be stupid. This stupidity comes out in the questions they ask their interviewer. Here are 3 questions you should never ask a potential employer.

Questions You Should Never Ask an Interviewer

“Do the team socialise after work?”

Questions relating to external work activities are a big no, no.

The interview is a workplace discussion, any questions relating to meeting up in a bar, going for weekends away or any social activities can leave a question in the employer’s mind about what you value.

Employers look for employees who value work over play, an employee who cares for the role, someone who puts the organisation first.

Ask questions instead on the company projection, new potential contracts or investments. Ask them about the future of the business not the business of socialising.

“How do I get your job?”

People wrongly believe that all employers want you to be ambitious.

The truth is, employers, want you to be dedicated not ambitious. Think about imagine interviewing a highly skilled worker who you know wants your job, would you recruit them, potentially putting your position in jeopardy.

Instead ask questions of personal development opportunistic, internal training and how you can showcase your innovative ideas.

“What package can you offer me?”

You do need to ask about the offer, as your salary is a key factor when deciding if you should take the offered position or not. But you need to wait for the job offer before negotiations.

Again, employers want an individual who thinks about the position, the company, the business.

They can be easily put off someone with all the required skills and experiences if they believe they only care about what they can get from the deal.

January 8, 2017November 27, 2020

Interview Questions for a Door Supervisor

How to Pass a Door Supervisor Job Interview

A door supervisor (often referred to as a security guard) is a complex role with various duties, often depending on the type of venue you are supervising.

This is a regulated role where you will be required to have an SIA licence – many employers will require you to prove you have this qualification during the job interview process.

Your day to day duties will include the following:

managing crowds, queues and entry to venues
checking tickets, age and behaviour
patrolling inside and outside the venue
watching people’s behaviour and dealing with conflict
restraining and escorting people out of the venue
dealing with emergencies, conflict and working with the police

10 Interview Questions for Door Supervisor

Door Supervisor Job Interview Question 1

What is your experience in security and door supervision?

Give an overview of your experience as a security guard or door supervisor
State the duration of collective experience
Explain the type of venues you have worked in

Door Supervisor Job Interview Question 2

How do you monitor and assess customers?

Make this answer relevant to the job role you are applying for, giving suitable examples
Discuss how you assess a person(s) behavior as they approach the venue
Explain what questions you ask and the type of responses that would set of alarm bells

Door Supervisor Job Interview Question 3

Why do you need to cooperate successfully with the uniformed services?

Talk about collaboration with the police, PCSOs, fire service and ambulance service
Discuss how it is a collaborative approach that helps to reduce risk
Explain how you share intelligence with and from the police service

Door Supervisor Job Interview Question 4

Give an example of making a quick and decisive decision in a pressurized situation?

Use a real life example
Set the scene by explaining what happened to the lead up of an incident
Explain what decisions you took and the reason behind each decision

Door Supervisor Job Interview Question 5

Give an example of when you have used, successfully, your powers of observation and what was the outcome?

Explain (a real life experience) of general observation, and how an out-of-place visual cue made you want to investigate
Discuss what you found and how you dealt with the situation
Finally, give the positive outcome from you taking action

Door Supervisor Job Interview Question 6

Describe how you would restrain and escort customers out of the venue?

Discuss the quick response process you followed in previous roles
Focus on de-escalation techniques
Explain what you do post the restrainment of a customer

Door Supervisor Job Interview Question 7

How do you deal with a conflict to ensure it does not escalate?

Give an example such as staff rotation on a door
Explain how remaining calm and relax can defuse situations
Talk about your communication style and the positive effect this has in conflict situations

Door Supervisor Job Interview Question 8

Give an example of using excellent customer service skills?

Give an overview of your customer service skills; friendly, approachable, supportive
Explain how you supported a customer in need
Discuss the actual steps you took – give detail

Door Supervisor Job Interview Question 9

What qualifications do you hold?

List SIA badges, first aid certificates etc
Also discuss any sector specific qualifications you hold
Finally explain any none related security type qualifications you hold and how they add value, IE a L5 management qual taught you how to be door supervisor team leader

Door Supervisor Job Interview Question 10

Do you have any questions for me?

Good questions to ask interviewers at the end of the job interview include:

What type of venues do you work with
Do you have a good working relationship with the local authority and the police service
What additional training do you offer staff

December 11, 2016

3 Ways to Feel More Powerful in the Job Interview

Yes job interviews are scary and no, its not just you who thinks that.

In fact job interviews are in the top ten most commons fears. But there are ways to feel more confident, to feel more powerful. By creating the feeling of internal power, increasing your job interview self esteem your interview performance will impress and show you at your best.

By creating this positive state you are more likely to sell yourself, build rapport and of course be offered more job positions.

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Create Job Interview Power #1

Interviewees feel inadequate as the compare themselves to a fake but positive perspective of the interviewer. We wrongly believe that the interviewer is this powerful god like person who has your life, your future in their hands.

We search for and find all of our own weaknesses and presume that the interviewer god will know about them. To feel more powerful you need to turn this negative technique on its head. Instead of looking for your on weaknesses, search for theirs. Look for little signs of weakness; a dirty shoe, un-ironed tie, messy desk – anything that makes them human again.

Even compare yourself to this weakened person – my shirt is smart, clean and ironed – this creates a natural aura of power within yourself

Create Job Interview Power #2

Every time you go to a party there is always one person who stands out, a person who grabs the attention of the room, a memorable individual that everyone warms to

It is this same type of person who sticks out and gets offered the job from any job interview

Whats the secret??? Stories! Yes stories.

People are emotional drawn to a story. The likable party goer will have hundreds of stories and anecdotes for any situation. They build up suspense, give a detailed description and end with a bang. By adopting this story telling tactic in the job interview you can create an authority by selling your skills, experiences and qualities through the adventure of a detailed story

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Create Job Interview Power #3

Create a conversation

Because people, generally, are scared in the job interview, they will nervously smile, answer the question in a matter of fact way (no story telling here) and prey for the job interview to end

Instead build both rapport and likability, which increase your chances of receiving a job offer, by asking questions to the job interviewer.

This answer then ask a question technique puts the interviewer on the back foot, helping you to feel more powerful. It also creates a natural conversation that will create a connection between you and the interviewer. Its this connection and gut instinct from the interviewer that will land you the job offer.

Over 50 Job Interview Questions and Answers

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December 7, 2016

10 Job Interview Questions for a Charity Officer

A charity officer or as they are sometimes known (advertised as on a job search website) as a charity administrators, community liaison officers or project development officers will often have a mixture of duties from project management to volunteer supervising, from finance duties to marketing, from fund raising to PR

With this large amount of diverse potential duties and due to the key fact that employers in the charity sector come in all sizes you need to be well prepared and practiced for your forthcoming job interview as a charity officer.

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Charity Officer Job Interview Questions

Charity Officer Job Interview Question 1 What made you choose a job in the charity sector rather then the private sector where you could earn a larger salary?

Charity Officer Job Interview Question 2 What experience do you have in marketing and PR?

Charity Officer Job Interview Question 3 Give an example of a successful marketing campaign that you led on?

Charity Officer Job Interview Question 4 How do plan the design of your marketing materials and online platforms?

Charity Officer Job Interview Question 5 How do you create strong partnerships and working relationships with external organisations, other charities and funding bodies?

Charity Officer Job Interview Question 6 Name 3 ways you would recruit volunteers into the project?

Charity Officer Job Interview Question 7 What do you value?

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Charity Officer Job Interview Question 8 How do you approach lobbying government and other policymakers on behalf of a cause or a client group?

Charity Officer Job Interview Question 9 What i your approach to organisation, administration and ITC?

Charity Officer Job Interview Question 10 Do you have any questions for me?

Over 50 Job Interview Questions and Answers

Interview Preparation Resources

Other People Who Read This Article Also Read:

Sponsored Ad

Employment King offer;

Interview Coaching in Manchester
Career Advice in Manchester
Online Interview Coaching
Interview Confidence Sessions in Manchester
Interview and Presentation Sessions in Manchester
Mock Interview Sessions in Manchester

October 20, 2016November 21, 2020

10 Job Interview Questions for a Singing Teacher

Job Interview Advice for a Singing Teacher

With shows like the X factor, more people want to improve their vocal skills via a singing teacher.

Often a singing teacher will specialise in a niche; opera, choral or pop, while other singing teachers will be more general.

Whatever the type of singing teacher you become there are certain job interview questions that you will need to answer.

Here are 10 job interview questions for a Singing Teacher.

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Singing Teacher Job Interview Questions

Singing Teacher Job Interview Question 1 What experience do you have as a singing teacher?

Singing Teacher Job Interview Question 2 Explain how you plan a music lesson and the resources you would require?

Singing Teacher Job Interview Question 3 Give an example of a positive outcome from using breathing exercises with a student?

Singing Teacher Job Interview Question 4 How do you help a student improve harmony?

Singing Teacher Job Interview Question 5 What is your knowledge of singing styles?

Singing Teacher Job Interview Question 6 How would you help a student prepare for a music exam?

Singing Teacher Job Interview Question 7 Give an example of when you have successfully organise a musical performance?

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Singing Teacher Job Interview Question 8 How would you organise a lesson for multiple students with varied learning styles?

Singing Teacher Job Interview Question 9 How do you vary lessons depending on the student’s abilities?

Singing Teacher Job Interview Question 10 Do you have any questions for me?