interview questions and answers Archives - Page 2 of 3

August 31, 2021August 31, 2021

How to Answer the Interview Question ‘Why this company?’

The ‘why this company?’ job interview question can be a turning point in the job interview, leading to a potential offer of employment or a rejection.

This article will explain:

Why employers ask the ‘why this company?’ interview question
How you shouldn’t respond to the question
Best interview answer examples

The ‘why this company?’ question can be challenging if the job applicant hasn’t prepared a solid response.

There are two types of job interviews that ask this question. The first is in a structured job interview, where the question is asked to all job applicants as part of sequential process.

In a structured job interview, all questions are scored against the job interview score card.

A second interview style, is the informal job interview where all job interview questions are asked off the cuff. In an unstructured job interview, the employer will generally ask the ‘why this company?’ as they build rapport with the job applicant.

Why is the ‘why this company?’ interview question so important?

The ‘why this company?’ question comes in various forms;

“Why did you apply for this role?”
“What do you like about our organization?”
“Why do you want to work here?”
“Tell me, what made you apply for this position?”
“Do you think you will be a good fit here?”

The goal of the job interview, from the employers perspective is to predict the job performance of each interviewee.

High performing employees perform well when employed in an organisation that has company values and a vision that match that of the employee. In addition, performance and outcomes often improve if the employee works naturally well under the management and leadership styles of company.

It makes sense then, for employers to ask a job interview questions to understand the motivations of each job candidate.

A second reason whey hiring managers ask ‘why do you want to work for this organisation?’ type questions to predict staff retention.

Some research shows that employees, on average, stay in an organization for an average of 4.5 years. Hiring cost for businesses can add up, with the average cost per new recruit being between £2000-£3000.

For large organisations who take on hundreds of new staff each year to replace job hopping employees can see their profits dwindle by the migration of staff.

Due to the barrier of staff turnover, employers now more than ever before are asking recruitment questions to help predict if a new employee is likely to stay for a longer than average duration.

This is why the ‘why this company?’ interview question is frequently featured during recruitment events.

How not to respond to the ‘why this company?’ question.

As mentioned previously, the ‘why this company’ question can be a turning point in the job interview.

This is because the applicants answer will hit a ‘turn on’ or ‘turn off’ button in the recruiters mind.

Business owners are proud of their company. If an applicant has applied because they love the company culture, the visions and values an affinity can be created – you like me (my company) so I will like you.

And the opposite affect can be created when the candidate doesn’t show a real interest in the company itself, they just need a job.

5 ways not to answer the ‘why us’ question.

I applied for so many jobs that I cant remember why I choose this one
I’m desperate for a job
This will be a good experience for my career
The salary is very competitive
I’m keen to develop my skills in this job sector

Employers are looking to employ an applicant who want to work with the organisation to help create a success. Answers that talk about salary and professional-development are one-sided, the answer is seen as selfish.

Answers that focus solely on the candidate themselves, what they want to get out of the job, are viewed as negative. With employers believing that once the employee has taken what they can, they will simple up sticks and leave.

Offence is given when interviewees state they are applying for the advertised job role purely because they are desperate, in need, or struggling to find their ‘ideal’ position. As noted before, employers are proud of their organisation and dislike anyone who disrespects their company.

The best way to answer ‘why do you want to work here?’ question.

5 quick tips to start of the reply to ‘why us’ interview question

Focus on the company not solely on your qualifications, experiences and skills as other interview questions will request this information.
Be enthusiastic about the company. Know the company values, mission and culture.
Link your personal values to that of the companies.
Be specific in your answers
Focus on collaboration

3 Styles of answers that employers love

Specific Company Information.

The first style of interview answer requires research.

In years gone by, job applicants would answer the why would you like to work here interview question by stating the duration the company had been in business, the products the company created and how they (the applicant) would like to progress internally.

This answer is no longer acceptable.

Employers were previously impressed by a candidates knowledge of their organization prior to all company information being readily available on the internet. Previously, to know company insights took research, where todays job hunters gain the same information at the touch of a button.

Instead, interviewees can convince employers that they are the right fit for the organisation by presenting hard to find information, data or statistics.

At a basic level this information can include the company values, mission and vision statement, often found on the ‘about us’ website page. But really, every job seeker should review this information prior to a job interview.

To impress an interview panel, research more specific information which can include:

Newly won contracts and tenders
Understanding the company income structure: government contracts, investors, selling products
Parent companies that the organisation sits under
Duration of the interviewers time in the organisation (easily accessed via LinkedIn)
Information on community activities, sustainability programs, diversity and inclusion polices and other social enterprises
Future proposals – think Tesla creating cars, and now building rockets (sources for this information include: press releases, social media channels and company website)
Positive feedback; this can include being known for being a good employer, or being know for the company green policy
Timeline – how a company started, how the company built up, problems it faced and how it overcame these, and finally the current situation (presented as a positive). Information to support with this can be found in news articles and on the ‘about us’ webpage.

To answer the interview question, use the following formula:

“I liked to work for organisations that (add positive). What I like about (company name) is that you (add researched information) I personally am also (add trait that links nicely to the researched information) which is why I applied for this role.”

Ahead of the game.

The second approach to be future thinking.

Companies are constantly looking at three things:

Cutting overhead cost/increasing profit
New markets to enter or how their products needs to evolve to be kept current
Competition and customer demand

The savvy career professional, using their industry insight can focus the ‘why us?’ interview answer on adding value.

Imagine an applicant who explains how an additional income can be made from a waste product? Or how demand for one of the company products is high in a particular country. Or how automation, AI and robotics data is showing that a certain product/business may be obsolete in the near future.

Giving researched opinions and ideas creates authority. Employers employ people with additional insights, information and advice, as long as they see the suggestions as valuable.

Because of this, the interviewee must state the source of the information to give the answer credit.

To answer the interview question, use the following formula:

“When I was researching the organisation, I saw that you are involved in (add niche/product). For the past X number of years I have been involved in this (niche/product) and seen many changes. One of my reasons for applying for this is that I know that the company are forward thinking, always looking for continued success. I like that. I was recently reading (research) in (source) that explained how (add data) which could effect this company (positively/negatively). To use this to our advantage, one idea would to (add actions that could be taken).”

The outsiders perspective.

Everyone likes being praised, including companies.

A good way to answer the ‘why do you want to work for this organisation?’ is by giving a personal perspective. This technique is useful when applying for low to medium size business, and a must when applying for a role in a family run organisation.

Making it personal can include referencing:

Personally enjoying the service/product – this can be viewed as a live review
Recommendation from a friend who does or has worked for the company
The publics reputation – everyone praises this particular business
An article in a newspaper that talked about (the companies values, green policy, etc)
The leadership style or culture of the company

To answer the interview question, use the following formula:

“When looking for a job I don’t just look at the salary or number of annual leave days, instead I want to work for a company that (add reason). This is why I applied for a position here, because (explain experience, recommendation or source).”

August 25, 2021August 25, 2021

How to Answer the Interview Question ‘What are your greatest strengths?’

The ‘greatest strengths’ interview question is one of the most commonly quoted job interview questions, used across all job sectors.

Why is the ‘strengths’ question utilized so often? Because of the open nature of question.

Employers pick specific interview questions to help gained an understanding of the applicants knowledge, experience and potential.

Specific interview question will be directed at a key competencies:

“Give me an example of doing X?”
“How would you handle Y situation?”
“Have you ever used Z?”

Competency based interview questions are easy to cross-reference against the job criteria, which is why employers favor the structured job interview.

The barrier, when asking very specific job duty related questions, is that the applicant doesn’t have the opportunity to promote their additional skills, knowledge and experiences.

This is one of the reasons why employers ask more open-ended interview questions such as the famed ‘tell me about yourself’ or the ‘strengths’ interview question.

The article will explain how to approach the ‘what are your greatest strengths?’ job interview question. How to create a high-scoring answer, and how to make the high-scoring answer relevant to the job role.

Preparing for the Job Interview.

The key to answering the ‘greatest achievement’ interview question is in the applicants pre-interview preparation.

The barrier with an open question is the high probability of the applicant going off topic.

In a structured job interview, all interview answers receive points based on the number of job criteria referenced in the job interview answer.

Research shows that the higher number of words per interview answer, equates to a higher number of job offers. But, the answers have to be relevant to the job position.

When preparing for a ‘strengths’ interview question, applicants need to plan to talk about strengths required for the advertised position: an eye for detail, for a quality control officer, or calculations expertise, for a civil engineer.

A good exercise is to list of the essential duties for the advertised position, and in a second column write down a list of strengths, that the applicant possesses, that are required for each duty.

This exercise is to generate ideas, so details aren’t required at this stage. Applicants may list skills, qualities or experiences.

Example – Project Manager Job

Essential Duties	Strengths
Stakeholder management	Communication Able to influence and persuade Relationship building Having industry related connections Collaborative working
Project planning	Experienced in achieving project outcomes Analytical and logical approach Report writing Collaborative working
Cost projection
Risk assessments
etc

Next, look at the common skills, qualities and experiences that have been repeated throughout the list technique, in our example this is ‘collaborative working’.

Breakdown the reason why the quality, skill, or experience is a strength:

What do you specifically do?
What is your approach?
How is what you do better the a general approach?
What is the common result from your actions?
Does your attitude/work ethic part of the strength?
Do you plan or use intuition?
Is this a team effort or is the strength a personal achievement?
If a team effort, what is your role within the team?

Finally, think about a real-life (work) example, that will be used during the interview answer.

Make the Strength question strong.

To summarise the post so far.

Employers are likely to ask the ‘greatest strength’ interview question as it is documented as one of the most commonly asked job interview questions.

The interview question may be phrased as:

“Tell about one of your greatest successes?”
“What can you bring to the team?”
“How would you have an impact on the team/project?”

The ‘strengths’ interview question is open to interpretation, which requires the candidate to focus the interview answer on the essential criteria of the job role, to ensure the answer scores high.

The strength question needs to state strengths!

The applicant must talk about their unique selling point, relevant to the job role. The answer should show added value, high achieving examples, and the applicants work ethic, motivation as well as a high level of sector related knowledge and experiences.

Mistakes and mishaps.

There are three common mistakes that career professionals make when answering the ‘strengths’ question.

The wrong path.

Taking the wrong path, often comes from a lack of pre-interview preparation.

The unprepared interviewee is nervous and anxious, coming across as having an ‘incompetent’ interview identity.

When asked a question, the lack of confidence leaves the applicant pleading for an idea – anything to create an answer. Whatever random idea pops into their mind becomes the talking point, the main message of the interview answer.

In many cases, the unprepared interview answer lacks detail, is short, and most importantly doesn’t relate to the job criteria. This results in a low-scoring interview answer.

Self-disclosed weaknesses.

Consistently successful job applicants, in the main, aware of their skill set and possess a good level of confidence.

Being confident increases self-promotion.

Whereas, a lack of self-esteem, or having imposture syndrome increases the number of unprompted self-disclosed weaknesses.

When asked a question, the low self-esteem interviewee will initially list weaknesses before picking a ‘strength’. This self-disclosure, is often outside the awareness of the applicant. It is like they are externalizing their thought process:

Interviewer: “What are you greatest strengths?”

Low self-esteem interviewee: “What are my greatest strengths? Well..urm..im not vey good at IT…urm…I don’t work well under pressure…urm, my greatest strength is my ability to (strength)”.

Bragging.

Some applicants are highly confident, but lack industry experiences.

Highly confident applicants feel comfortable with communication. A high level of self-esteem increases self-promotion.

Confidence without knowledge can create a pretender interview identity, where the interviewee attempts to manipulate the employer by exaggerating their skill set.

Self-promotion is expected in the job interview, but when the applicant lacks experience and sector knowledge they rarely know what examples would meet the job criteria.

Instead of giving specific industry related examples, the candidate will self-praise using generalisations:

Interviewer: “What are your greatest strengths?”

Interviewee: “Everything!”

Other examples include:

“My passion, my attitude, my work ethic”
“I’m a good team player, I finish tasks and I am loyal.”
“In all my roles I put on 100% of effort. My previous managers often tell me that I am an excellent member of staff and that I have a positive impact on the team.”

Some of the examples sound positive, and indeed they are, but they lack the specific data the employer requires to cross-reference the interview answer against the criteria on the interview scorecard.

How to answer the what is your greatest strength interview question.

A simple structure to answer the ‘strengths’ interview question is:

Barriers + strengths + summary

Relevance is key here.

Employers working in the same sector will face similar barriers. By stating the industry barriers at the start of the interview questions creates relevance. It also helps to build intrigue, as the employer will presume you are going to state a solution, which you will do by highlighting your strengths.

“As we all know, one of the biggest barriers we face in this industry is X. This barrier can lead to (add additional negative consequences)…”

The body of the interview answer will state the applicants strengths. The exercise above has resulted in a list of relevant strengths relating to the job criteria.

Don’t fall into the trap of just listing strengths, as this technique doesn’t result in a high-scoring answer.

Instead, give an example of using the listed strengths in a workplace setting.

Initially start the body of the interview answer, by stating a generic selling point. This could include the duration in the industry, a high-level sector related qualification or having worked on a well-known project that may impress the interview panel.

“…My (duration, qualification, experience on project) has taught me that (give the solution to the stated problem or an indication that you have the solution)…”

The example follow the opening statement.

Examples must include the situation, actions taken (highlighting strengths, positive outcome).

“…To give you an example of this, when working (at company/on X project) we faced (problem relating to the initial stated barrier)…

…my ability to (add first strength) allowed me to (state outcome). I achieved this by utilizing my (add second strength) which allowed me to (outcome). Throughout the task I faced (add additional barrier) but I was always able to overcome this by (state third strength)….”

“..the end result was (add positive outcome)….”

Conclude the interview answer by summarizing your key strengths.

A summary reinforces the applicants strengths, and clarifies any ambiguity from the example given.

“…To answer the question, my key strengths include (strength one, two and three).”

July 2, 2021July 2, 2021

How to Answer the Interview Question ‘what is your biggest regret?’

This article will explain how to answer the job interview questions ‘what is your biggest regret?’

To best answer any job interview question, the applicant needs to think about:

The advertised job role
The company culture
Required skills or knowledge.

This is because, an employer will have an ideal answer they are looking for. Meaning, for each interview question there is a reason.

The job interview, in short, is designed to predict the job performance of the further employee. As each interviewer will ask around 8 job interview questions, the recruiter doesn’t want to waste an opportunity to undercovers a required skill or trait by asking a pointless question.

The first thing each applicant should ask, when hearing an interview question, is:

What is the reason for this question?
What skill, knowledge or experience is the employer interested in hearing about?
Is there a hidden meaning?

The ‘biggest regret’ interview question.

The ‘biggest regret’ interview question is another way to ask ‘tell me about a mistake you have made?’ or ‘what are your weaknesses?’

For all negatively framed job interview questions, applicants need to train themselves not to answer the question on face value.

The biggest mistake interviewees make is listing regrets, mistakes and weaknesses.

“My biggest regrets was when I worked at….., also I regret not doing……and…..”

Listing a high number of regrets, mistakes and weaknesses will only result in a low-scoring job interview answer.

In fact, employers aren’t looking for a damaging interview answer – this isn’t a trick question.

What a hiring manager wants to hear is, what the applicant learned from the regret, the employer is wanting to hear the career professionals journey.

Applicants, therefore, should reference the regret, while focusing the main part of the interview answer on lessons learned. It is the journey the employer is interested in.

The job interview formula is: situation x regret x learning journey

How to answer the ‘regret’ interview question.

The 3 stages to the interview anwswer are:

Situation
Regret
Learning/Journey

Situation

In the interview answer opening, it is important to set the scene.

Explain the situation. This could be a problem the applicant, team or organisation faced, a business as usual task that went wrong or a new company objective.

“When working at X company, we were faced with (a problem). If not resolved this could lead to (negative outcome)….”

In the second part of the situation opening, the applicant can explain their role and their actions.

“…as the team leader I was responsible for A, B and C. To resolve the issue I (add actions taken)…”

Regret

The ‘regret’ needs to be reframed as a learning point.

If possible, stay away from over using the word regret. Instead, talk about reflection, or use ‘if I was undertaking the same task I would do it differently’

Remember a ‘regret’ example doesn’t mean that the applicant has to discuss a failure, instead the interview answer can be about a successful event, that could have been completed in a better way.

An example of this could be a career professional regretting not studying at university as they took the apprenticeship route option. What is important is the learning, not the regret.

Start the answer second part of the interview answer by stating the regret

“I regret taking the apprenticeship route rather then studying at university…”
“I regret not looking into other others that could have (saved overhead cost/increased production/etc)…”
“I regret listening to the advice of others when I should has used my own experience….”

The word ‘regret’ can be easily replaced by rewording the interview answer:

“I don’t think taking the apprenticeship route was the best for me….”
“I could have looked into other options that could have saved…”
“I wish I had listened to my own experience rather the listening to the advice of others…”

Learning/Journey

The learning journey comes in two parts.

Part 1 – past choice

Part 2 – future self

Past Choice

Learning comes from reflection.

In the past choice section it is important to expand on the reason for the choice (regret) as this expands on the initial situation.

“…On reflection I made this choice because of (add reasons)…”

The choice, the reason for the regret, could potentially be down to the direction of a manager, company culture or lack of experience.

Next, discuss the other options.

When explain the other options state the reason why they, at the time, didn’t seem appropriate.

“…The other option was to (add option). If I took this option, the benefits would have been (state positives) but the (barrier/risk) included (add negatives) which is why I went with the first option.”

Future Self.

Finally, show learning.

“Looking back, I have preferred (other choice) as this would have (state better outcome)…”

Explain what was learnt because of the experience.

“…but the experience taught me (add lessons leant) which has now (add a benefit from the learning experience)..”

End with a future action.

“..if i was in the same situation again I would A, B and C”

Example interview answer.

Putting all the elements together, an example answer would look like:

“When working at X company, we were faced with (a problem). If not resolved this could lead to (negative outcome)……as the team leader I was responsible for A, B and C.

To resolve the issue I (add actions taken)…I wish I had listened to my own experience rather the listening to the advice of others….On reflection I made this choice because of (add reasons)…..The other option was to (add option). If I took this option, the benefits would have been (state positives) but the (barrier/risk) included (add negatives) which is why I went with the first option.

Looking back, I have preferred (other choice) as this would have (state better outcome)…..but the experience taught me (add lessons leant) which has now (add a benefit from the learning experience)….if I was in the same situation again I would A, B and C”

June 23, 2021June 23, 2021

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

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

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

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

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

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

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

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

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

Employer slippage
As part of a structured job interview

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

Candidates come across well when they:

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

Employer Slippage.

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

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

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

Structured Job Interview.

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

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

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

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

How to deliver a high-scoring interview answer.

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

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

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

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

This same psychology can be used during the recruitment process.

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

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

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

Returning to the job interview.

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

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

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

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

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

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

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

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

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

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

June 23, 2021November 18, 2021

Border Force Officer Job Interview Questions

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

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

How competitive is a border force officer job interview?

Border force job interview is competitive

Interview Specfifcs

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

The main duties of a border patrol officer include:

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

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

Recruitment Process for a Border Force Officer

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

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

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

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

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

Border Force Officer Job Interview Questions and Answers

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

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

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

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

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

This interview technique shows an employer that you:

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

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

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

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

Example:

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

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

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

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

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

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

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

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

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

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

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

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

Behavioral job interview questions are framed on past experiences:

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

The idea is that past behaviors predict future actions

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

To answer the question:

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

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

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

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

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

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

Two-ways to answer preference questions.

Option one: answer with both options.

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

Option two: focus on the employers preference.

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

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

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

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

October 30, 2020May 18, 2021

Interview Questions and Answers for a Career Guidance Officer Interview

Interview Questions and Answers for a Career Advisor

The career guidance job market is crowded.

This competitive sector has applicants applying for advertised roles who come from a number of backgrounds; career counselling, post-grad CEIAG advisors, school career advisors, higher educational career guidance officers and professionals making a side-career move from, as an example, a probation officer, school teacher or public sector worker role.

Vacancies is the career sector are starting to increase; with schools now having to meet government GATSBY benchmarks more high schools, colleges and higher educational institutes are recruiting career guidance officers. Job centers are also seeing the need for a skilled practitioner to support job seekers to make informed career decisions, and many growth sectors employ specialist career advisors to promote the roles available in each job sector.

Career Guidance Officer Job Role

To prepare for a career guidance job interview it is important that the applicant understands the job role they are applying for, as each role varies depending on the employer, the customers or service users age group and job sector.

As an example, one career advisor maybe employed to deliver 1-to-1 face-to-face career guidance sessions, while another delivers online career information or delivers group sessions.

A career advisor attached to a job center is more likely to focus employability advice compared to a college career advisor who will be giving higher educational advice. Some roles require specialist advice; understanding the barriers of widening participation or the various roles of a particular job sector.

Therefore, this article aims to provide the job interview questions and answers for the most common career guidance Q&As, that are likely to be asked in all career advisor job interviews.

8 of the Most Commonly Asked Career Guidance Job Interview Questions and Answers

Each Interview question will be broken down and explored. Answers can be based on the information provided but must be tailored to an applicants own work experience, skills and qualities.

CEIAG Interview Question 1: Can you breakdown your relevant career officer experience and state how it is useful in this role?

When answering the ‘experience’ interview question, it is important to state experiences related to the job role – the information, advice and guidance knowledge for the target group (children or adults, job seekers or university students) that the company supports.

It is also good to highlight an understanding of career theories and models, as this shows sector knowledge.

As the job role is about supporting people, often vulnerable clients, and requires a level of work ethic, at this stage of the job interview, applicants can increase likeability by showing ‘passion’ for the job role.

Interview answer formula

Give duration in the industry
State level of qualification
Give example of working with a similar target group
End by refencing your passion for ‘helping’ people

CEIAG Interview Question 2: Explain the difference between IAG (information, advice and guidance)?

There will be several technical question during the career guidance interview, with the most common one asking for the explanation between the different aspects of the role.

First, if unknown, applicants need to read up on the meaning of Information, Advice and Guidance.

In short;

Information is passing on knowledge or facts often collected from a credible source.
Advice is a professional judgement, encouraging the customer to take action – this is the practitioners opinion based on research and studies.
Guidance is the practitioner supporting the customer to make their own decisions through self-reflective and challenging questions (not by being given advice)

The interview answer should end, once an explanation of the terminology has been given, by stating, with examples, the best situation to use each of the three elements of IAG.

As a side note the ‘CE’ of CEIAG means ‘careers education’.

CEIAG Interview Question 3: Give an example of when you have worked with a client who had a fixed career idea, and explain what you did?

To help clients to make informed career opinions, the practitioners job is to challenge the clients perceived career ideas.

It is not the career advisors role to decide which career best suits the client, as unconscious bias can be at play here, rather the role of a career advisor is to help the customer to make an informed opinion.

There are many theories around career guidance that a career practitioner needs to understand but as an overarching rule; just because a client stats they want to move into X career doesn’t necessarily mean the career goal is their best option, as their decision may have been influenced or their awareness of options maybe limited.

As an example, a client may want to enter the world of work because this is what their family and peers did.

To answer the situational interview question:

Describe the situation; the client and their job goal.
Explain how you question what the client liked about this career goal.
And how you asked what they felt they wouldn’t enjoy.
Next give evidence of how you challenged this career goal – this could be in the form of comparing two similar job roles, asking the miracle question or having a conversation around the pro’s and con’s of the different routes into higher education or a career.
Finally, explain the outcome to the conversation, clearly stating the clients mindset.

CEIAG Interview Question 4: What research do you undertake to help give informed advice?

Working in a industry that advises on other job sectors, advice can easily become dated. Career practitioners, therefore, need to stay abreast of new local market information. This can include growth sector by area, new qualifications such as T-Levels, student loan information and emerging career trends…the list becomes endless.

For some career guidance roles, the practitioner may also be responsible for giving ‘supportive’ advice on housing, offender management and finances.

It is important then to understand the job role, the clientele and the area of IAG to be given, and use this insight to answer the interview question.

For this example we will use LMI – local market information.

When discussing the undertaken research don’t make the mistake of simply explaining how you attended X webinar or Y training course. This is a low scoring answer.

To score high, explain the reason why you chosen to research, as an example, local market information. How does knowing about LMI help a career practitioner?

Next, explain what you gained from the research and finally, give an example of how the research help you to help a client during an IAG session.

You can also round the answer of by explaining how you are a life long learner and you continue to update your knowledge and expertise by periodically conducting research.

But the golden interview answer will go to those career practitioners who have built upon other peoples research to find news ways of working with a niche group of clients or within a specialized area.

CEIAG Interview Question 5: Give an example of working with an angry service user?

There are numerous ways this question will be asked:

How would you motivate an unmotivated client?
How do you handle a client with unrealistic career goals?
Explain what you would do if a client wouldn’t answer your questions?
Give an example of building rapport with a difficult service user?
Have you ever had a client get violent?

The interview question will be phrased depending on the IAG sub-niche the advertised job role is in. But in 9 out 10 career advisor interviews, a situational question around a client’s behavior will be asked.

Most interviewees will be able to answer this question with a real-life example as none-experienced career advisors will have undertaken a placement as part of their CEIAG course, and experienced career practitioners will have several examples.

The following steps can be used to create a strong stcruture for the interview answer

Confirm experience confidently “I have had to deal with this situation on many occasions….”
State overview “…an example of this was when (explain the situation)…”
Give specifics “…the client was X (quite/angry/annoyed) because of Y(been turned down for benefits/forced to attend the session/in a bad mood)…”
Action “…to support the client I (add detailed explanation of what you did to turn the situation around)..”
Outcome “…this resulted in…”

CEIAG Interview Questions 6: What do you understand by the ‘contracting’ part of an IAG session?

The contracting stage of an intervention is very important and is used in many therapeutic settings. The contract is an agreement between the practitioner and client is transparent ensuring each party fully understands the processes of the sessions.

In career guidance sessions the contract will cover

Duration of session/number of sessions
An explanation of data protection and GDPR
Confidentiality and record keeping
The session aims
Explanation of safe guarding
Impartiality

Interviewees need to explain their understanding of ‘contracting’ and give an example of using contracting in an intervention.

Explain how you started a session discussing contracting and how you talked about, as an example, safeguarding.
Go on to state how the client disclosed a concern.
Next, explain how you reacted to the information, informing the client, as you stated in the contracting stage of the session, what steps you needed to take.
Finally, give the outcome to the intervention.

CEIAG Interview Question 7: When would you make a referral?

As career advisors support clients with various issues, most career practitioners wont be an expert in all things. Therefore career advisors will often make referrals to different agencies from a job center referral for a benefit application to social services for safeguarding concerns.

To answer questions on referrals it is important to explain how you only refer to approved referral agencies, how you report on referrals (internal recording systems) and how the referral has been followed up to check progression.

CEIAG Interview Question 8: Is there anything you would like to ask us?

At the end of the career guidance officer interview the employer will end the interview by allowing the candidate to ask them questions about the job role, organisation and day to day duties.

It is important for an applicant to think about their ideal job role – how they work best, and ask questions to the employer based around their ideal. Once offered a job role(s) the answers to these questions help the applicant decide if they should take the offer position or not.

What’s a typical day as career advisor like here?
Is the job role office based or outreach?
Which agencies do you collaborate with?
What CPD do you put staff through?
What is staff retention like?
What projects are you currently working on?
What is the next tender you are applying for?
Where do you get your funding from?

August 1, 2016November 17, 2020

Sample Interview Questions and Answers

Curveball Interview Questions and Answers

The key preparation for a job interview is to create a list of sample curveball interview questions. From this list, you can create strong job interview answers by tailoring your experience, skills and qualities to that of the job specification.

Your sample interview answers need to do three things; one – inform the interviewer that you have the required skills, two – show enthusiasm and passion, three – highlight a unique selling point.

This is even more important when you are asked curveball interview questions, these are job interview questions that sound random, but in actual fact have a hidden meaning.

Continue reading “Sample Interview Questions and Answers”

July 22, 2016November 23, 2020

How Persuasive Interviewees Get There Point Across

Persuasive Interviewees

The job interview is all about getting your point of view across.

The successful job interviewee can persuade, influence and manipulate the interviewer so they are seen as the ideal candidate to offer the job too.

This doesn’t mean you have to lie, instead it means that to be successful in a job interview you need to learn the key skills persuasive people use to get there point across.

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The Listen and Repeat Method

To persuade a stranger, your interviewer you need to know what they value, what makes them tick, what criteria (skills, experience, work ethic) is important to them.

If you answer you interview questions quoting facts and examples that they deem important they will not only listen to you more intently bit they will build rapport with you.

Often the unsuccessful interviewee doesn’t understand why they didn’t get offered the position.

Throughout the interview they answered all the questions, gave examples and smiled. The problem is not everyone thinks that things you deem important, are important to them.

If I was going to sell you a holiday, I could discuss the sandy beeches where you can relax, the pool where you can chill out, the quite restaurants where you can eat peacefully. Sounds nice? Not if your looking for a holiday adventure, with actives everyday and dangerous around each corner.

To persuade in the job interview listen to what the interviewer discusses, pick up if they are a goal setter or problem solver, if they value profit over quality, if the preference staff with creativity or a rule follower. Once you understand what the employer values you can quote this during the job interview, making all your interview answers more relevant

Saying Little, Can Say a Lot

The nervousness interviewee is known to chatter on.

An over-talker not only confuses the interviewer but lets slip their weaknesses. By having a structure to your interview answer will keep you on point. You can open by stating how you have the desired criteria and follow this up with an example.

During the example you want to add a little intrigue, as this will get the interviewer asking you questions.

By getting the interviewer to ask you questions helps not only build rapport but gets them seeing you as an authority. You back up what you are saying with facts and figures, and even ask the interviewer their opinion, turning the interview into a conversation.

This is how people persuade with conversation by getting you to ask them, the persuader, to talk more.

Always end your original answer with intrigue, allowing the interviewer an opportunity to ask you questions

Find Common Ground

The key to interview success is likability

People are more easily persuaded when they like you.

This is why the listen and repeat rule is key. If the interviewer is talking about goals and objectives and you, with enthusiasm, join in the conversation, stating how having goals, milestones and objectives motivates you to be your best you will both find a connection.

It doesn’t even matter what the common ground is as long as you can find something that makes the interviewer connect to you.

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July 5, 2016November 23, 2020

5 Influence Styles You Can Use in a Job Interview

5 ways to influence the interview outcome

You are influenced every day, thousands of times, and you probably aren’t aware of 90% of them.

We are influenced by images, words, social proof, repetitive slogans, scarcity and by a number of other things. People influence each other with tonality, gestures, commitment and their style of communication. the power of influence has a massive effect on your day with you buying goods, voting for politicians and making choices because of the power of influence and psychology.

These same psychological tactics can be employed in the job interview, giving you the upper hand. Here are 5 different influencing styles you can adopt in your next job interview.

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Assertiveness

We respond to authority.

By being seen as an authority in your sector you will gain compliance from the interviewer. Being assertive, stating, insisting that your ideas and suggestions will have a positive outcome once employed people to your authority.

Most of us are sheep and like to be sheep. Being a commanding Sheppard, herd the interviewer(s) to the pen of your choosing.

Convincing

The best salespeople convince us that their product is the best product, even if it means spending a little more.

Put forward your ideas and offer logical, rational reasons to convince the job interviewer of your point of perspective. Once the interviewer is won over with one idea they are more likely to agree to other ideas due to the psychological law of compliance. This is why great salespeople not only sell one good, they also up-sell to their customers

Negotiation

An interview is a two-way conversation.

As with all debates, there are two sides to every story. If the interviewee states one fact, suggestion or idea and the interview has another viewpoint you can easily create friction, even fall out.

The secret to winning people over is negotiation. Look for compromises and find the middle ground

Relationship Building

A great communicator is someone who can build strong relationships with a complete stranger.

Nowhere is this more important than the job interview situation. Use common interest, your tone, facial expressions, body language, everything to build rapport. People will often favor people more that they like. This means that your interview answers will gain more points if the interviewer likes you as a person, compared to someone who takes an initial dislike.

Inspire Imagination

Humans are goal setters.

Often interviewees talk about past successes – this is good to a point. To really influence the interview, explain how your skills and past experiences will make an impact in the future within their organisation. Find future possibilities that will inspire the interviewer, show them how you will increase profit, create new business and save on overheads. Give them a positive future vision.

Interview Preparation Resources

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July 4, 2016November 23, 2020

3 Psychological Tactics to Sell Yourself at a Job Interview

Th Psychological Tactics You Need to Sell Yourself in a Job Interview

Marketers, sales professionals and big brands use sales psychology to influence your spending habits.

These same psychological tactics can be employed in the job interview, giving you the upper hand. Here are 3 psychological tactics to sell yourself at a job interview.

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Psychological Sales Tactic #1

Emotional by-in

Many studies have repeatedly highlighted that people by goods, ideas and recruit staff due to how the product will effect the person.

In the job interview you are more likely to be hired by using emotional stories to highlight your skills and experience, rather then just listing your qualities, traits and successes.

When answering “give me an example of….” questions, start by stating the pain of the current situation, explain what steps you took and then highlight the positive and emotional outcome.

Psychological Sales Tactic #2

Offer out your weaknesses

The “what is your weakness?” interview question is asked less and less these days, due to applicants searching on YouTube for the best answer. But when buying any product we are naturally suspicious, just as the interviewer is when you only state positives.

By stating your own flaws (don’t go overboard) you create credibility. Credibility, especially when mixed with likability will lower the interviewers defensive. The employer at this stage is more likely to buy in to you, believing the following interview answers.

Psychological Sales Tactic #3

Create fear

At some stage during the interview if you are using all the rules from influencing the interview, you will know that the employer is impressed, they want you.

Scarcity is a powerful motivator. People on eBay, will purchase more for a product then they originally stated they would due to the thought of losing out.

You can use the same psychology in the job interview, if the interviewer, who by now wants to offer you the position, believes you may take an offered job from a competitive company they will compelled to desire you even more.

At some stage in the interview let in slip how you have been successful in other interviews.