Why you are better than 97% of the competition

Imposture syndrome is the biggest barrier to job interview success. The data proves that a lack of job interview self-esteem is unfounded as any career professional who has been offered a job interview is in fact 97% better than the competition.

Much research has highlighted that the average number of applications per vacancy is around 250 (vastly higher for global organisations such as Microsoft or Google) HR statistics tell us how only 6-8 of the 250 applicants are offered a job interview.

The data speaks for itself. The percentage of 6-8 interviewees out of 250 applicants is around 3% – That means a candidate who has received an interview offer is in the top 3 percent of most ‘suitable’ from the employer’s perspective.

And it’s the employers perceptive that counts.

How an Employers Views a Perspective Candidate

How an employer views a candidate, either via their application or during the job interview, increases the likelihood of that applicant being offered the job role, or not.

The candidates ‘interview identity’ which is formed by the job seekers level of knowledge/experience vs their level of confidence creates 1 of 16 interview identities with only a small number of the ‘identities’ being view as suitable enough to be offered the advertised vacancy.

The office for national statistics explained how for the first time ever there are more job vacancies than unemployed people.

There hasn’t been a better time to gain a salary increase, by finding a new job opportunity, then now. Employers from across job sectors are looking at creative way to encourage applicants to accept their job roles from offering a blended office/home working option to wage increases.

The fear of career change

With an increase in job opportunities, a potentially high salary with a new employer and an awareness of growth sectors that offer a more secure career, why aren’t career professionals applying for new vacancies?

Even career professionals who hate their job role, those who are stressed out due to workload, or graduates that picked the wrong job sector to work in, don’t make a career change.

The reason is simple. Humans fear change.

In the world of work many career professionals see a career change as a backwards step where they would have to start of the bottom rung of the career ladder. This limiting belief is inaccurate as employers look for a diverse workforce who can bring a new perspective gain from experience in a different industry.

In fact, many employers seek to gain talented team members without direct experience in the sector. An example of this would be a manager – skilled at leadership, staff recruitment, finance projections. Managerial skills are transferable into many job sectors.

Humans fear failure

At a basic level humans have in built desire to ‘belong’. Humans are pack animals. To survive in a pack individuals need to be accepted by others. To be rejected is to die. The same emotional pull happens in all social situations. Many humans avoid asking someone on a date as they don’t want to chance being rejected. People fear public speaking as they fear being ‘laughed’ at. And career professionals hate job interviews because they might be told they ‘are not good enough’.

It is easier to stay with the devil you know than to make a change, even is the current situation is a toxic workplace that is making you ill.

It is time to make a change

A confident career professional with over 10 years industry experience and/or a degree level qualification or above should easily gain a number of job interviews – creating the 3% rule.

This means the competition is now only 6 other applicants. Six people, rather than 250 candidates, doesn’t seem so overwhelming.

During the 45 minutes job interview the average employer will ask 6 job interview questions – often behavioural interview questions (question based on past experiences – “give me an example of doing A”)

The initial question commonly asked is: “tell me about yourself” An easy question to ask, and the final question is “Do you have any questions for us?”

Knowing the structure of the job interview reduces the candidate’s anxiety levels. Lower levels of anxiety increase performance confidence, allowing an interviewee to produce more detailed job interview examples relevant to the job interview question.

Employers will hint towards the job interview questions by sharing the essential criteria of the job role. It is the main duties or essential criteria that is referenced in the job interview questions. This insight can help a job seeker prepare high-scoring interview answers and examples prior to the job interview.

Fear creates procrastination. As a high number of people fear the job interview it is unlikely that each candidate will complete the essential preparation before a recruitment process. If for example only 50% of candidates fully prepare, including yourself, that is only 2 other applicants who are confident enough to give good job interview answers.

From 250 initial applicants, only 3 of the 6 interviewees will be interview ready. This means you only need to give higher scoring answers then the two other prepared people.

April 26, 2019January 12, 2023

Common Asked Housing Officer Questions

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

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

How competitive is a Housing Officer job Interview?

Interview Specifics

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

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

Common Asked Housing Officer Interview Questions

Can you tell me about your housing officer experience?

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

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

How do you assess the needs of a client?

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

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

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

What does customer service mean to you?

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

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

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

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

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

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

What do you look for during a housing inspection?

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

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

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

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

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

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

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

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

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

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

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

Which other agencies would you refer a service user to?

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

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

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

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

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

Do you have any questions for me?

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

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

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

August 19, 2017

Job Interview Questions for a Job at Rise in Manchester

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

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

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

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Job Interview Questions for a Job at Rise in Manchester

Job Interview Question 1:

“Tell me about your customer service experience?”

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

Ensure you mention

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

Job Interview Question 2:

“How do you handle difficult customers?”

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

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

Job Interview Question 3:

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

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

Job Interview Question 4:

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

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

Job Interview Question 5:

“Why do you want to work at Rise?”

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

Job Interview Question 6:

“Do you have any questions for me?”

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

Conclusion

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

Interview Preparation Resources

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September 25, 2016November 21, 2020

Out Of The Box Interview Tips

Think Out Of The Box To Pass a Job Interview

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

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

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

career

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

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

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

Mr. X: “Yes, who’s this?”

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

Mr. X: “Please go on”

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

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

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

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

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

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

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

Mr. X: “Sure thanks. Bye.”

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

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

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

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

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

HR: “How does day after tomorrow sound?”

Mr. X: “Great!”

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

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

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

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

Questions could be:

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

“Do you cater to sarcasm?”

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

Author Bio

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