Tag: job interview preparation

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How the Book Thinking, Fast and Slow Can Be Applied in a Job Interview

The book Thinking, Fast and Slow by Daniel Kahneman explores two primary modes of thinking that shape human judgment and decision-making.

An overview of the key theories and concepts:

1. System 1 and System 2 Thinking

  • System 1 is the fast, automatic, and intuitive way of thinking. It’s fast, effortless, and often operates below our conscious awareness. This system is responsible for making quick judgments and decisions based on heuristics or mental shortcuts. It’s also highly influenced by emotions and experience.
  • System 2, on the other hand, is slower, more deliberate, and requires conscious effort. It’s responsible for more complex reasoning, logic, and decision-making that requires effortful thought. System 2 thinking comes into play when we need to solve puzzles, make thoughtful decisions, or engage in tasks that require focus and concentration.

The book argues that while System 1 is efficient and often effective, it can also lead to biases and errors in judgment because it relies on heuristics (mental shortcuts) that can be flawed. System 2, although slower and more resource-intensive, is better for making reasoned decisions.

The central theme of Thinking, Fast and Slow is that our thinking is a blend of intuitive, automatic judgments (System 1) and deliberate, effortful reasoning (System 2).

Kahneman emphasizes how understanding the interplay between these systems can improve decision-making and help people become more aware of the biases that affect their choices.

His work highlights the importance of recognizing these biases in both personal and professional life and encourages more reflective, slower thinking to mitigate errors.

How the Book Thinking, Fast and Slow Can Be Applied in a Job Interview

Job interviews are high-stakes events where candidates are assessed on their skills, experience, and ability to fit within an organization.

However, the decision-making process in an interview is influenced not just by the qualifications of the candidates, and their interview answers, but also by cognitive biases and the ways in which both the interviewer and the candidate process information.

Daniel Kahneman’s Thinking, Fast and Slow provides key insights into the mental processes behind these judgments. By understanding these concepts, candidates and interviewers alike can improve their decision-making and interview performance.

Here’s how the theories from Thinking, Fast and Slow can be applied during a job interview:

System 1 and System 2 Thinking in the Interview Process

System 1 (Fast Thinking): This is the intuitive, automatic, and subconscious system. In an interview, both the interviewer and the candidate might rely on System 1 to make snap judgments. Interviewers may form quick impressions of candidates based on initial cues such as appearance, tone of voice, or body language. Candidates might respond instinctively to questions without fully thinking through their answers. While these instinctive impressions can be helpful for gauging chemistry or comfort, they can also lead to mistakes. A candidate who appears nervous might be unfairly judged as unqualified, or a strong first impression might cloud an interviewer’s judgment later on.

System 2 (Slow Thinking): This system involves more deliberate, analytical, and effortful thought. When interviewers engage System 2 thinking, they are more likely to focus on the content of the candidate’s answers, the relevance of their experience, and their critical thinking skills. As a candidate, it’s essential to engage System 2 to think carefully about each question, avoiding knee-jerk responses and taking a moment to consider the best way to convey your strengths.

Tip for Candidates: When answering questions, try to slow down and resist the urge to immediately answer from instinct. Take a few seconds to think through your response logically to avoid relying too heavily on your first instinct.

Tip for Interviewers: Be mindful of your initial impressions. To combat the bias of System 1, take notes and refer to specific examples or skills mentioned in the interview, instead of letting the initial impression guide the entire evaluation.

Heuristics and Biases

Kahneman highlights that people often rely on mental shortcuts, known as heuristics, when making decisions. These heuristics are not always rational and can lead to biased decisions. In a job interview, several heuristics can come into play:

  • Anchoring Effect: Interviewers may be influenced by an early piece of information, such as a candidate’s educational background or an initial response. For example, if a candidate mentions having graduated from a prestigious university early in the interview, this could anchor the interviewer’s perception of their capabilities, regardless of the candidate’s actual performance.
  • Availability Heuristic: If an interviewer has recently hired a candidate with a particular skill set, they may overweight the importance of that skill in future hiring decisions, even if other candidates are more qualified.
  • Representativeness Heuristic: Interviewers may judge a candidate based on how closely their traits match those of an “ideal” employee, which could lead them to overlook the diversity of skills that other candidates bring to the table.

Tip for Candidates: Be aware that interviewers may be unconsciously influenced by these heuristics. Don’t assume that a single detail or part of your resume is what’s driving the interviewer’s decision. It’s important to highlight a range of your skills and achievements throughout the interview to avoid being pigeonholed by a single characteristic.

Tip for Interviewers: Counteract heuristics using a structured interview and a consistent evaluation framework. Focus on specific skills and accomplishments, rather than first impressions or stereotypes.

Prospect Theory and Risk Aversion

Prospect Theory, as outlined by Kahneman, suggests that people are loss averse—they feel the pain of losses more acutely than the pleasure of gains. This can influence how both candidates and interviewers approach the interview process.

  • For the Candidate: If a candidate is asked to discuss a previous failure, they may be reluctant to admit mistakes because they fear the “loss” of their chance at the job. However, framing failures as learning experiences and showing how they led to growth can demonstrate resilience and maturity.
  • For the Interviewer: Interviewers might also display risk aversion. If they’re unsure about a candidate, they may be more likely to reject them out of fear that the potential “loss” (hiring the wrong person) outweighs the potential “gain” (finding a great hire). This could lead interviewers to rely on safer, more familiar choices.

Tip for Candidates: Emphasize your learning process from past mistakes and show how overcoming challenges makes you more capable. Acknowledge that setbacks are a natural part of growth.

Tip for Interviewers: Focus on a candidate’s ability to learn and adapt rather than simply looking for perfection. Acknowledge that taking calculated risks can lead to rewarding hires.

Loss Aversion and the Interviewer’s Decision-Making

Loss aversion also plays a role in how interviewers make decisions. They may tend to overvalue candidates who seem to fit the mold perfectly and hesitate to hire someone who doesn’t fit exactly into the desired profile. This bias can cause interviewers to focus on avoiding losses rather than gaining the best possible hire.

Tip for Interviewers: Focus on the potential benefits of a candidate’s unique strengths, even if they don’t meet every single criterion. Resist the urge to dismiss candidates because of minor mismatches.

Cognitive Ease and Cognitive Strain

Kahneman’s idea of cognitive ease and cognitive strain can influence both the interviewee’s performance and the interviewer’s judgment.

  • For the Candidate: If you’re able to present your qualifications in a clear, straightforward manner, it will create cognitive ease for the interviewer, allowing them to process your information quickly and form a favorable judgment. On the other hand, if your answers are convoluted or difficult to follow, it can create cognitive strain and may lead to a less favorable impression.
  • For the Interviewer: If the interviewer experiences cognitive ease when speaking with a candidate—if the conversation flows smoothly—they might form a positive impression of the candidate’s competence and fit. However, cognitive strain might cause the interviewer to become more critical or overly cautious in their decision-making.

Tip for Candidates: Be clear and concise in your answers, and organize your thoughts before speaking. This will help reduce cognitive strain for the interviewer and improve the clarity of your responses.

Tip for Interviewers: Try to remain aware of the ease or difficulty in understanding a candidate’s responses. Recognize that cognitive strain can sometimes be a result of the interview format, and not necessarily the candidate’s qualifications.

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The Planning Fallacy and Interview Preparation

The Planning Fallacy refers to the tendency to underestimate the time and resources required to complete a task. For candidates, this might manifest in overconfidence when preparing for an interview, believing that they don’t need to spend much time practicing or researching the company. Conversely, interviewers might underestimate how long the interview process will take, leading to rushed decisions or incomplete evaluations.

Tip for Candidates: Avoid the planning fallacy by adequately preparing for the interview—research the company, practice your responses, and anticipate potential questions. Proper preparation will help you avoid underestimating the challenges of the interview process.

Tip for Interviewers: Allow enough time in the interview schedule to fully evaluate the candidate’s fit. Rushed decisions are often poor decisions.

Conclusion

Incorporating insights from Kahneman’s Thinking, Fast and Slow into job interviews can help both candidates and interviewers make more informed, less biased decisions.

Candidates should be aware of how cognitive biases and heuristics can influence their performance and strive to engage in more deliberate, System 2 thinking. Interviewers, on the other hand, should recognize their own biases and take steps to create a fairer, more thoughtful evaluation process. By understanding and applying these theories, both parties can improve their chances of a successful, rational outcome

Need help? Book an interview coaching session.

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Typical Job Interview Questions and Strong Example Answers for a Care Assistant

The UK labour market for care assistants is an important and growing sector due to the increasing demand for elderly care – people are living for longer so they require more care workers, and support for people with disabilities or long-term health conditions.

Demand for Care Assistants

  • The demand for care assistants has been consistently rising, particularly due to the aging population and the government’s focus on social care.
  • The UK has a large number of elderly people, with many needing assistance for daily activities, such as personal care, mobility support, and companionship. This is expected to increase as life expectancy rises.
  • Care assistants are employed in various settings, including residential care homes, nursing homes, domiciliary care (home care), hospitals, and supported living environments.

Entry Requirements – Skills and Qualifications

  • Basic qualifications: While no formal qualification is required for entry-level roles, employers often expect candidates to have GCSEs in English and Maths.
  • NVQs and Diplomas: Many care assistants complete vocational qualifications and/or apprenticeships, such as the Level 2 or 3 Diploma in Health and Social Care, which help increase employability.
  • Experience: Previous experience in a care role or similar settings can be very beneficial. Some people start as home care workers or volunteers before becoming full-time care assistants.
  • Specialised skills: There is a demand for care assistants with experience in dementia care, palliative care, or working with individuals with learning disabilities or mental health challenges. These specialised roles often come with a higher salary

How competitive is a Care Assistant job interview?

Job interview competitiveness - easy

Job Opportunities and Job Outlook

  • The care assistant job market remains strong, with regular vacancies across the UK, particularly in the Midlands, North East, and North West regions.
  • The sector is expected to grow steadily, especially as the NHS faces pressure, and the demand for home care increases.
  • Many care providers offer career progression opportunities for staff, such as training to become senior care assistants or supervisors.
  • Job growth is driven by the need to support older adults and people with long-term conditions, and it’s also influenced by government funding for social care.

Location Trends

  • Larger urban areas, like London, Manchester, Birmingham, and Edinburgh, generally have more care assistant job openings due to the larger population sizes.
  • Rural and remote areas may have fewer job openings, but there can be a higher demand in certain specialized care sectors, such as elderly care in smaller communities.

Challenges in the Sector

  • Workforce shortages: The social care sector is facing a significant shortage of workers, partly due to low wages compared to other industries, and the demanding nature of the work.
  • Retention: High turnover rates are common, as the work can be physically and emotionally demanding.
  • Training and support: There is an emphasis on improving staff training and retention through ongoing professional development opportunities.

Employment Types

  • Many care assistants work full-time, but part-time and zero-hour contracts are also common in the sector.
  • Shift work: The nature of care work often requires evening, night, and weekend shifts, which is something to consider when looking for a job.

Where are the care assistant jobs in the UK?

1. Regional Job Opportunities

London and South East

  • Demand: High demand due to the large, diverse population and the aging demographic. There is also a greater number of private care agencies and care homes.
  • Salary: Typically on the higher end of the scale. Starting salaries can range from £10 to £12 per hour, with more experienced roles or specialized care positions going up to £25,000 or more annually.
  • Types of Jobs: Many care assistants work in residential care homes, while domiciliary care (home care) is also growing, especially for elderly clients who prefer to stay at home.
  • Opportunities: Look for local job boards or agency listings (e.g., Reed, Indeed, or local council websites).

North West

  • Demand: Growing demand, particularly in areas like Manchester, Liverpool, and other urban centers. The region has a mix of public, private, and charity-based care providers.
  • Salary: Average salaries range from £9 to £11 per hour, with slightly higher wages in urban areas and for specialized roles like dementia or palliative care.
  • Types of Jobs: Residential care, dementia care, and home care services are all in demand.
  • Opportunities: Many opportunities through NHS jobs, recruitment agencies, and local council postings.

Midlands

  • Demand: The demand for care assistants is strong in both rural and urban areas, with an emphasis on elderly care and care for individuals with learning disabilities.
  • Salary: Pay tends to be slightly lower compared to London but still competitive. Expect around £9 to £10.50 per hour.
  • Opportunities: Care assistants are needed in nursing homes, care homes, and home care. Look out for opportunities through both private providers and the NHS.

North East

  • Demand: High demand, especially in rural areas where care needs are more specialized and personalized.
  • Salary: Pay ranges from £8.50 to £10.50 per hour, with opportunities for progression into senior care assistant roles or management in care homes.
  • Opportunities: Plenty of openings in smaller, more specialized facilities or independent care providers.

Wales and Scotland

  • Demand: Both countries see a growing demand for care assistants, especially in rural areas where the elderly population is higher.
  • Salary: Similar to other regions but can vary slightly depending on location. Expect around £9 per hour in general.
  • Opportunities: Scotland, in particular, has seen initiatives aimed at improving care staff wages and conditions. Opportunities often available through local government or private care providers.

Tips for Entering the Care Sector

A. Qualification and Training

  • Entry-level: You don’t necessarily need formal qualifications to start, but having a good level of English and maths (GCSE or equivalent) is helpful. Employers often provide on-the-job training, including courses in manual handling, health and safety, and safeguarding.
  • Vocational qualifications: The Level 2 or 3 Diploma in Health and Social Care is highly valued and can help you progress into more senior roles.
  • Additional Certifications: For specialized care roles (e.g., dementia care), consider additional training or certifications like Dementia Care Matters or End of Life Care training. This can make you more competitive, especially if you want to work in more complex care settings.

B. Volunteering or Work Experience

  • Gaining experience through volunteering in a care home or with a home care service can give you an edge. It allows you to understand the work environment and gain firsthand experience, which is highly valued by employers.
  • Many charities and non-profit organizations offer opportunities for volunteers to work alongside professional care assistants, and these experiences can lead to paid positions.

C. Register with Recruitment Agencies

  • There are many agencies that specialize in placing care assistants, particularly in areas of high demand. Examples include Hays Social Care, Recruitment Panda, and Bluebird Care.
  • These agencies can help you find temporary or permanent positions and may also offer additional training.

D. Apply Directly

  • Larger care providers, such as Care UK, Barchester Healthcare, and HC-One, often post job vacancies directly on their websites.
  • The NHS Jobs site also lists roles in the public sector, and local councils regularly post care assistant roles.

E. Be Prepared for Shift Work

  • Many care assistant roles, particularly in care homes or hospitals, require night, weekend, or holiday shifts. Ensure you’re comfortable with irregular hours before applying.
  • Some care providers offer more flexible working hours or part-time roles, so it’s worth asking during the application process.

F. Consider Career Progression

  • Many care assistants progress into roles such as Senior Care Assistant, Care Supervisor, or Registered Manager. With further qualifications (e.g., NVQ Level 5 in Leadership and Management in Care), it’s possible to move into management positions.
  • The sector offers varied career paths, so keep an eye out for opportunities to take on more responsibility.

Job interview questions will vary depending on the job role’s specialty, with employers asking for examples and looking for high levels of knowledge around the specialism.

Interview Specifics:

Structural job interview last 45 minutes with 8 interview questions being asked

Can you demonstrate the relevant knowledge and experience to pass a Care Assistant job interview?

  • sensitivity and understanding
  • a desire to help people
  • teamwork
  • patience and remaining calm in stressful situations
  • an attention to detail (especially when working with medicine)
  • emotional intelligence
  • strong communication and listening skills

Salary and Pay Rates

  • Care assistant salaries in the UK vary depending on location, the level of responsibility, and the type of care provided.
    • National average: The salary for a full-time care assistant is around £18,000 to £22,000 per year.
    • Hourly rate: Care assistants earn approximately £9 to £12 per hour, though this can be higher in some areas or for specialized roles.
    • London and the South East: Wages are generally higher due to the higher cost of living. Salaries in these areas can reach £25,000 or more.
    • Overtime and bonuses: Some care assistants may receive extra pay for weekend, night, or bank holiday shifts.

Check the average pay.

Follow the three rules of a successful job interview:

One – identify the skills and experiences of the care assistant role

Two – be a self-promoter by your personal qualities and experiences by using real examples throughout the job interview

Three – communicate confidently. Explain in detail your work experience and how it meets the job criteria

Get Interview Ready

To pass a job interview, it is important to predict the interview questions and practice delivering the interview answers confidently.

  • Mock interviews help to practice an interview in full
  • Re-writing interview answers helps with memory
  • Talking at a slower pace (as interviewees then speed up due to nervousness) helps the employer to record your experiences and skills

Why do you want to work as a care assistant?

Answer Example:
“I’ve always had a strong desire to help people, particularly those who are vulnerable or need support in their daily lives. In my previous role as a care assistant, I found it incredibly fulfilling to make a positive difference in someone’s day, whether it was helping with personal care or just providing companionship. I believe everyone deserves dignity and respect, and I find great satisfaction in being able to offer that support.”

Can you tell us about your previous experience in care?

Answer Example:
“I have worked as a care assistant for three years, mainly in a residential care home. My responsibilities included assisting with daily activities, administering medication under supervision, supporting residents with mobility, and maintaining their personal hygiene. I also had experience supporting individuals with dementia, which taught me patience and effective communication strategies. I’m passionate about delivering care that enhances quality of life, and I take pride in ensuring all residents feel valued.”

How would you handle a situation where a resident is refusing to eat or take their medication?

Answer Example:
“First, I would try to understand the reason behind their refusal. It might be due to a lack of appetite, discomfort, or fear of medication. I’d approach the situation calmly, offering reassurance and giving them the time they need. I would involve other team members, such as the nurse or dietician, if needed, to explore different ways to address their needs. Sometimes offering smaller, more frequent meals or discussing alternatives for medication could help. Ultimately, my focus would be on listening to their concerns and offering a solution that they are comfortable with.”

How do you ensure the privacy and dignity of the people you care for?

Answer Example:
“I always make sure to respect the personal space and privacy of the individuals I care for. This means knocking before entering rooms, covering them properly during personal care, and ensuring that they are comfortable at all times. I also maintain a confidential approach to their personal information and health history. Upholding dignity involves treating everyone with respect, listening to their preferences, and ensuring they are involved in decisions about their care.”

What would you do if you noticed a colleague wasn’t following proper care procedures?

Answer Example:
“If I noticed a colleague wasn’t following procedures, I would first consider whether it was due to a lack of training or misunderstanding. I would approach the situation professionally, either offering assistance or gently reminding them of the correct procedures. If the issue persisted, I would raise the concern with the manager to ensure that proper standards are maintained. It’s important to create an environment of mutual respect and ensure the safety and well-being of the residents.”

How do you manage stress in a high-pressure environment?

Answer Example:
“Care work can be stressful at times, especially when there are multiple tasks to manage or a resident is in need of urgent support. I find it helps to stay organized, prioritize tasks, and keep a calm, positive attitude. Taking a few moments to breathe and refocus can make a big difference. I also ensure to communicate with my team and ask for help if needed, as care work is often collaborative. Managing stress effectively helps me maintain a high standard of care for the people I look after.”

Can you give an example of when you had to deal with a challenging resident? How did you manage it?

Answer Example:
“I worked with a resident who had dementia and would sometimes become agitated during personal care. I learned that their agitation was often triggered by changes in routine or feeling overwhelmed. I responded by speaking to them calmly and using gentle reassurance. I also made sure to establish a routine and give them the time they needed, avoiding rushing or forcing any tasks. Over time, this approach helped build trust and reduce their anxiety, and I was able to provide better care with their cooperation.”

How would you promote independence in a resident who is physically frail but still mentally alert?

Answer Example:
“I believe in promoting independence while ensuring safety. For a resident who is physically frail but mentally alert, I would encourage them to do as much as they can themselves, whether it’s dressing, eating, or exercising with assistance. I would set up their environment to be as accessible as possible, making sure mobility aids are available and offering encouragement. I’d always respect their pace and preferences, ensuring they maintain a sense of control over their daily activities.”

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What does good teamwork mean to you in a care setting?

Answer Example:
“Good teamwork means communication, support, and collaboration. In a care setting, it’s crucial that everyone is on the same page to ensure the best care for the residents. I always strive to communicate effectively with my colleagues, sharing any relevant information about the residents’ needs, and asking for help when necessary. I also believe in supporting my colleagues, whether it’s assisting with a difficult task or providing emotional support. In a team environment, we all have the shared goal of providing compassionate, high-quality care.”

10. How do you ensure that you continue developing your skills as a care assistant?

Answer Example:
“I am committed to continuous learning and development. I keep up to date with the latest best practices in care through training courses and reading relevant materials. In my previous roles, I have taken advantage of opportunities for further qualifications, such as the Level 2 Health and Social Care diploma, and I plan to continue developing my skills. I also welcome feedback from colleagues and managers, as it helps me identify areas for improvement and ensures that I am providing the highest level of care.”

Need help? Book an interview coaching session.

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10 Key Job Interview Questions with Examples for a Mental Health Counsellor

Job interviews for mental health counsellors are often behavioral job interviews, where hiring managers ask about previous experiences.

The key to success is gained by the applicant’s ability to demonstrate both their technical expertise and their ability to connect with clients on a deeper level.

Job Outlook for Mental Health Counsellors – Growth Projections


The job outlook for mental health counsellors is generally strong, with demand expected to grow significantly in the coming years. According to the U.S. Bureau of Labor Statistics (BLS), the employment of mental health counsellors is projected to grow by 22% from 2021 to 2031, and it’s a similar picture in the UK and Europe, which is much faster than the average for all occupations.

This growth is primarily driven by:

  • Increased awareness of mental health: As public awareness of mental health issues continues to rise, more individuals are seeking professional help.
  • Expanded access to services: Healthcare reforms and insurance coverage expansions have made mental health services more accessible to a broader population.
  • Challenges related to mental health crises: The increasing prevalence of anxiety, depression, and stress-related disorders (often exacerbated by the COVID-19 pandemic) has created a heightened need for counseling services.

Where are the jobs? Geographic Variation in Demand

The demand for mental health counsellors can vary by geographic region. Some areas may have a higher demand due to:

  • Urban vs. Rural Locations: Larger cities typically have a greater demand due to population density, but rural areas may also have a shortage of counsellors, making them an attractive option for those willing to work in less populated regions.
  • State and Local Health Priorities: States or regions that have higher rates of mental health conditions (e.g., addiction, depression, trauma) may have a more significant need for counsellors. Additionally, states with greater public health funding for mental health initiatives may see higher demand.

How competitive is a Mental Health Counsellor job interview?

Medium in competitiveness

Specializations within Mental Health Counselling

The field of mental health counselling offers various specialized areas, and the demand for counsellors in certain specialties can influence job opportunities and salary potential:

  • Addiction Counselling: With the opioid crisis and other substance use disorders at the forefront, addiction counsellors are in high demand.
  • Trauma and PTSD Counselling: Counsellors specializing in trauma, particularly related to PTSD, are increasingly sought after, especially in regions with higher military or first-responder populations.
  • Marriage and Family Therapy (MFT): Mental health counsellors who specialize in couples or family therapy may find a niche market in both urban and suburban areas.
  • School Counselling: There is growing demand for school counsellors at both the elementary and secondary levels, especially in districts with higher student-to-counsellor ratios.
  • Telehealth Counselling: The rise of telehealth has expanded opportunities for mental health counsellors, particularly for those willing to work remotely and offer virtual sessions.

Job interview questions will vary depending on the job roles speciality, with employers asking for examples and looking for high levels of knowledge around the specialism.

Emerging Trends

The mental health counselling field is evolving, and some key trends to watch include:

  • Telehealth: Virtual counselling services have become increasingly popular, especially post-pandemic, offering flexibility for clients and counsellors alike.
  • Integrated care: More counsellors are working in collaboration with other healthcare providers (e.g., doctors, social workers, and psychologists) to provide integrated care for clients.
  • Focus on preventative care: As mental health becomes a larger part of the public health conversation, more emphasis is being placed on early intervention and prevention of mental health issues, which could increase the demand for counselling services in schools, workplaces, and community settings.

Research prior to the job interview is vital to predict questions (and prepare interview answers) for questions around emerging trends. Tip: check if the organisation advertising the role use or plans to embed AI, robotics, technology, remote counselling, and integrate care in their practice. If so, there is likely to be an interview question relating to this.  

Interview Specifics:

Structural job interview last 45 minutes with 8 interview questions being asked

Can you demonstrate the relevant knowledge and experience to pass a Mental Health Counsellor job interview?

  • emotional intelligence and self-awareness, sensitivity, and empathy
  • keen observation skills
  • a broad-minded, non-judgemental attitude and a respect for others
  • be able to think clearly under pressure
  • listening, verbal and written communication skills
  • an ability to establish rapport with people from all backgrounds and to gain their trust
  • multiagency working
  • an understanding of GDPR
  • a belief in people’s inherent ability to change and develop

Salary Information

Median annual salary: According to the BLS, the median annual wage for mental health counsellors was around $49,710 (USA) in 2022. However, this number can fluctuate based on location, specialization, and experience level. In the Uk the median salary for a mental health counsellor is £38,000

Salaries for mental health counsellors can vary depending on location, education level, and experience. On average, mental health counsellors earn:

Check the average pay.

Mental health hiring managers will ask a variation of the common questions listed below, but it is important to follow the three rules of a successful job interview:

One – identify the skills and experiences of the counsellor specialism

Two – be a self-promoter by your personal qualities and experiences by using real examples throughout the job interview

Three – communicate confidently. Explain in detail your work experience and how it meets the job criteria

Get Interview Ready

To pass a job interview, it is important to predict the interview questions and practice delivering the interview answers confidently.

  • Mock interviews help to practice an interview in full
  • Re-writing interview answers helps with memory
  • Talking at a slower pace (as interviewees then speed up due to nervousness) helps the employer to record your experiences and skills

10 job interview questions and answers for a mental health counsellor

The template below is designed to be amended by the interviewee who can add more detailed (real) examples to the example answer below. It is important to ensure answers describe how previous roles meet the new job criteria for the advertised job role.

1. Can you describe your counselling approach and how you tailor it to different clients?

Your approach to therapy should be adaptable to meet each client’s unique needs. Interviewers are looking for counsellors who can customize their methods based on the situation at hand.

Example Answer:
“My counseling approach combines person-centered therapy and cognitive-behavioral techniques. I create a non-judgmental, empathetic environment where clients feel heard and safe. For clients with anxiety, I may incorporate cognitive restructuring to help challenge unhelpful thought patterns. For trauma survivors, I might integrate mindfulness and grounding techniques to help them stay present and reduce anxiety. By adapting my approach to each client’s unique needs, I ensure that therapy is both effective and empowering.”

2. How do you handle a situation where a client is resistant to treatment?

Resistance can often occur, especially early in therapy. Employers want to know that you’re skilled in overcoming this challenge and building rapport.

Example Answer:
“When I encounter resistance, I first aim to understand the root cause. I might explore with the client whether they’re feeling uncertain or fearful about the process. I normalize that resistance is part of therapy, ensuring they feel heard. For example, with one client who was initially skeptical of therapy, I took time to explain the benefits and how it could work for them. Over time, they became more comfortable and opened up, allowing us to make significant progress.”

3. Describe a time when you had to manage a crisis situation. How did you handle it?

Counsellors often need to act quickly in crisis situations. This question assesses your ability to think on your feet and respond effectively.

Example Answer:
“In one instance, I worked with a client who had just experienced a traumatic loss and was at risk of self-harm. I stayed calm, practiced grounding techniques, and kept the conversation focused on the present moment to reduce their immediate distress. After assessing the level of risk, I contacted emergency support services and made sure the client had a safety plan in place. After the crisis was averted, we followed up with ongoing therapy to address grief and trauma.”

4. How do you ensure confidentiality in your work with clients?

Confidentiality is a foundational principle in counselling, and interviewers will want to know that you take it seriously.

Example Answer:
“I take confidentiality very seriously by storing all records securely, whether digital or paper. I make sure to explain the limits of confidentiality to clients at the start, especially in situations involving harm to self or others. I always obtain written consent if information needs to be shared with other professionals. Additionally, I’m mindful of privacy in conversations—ensuring that no sensitive information is shared inappropriately, even in casual settings.”

5. How do you assess a client’s mental health and develop a treatment plan?

Your ability to assess clients and develop a tailored plan is essential for effective treatment. Employers want to know that you have a structured approach.

Example Answer:
“I begin with a thorough intake assessment, which includes standardized assessments and open-ended questions to understand the client’s history and current struggles. For example, when working with a client experiencing depression, I might use a depression-specific screening tool to assess the severity. I then collaborate with the client to develop goals that are achievable and measurable. We regularly revisit the treatment plan to make adjustments as needed based on progress.”

6. How do you approach working with clients from diverse cultural backgrounds?

Cultural competence is a critical skill for counsellors in today’s diverse world. Employers want to know that you can work effectively with clients from all walks of life.

Example Answer:
“I believe in a culturally sensitive approach. I always make sure to learn about and respect each client’s cultural values and experiences. For example, when working with a client from a collectivist background, I might explore how family dynamics impact their mental health. I also recognize that some therapeutic practices may not align with a client’s cultural or spiritual beliefs, so I adapt my approach to ensure it feels respectful and appropriate.”

7. What steps do you take to maintain your own mental health and avoid burnout in this profession?

Self-care is essential for maintaining long-term effectiveness as a counselor. Interviewers want to see that you take proactive steps to preserve your well-being.

Example Answer:
“I prioritize my own mental health through a combination of supervision, peer support, and personal self-care. I have regular check-ins with a supervisor to debrief challenging cases, and I also participate in support groups with fellow counsellors. Outside of work, I ensure I take time for physical activities like yoga, and I spend time with family and friends to recharge. Setting clear boundaries with clients is also important to avoid burnout.”

8. Can you give an example of a successful therapy outcome you’ve had with a client?

This question allows you to highlight your achievements and demonstrate the positive impact of your work.

Example Answer:
“I had a client who struggled with social anxiety and had a deep fear of public speaking. Over several sessions, we worked on gradual exposure techniques and cognitive restructuring. By the end of therapy, the client felt comfortable speaking in front of small groups and even volunteered to lead a presentation at work. It was rewarding to see them gain confidence and take on new challenges.”

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9. How do you handle working with clients who have severe mental health disorders, such as schizophrenia or bipolar disorder?

Dealing with severe mental health conditions requires specialized knowledge. Interviewers want to gauge your experience and comfort level in this area.

Example Answer:
“I work closely with psychiatrists and other healthcare providers when treating clients with severe conditions like schizophrenia or bipolar disorder. I use evidence-based interventions such as cognitive-behavioral therapy for psychosis (CBTp) and psychoeducation to help clients understand their condition. For example, with a client who had bipolar disorder, I worked on building coping strategies for managing mood swings, and we discussed the importance of medication adherence in managing symptoms.”

10. What do you think are the most important qualities of a good mental health counsellor?

This is a great opportunity to express your values as a counsellor and emphasize the qualities that make you effective in your role.

Example Answer:
“I believe the most important qualities in a counsellor are empathy, patience, and strong listening skills. A good counsellor must also be flexible and open-minded, as each client brings their own unique experiences. It’s crucial to build trust and create a non-judgmental space. I also believe in continual professional development—learning new techniques and staying informed about the latest research to provide the best care.”

Preparing for a mental health counsellor interview requires more than just understanding technical knowledge; it’s about demonstrating how you connect with clients and approach complex situations. By practicing responses to these common interview questions, you’ll be ready to show your future employer that you’re not only a skilled clinician, but also someone who deeply cares about supporting others on their mental health journey.

Need help? Book an interview coaching session.

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Interview Questions and Answers for a University Graduate

Gaining work after completing a university degree is highly competitive as employers receive applicants from qualified graduates from around the UK.

Another barrier for the graduate job seeker is a lack of confidence in a job interview which results in poor interview answers that don’t often highlight a selling point or experience.

Graduate job market stats:

  • 87.7% of working age (16-64 years old) graduates were in employment in 2023, compared to 89.4% of postgraduates and 69.7% of non-graduates.
  • 67.0% of working age (16-64 years old) graduates were in high-skilled employment in 2023, compared to 78.9% of postgraduates and 23.7% of non-graduates.
  • £40,000 was the median nominal salary for working age (16-64 years old) graduates in 2023, compared to £45,000 for postgraduates and £29,500 for non-graduates (to the nearest £500).
  • £26,000 was the median real terms salary for working age (16-64 years old) graduates in 2023 (base year 2007), compared to £29,000 for postgraduates and £19,000 for non-graduates (to the nearest £500).
  • £6,500 was the graduate premium median real terms salary in 2023 (base year 2007), the difference between working age (16-64 years old) graduates and non-graduates average earnings (to the nearest £500).
  • £6,000 was the graduate gender gap in median real terms salary in 2023 (base year 2007), the difference between working age (16-64 years old) male and female graduates’ average earnings (to the nearest £500). 

Source:

How competitive is a graduate job interview?

Medium in competitiveness

Interview Specifics:

Structural job interview last 45 minutes with 8 interview questions being asked

Check the average pay.

The three rules of a successful job interview

One – identify the skills and experiences each employer requires you to possess as these will ultimately become the job interview questions

Two – be a self-promoter by highlighting skills, experiences, knowledge, and qualities the employer requires for the graduate position you are applying for

Three – communicate confidently – speak slowly, give detail, don’t waffle or use filler words. Pause, reiterate, and use public speaking skills to highlight your unique selling point

How to Pass a Job Interview

To pass a job interview, it is important to predict the interview questions and practice delivering the interview answers confidently.

  • Mock interviews help to practice an interview in full
  • Re-writing interview answers helps with memory
  • Talking at a slower pace (as interviewees then speed up due to nervousness) helps the employer to record your experiences and skills

Tell me about yourself.

Answer:
“I recently graduated with a degree in [your degree] from [University Name]. Throughout my academic journey, I developed a strong foundation in [key skills related to the job], and I’m particularly passionate about [specific area of interest]. I’ve also had the opportunity to work on projects related to [specific experience], where I enhanced my problem-solving and team collaboration skills. I’m excited to bring my knowledge, skills, and enthusiasm to a professional setting and contribute to [Company Name]’s goals.”

Why did you choose this field of study?

Answer:
“I chose [your field of study] because of my passion for [specific aspect of the field]. I have always been fascinated by [related interest], and I wanted to deepen my understanding and gain the skills needed to pursue a career in this area. I enjoy solving complex problems and finding innovative solutions, which is why I felt this field was the perfect fit for me.”

What skills did you gain during your studies that will help you succeed in this role?

Answer:
“During my studies, I developed strong analytical, communication, and teamwork skills. I frequently worked on group projects, which helped me learn how to collaborate effectively and manage differing opinions to achieve common goals. I also gained expertise in [specific software or tools] and honed my ability to present ideas clearly, both in writing and verbally.”

Why do you want to work for this company?

Answer:
“I’ve done extensive research on your company, and I admire how [Company Name] is known for its [specific aspect of the company, e.g., innovation, commitment to sustainability, work culture]. The values and vision of the company align with my own career goals, and I believe my skills in [mention relevant skills] would be a strong fit for your team. I’m excited about the opportunity to contribute to your mission and learn from the talented professionals here.”

How do you handle stress and pressure?

Answer:
“I manage stress by staying organized and breaking down tasks into smaller, manageable steps. During busy periods, I prioritize tasks based on deadlines and importance, which helps me stay focused. I also find that maintaining a positive attitude and seeking support when needed helps me navigate challenges without feeling overwhelmed.”

What are your strengths?

Answer:
“One of my key strengths is my ability to quickly adapt to new situations. During my time at university, I worked on various projects where I had to learn new tools or approaches, and I was able to do so successfully. I’m also a strong communicator, which has helped me collaborate effectively with classmates and professors. Finally, I am highly organized, which ensures I can balance multiple tasks efficiently.”

What are your weaknesses, and how do you address them?

Answer:
“One area I’m working on is my tendency to be a perfectionist. Sometimes, I can get caught up in the details, but I’ve learned to balance quality with efficiency by setting clear time limits for tasks and asking for feedback when needed. I’ve found that focusing on continuous improvement helps me make more progress without getting stuck in overthinking.”

Tell us about a time when you worked as part of a team.

Answer:
“In one of my university projects, I worked on a team that was tasked with [project description]. We had to divide the workload based on individual strengths, and I was responsible for [your role]. I made sure to keep communication open by setting up regular check-ins and encouraging everyone to share their ideas. We were able to complete the project ahead of schedule, and I learned the importance of collaboration and clear communication.”

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Where do you see yourself in five years?

Answer:
“In five years, I see myself growing within this company, contributing to major projects, and possibly taking on more leadership responsibilities. I’m eager to continue developing my skills and taking on new challenges, and I hope to be part of a team where I can contribute meaningfully to its long-term success while advancing my own career.”

Why should we hire you?

Answer:
“You should hire me because I bring a strong educational foundation, a proactive attitude, and a willingness to learn. I’m highly motivated to contribute my skills in [relevant area] and am excited to bring fresh perspectives to your team. I also have a strong work ethic and am committed to achieving results, which I believe will allow me to add value to your organization.”

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Interview Answers for a Civil Engineering Job

There is a large need for civil engineers in the UK. As of the second quarter of 2024, approximately 96,600 civil engineers were working in the United Kingdom.

Civil engineer’s job duties include research and design, direct construction, and managing the operation and maintenance of civil and mining engineering structures. Job interview questions, therefore, will focus in on:

How competitive is a Civil Engineer job interview?

Medium in competitiveness

Interview Specifics:

Structural job interview last 45 minutes with 8 interview questions being asked

Can you demonstrate the relevant knowledge and experience to pass a Civil Engineer job interview?

  • technical competence
  • excellent numeracy and IT skills
  • strong communication and teamwork skills
  • the ability to supervise and lead others
  • the capability to work to budgets and deadlines
  • an understanding of relevant building and health and safety legislation
  • a creative approach to problem-solving
  • a flexible approach.

Check the average pay.

All civil engineer hiring managers will ask a variation of the common questions listed below, but it is important to follow the three rules of a successful job interview:

One – identify the skills and experiences each civil engineer employer requires you to possess

Two – be a self-promoter by highlighting design, mathematics and project management skills and experiences

Three – communicate confidently. Explain in detail your work experience and how it meets the job criteria

To pass a job interview, it is important to predict the interview questions and practice delivering the interview answers confidently.

  • Mock interviews help to practice an interview in full
  • Re-writing interview answers helps with memory
  • Talking at a slower pace (as interviewees then speed up due to nervousness) helps the employer to record your experiences and skills

What is the difference between civil engineering and structural engineering?

Answer: In my experience, civil engineering is a broad field that encompasses various types of infrastructure, such as roads, bridges, and water systems. I’ve worked on projects that involved the design of transportation networks and drainage systems. Structural engineering, on the other hand, is a more specialized area that focuses on ensuring buildings, bridges, and other structures can withstand the forces acting on them, like gravity, wind, and seismic forces. When I worked on a bridge project, I collaborated closely with structural engineers to ensure the design could handle heavy traffic loads and extreme weather conditions.

Explain the concept of the “dead load” and “live load” in structural design.

Answer: I’ve worked on multiple projects where understanding dead load and live load was crucial for the structural design. In simple terms, dead load refers to the constant weight of the structure itself—things like beams, floors, and walls. When I worked on a multi-story office building, calculating the dead load was essential to ensure the foundation could support the weight of the entire structure. Live load, on the other hand, refers to temporary loads, such as people, furniture, or equipment. During my time on a hospital construction project, we had to account for live loads like the movement of medical equipment and patients to ensure the floors could handle those fluctuating loads.

What is the importance of soil testing in civil engineering projects?

Answer: I can’t overstate how important soil testing is. On one particular project I worked on, we were building a commercial complex on a site that had a high water table. The results from our soil testing informed us that we needed to design deeper foundations to avoid issues with settlement. In another case, we found that the soil was prone to liquefaction, so we had to take extra precautions when designing the foundation to ensure the structure wouldn’t be at risk during an earthquake. Soil testing has always been a critical part of my planning process to avoid costly mistakes down the line.

Can you explain what “FEMA” stands for and its relevance in civil engineering?

Answer: FEMA, or the Federal Emergency Management Agency, has played a vital role in a number of my projects, especially those in areas prone to natural disasters. For example, I was involved in a project where we had to design a community center in an area vulnerable to flooding. By following FEMA’s guidelines on flood-prone areas, we elevated the building above the base flood elevation to ensure the structure would be safe in the event of a flood. FEMA’s standards for disaster-resilient design are something I always consider when working on projects in at-risk areas.

What is the difference between reinforced concrete and prestressed concrete?

Answer: In my experience, reinforced concrete is the go-to material for many projects because it’s versatile and cost-effective. I worked on a parking garage where reinforced concrete was used to form the slabs and columns. Prestressed concrete, however, is used in situations where higher strength is required, and it’s more efficient at resisting bending and cracking. On a recent highway bridge project, we used prestressed concrete beams because the span was large, and we needed to reduce deflection and improve load distribution.

What are the basic steps involved in a construction project from start to finish?

Answer: From my experience, the steps of a construction project typically start with careful planning and design. For example, during the design phase of a recent residential complex, we worked closely with architects to finalize the blueprints and get the necessary permits. After that, site preparation was key—on one project, we had to deal with a lot of rock on the site, which required extra excavation. During foundation construction, I closely monitored the pouring of concrete to ensure it was done correctly. The next stages involved building the structure, installing utilities, and finishing the interior and exterior. I always ensure that regular safety checks and inspections are part of the process to avoid any delays or issues before handing the project over to the client.

What are the most important factors to consider when designing a bridge?

Answer: In my experience working on bridge projects, I always start by assessing the site conditions, such as soil type, water levels, and potential seismic activity. For instance, when we designed a bridge across a river, we had to account for fluctuating water levels, which influenced the type of foundation we used. Load-bearing capacity is another key factor—on one project, we had to design for heavy vehicular traffic and high pedestrian volumes. Material selection is also important to balance durability, cost, and aesthetic considerations. I remember working with a team to select the right steel for a bridge in a coastal area, which had to resist corrosion from saltwater.

How do you manage project timelines and costs in civil engineering projects?

Answer: Managing timelines and costs is something I’ve always had to stay on top of. For example, on a large infrastructure project I was involved in, I used project management software like Microsoft Project to develop a detailed schedule, breaking down tasks into phases. I worked closely with the procurement team to ensure materials were delivered on time and within budget. One thing I’ve learned over the years is to have contingency plans in place. On one project, unexpected weather delays set us back, so we adjusted the schedule and increased labor during the good weather days to make up for lost time.

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What is the purpose of using BIM (Building Information Modeling) in civil engineering?

Answer: I’ve found that BIM has been an absolute game changer in improving project efficiency and collaboration. In one of my recent projects, we used BIM to visualize the entire building before construction started. This allowed us to identify potential clashes between systems, like HVAC ducts and plumbing, early in the design phase. BIM also made it much easier to communicate with the contractor and stakeholders, which streamlined decision-making. By using BIM, we were able to cut down on rework, which saved both time and costs.

How do you ensure safety on a construction site?

Answer: Safety is always a top priority in every project I’ve worked on. In one of the large-scale projects I was involved in, we had weekly safety meetings where the team would review potential hazards and discuss preventive measures. I’ve made it a point to ensure that workers are provided with the appropriate personal protective equipment (PPE), such as helmets, gloves, and safety boots. On-site inspections are part of my routine, and I always ensure that safety barriers are in place around dangerous areas like excavations and high structures. When accidents or near misses have occurred, I’ve made it a priority to address the issue immediately, conduct a root cause analysis, and implement corrective actions to prevent future occurrences.

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Free Online Job Interview Course

The free 6-part online job interview course will help you gain the skills and knowledge to be successful in the recruitment process.

Each module is designed to build upon the last, increasing your likelihood of gaining more job offers. The course has been designed and created by Author and Interview Coach Chris Delaney.

The course will help you to pass more job interviews and make you more confident at ‘selling’ yourself

  • Become skilled at communicating your competencies confidently – this creates a higher score on the interview scorecard increasing the number of job offers you can receive
  • Learn how to relax before a job interview, giving you the confidence to share your knowledge and expertise during the recruitment process – be the best version of yourself in the job interview
  • Gain the knowledge to sell yourself. We will share interview answer structures, rapport-building techniques and explain what the employer wants to hear during the job interview – you will learn the psychology of the interview process

The course will ignore the basic advice that can be found on a million websites; research the company, prepare for the interview, and have a good night’s sleep. Instead, the course curriculum is based on the findings from a number of job interview academic research papers and psychology findings, to help the savvy interviewee to stand out from the crowd.

The three rules for a successful job interview outcome are:

  1. Identify the job criteria
  2. Be a self-promoter
  3. Communicate with confidence

A published author, job interview trainer, and interview coach, Chris Delaney, will share his 20 years of experience to help you improve your job interview performance. Chris Delaney specialises in advanced job interview techniques, and as a hypnotherapist, helps clients overcome their job interview fears and anxiety.

Identify the job criteria

  • Learn how to predict the job interview questions
  • Learn how to structure any interview answer
  • Learn how to take advantage of the structured job interview

Be a self-promoter

  • Learn how language can impact the interview outcome
  • Learn how the interviewer perceives you – take the interview identity test
  • Learn how to sell yourself with each interview answer

Communicate with confidence

  • Overcome interview anxiety quickly
  • Increase communication confidence in face-to-face and virtual job interviews
  • Build rapport with interviewers to increase likeability

Chris will share research on the job interview process and explain the hidden psychology in play that neither the applicant nor the interviewer is aware of, and how you can use this knowledge to your advantage.

Understand:

  • How unconscious bias affects the interview scorecard
  • What ‘what is beautiful is good’ bias is and how to use positive generalisations for your benefit
  • Why a structured interview is better placed to predict job performance than an unstructured job interview and how to win in a structured interview recruitment process

The ideal way to use this course is to watch each video in order, one video per week. The duration between the course modules allows students to practice the techniques described within the course helping the participant to increase their job interview skill set.

Module 1 – What Creates a Successful Job Interview Outcome?

Learn about the structure of a job interview, what makes a high-scoring interview answer, and the three rules for a successful job interview.

The module will also teach you how to speak more confidently, especially during a job interview presentation.

Module 2 – Unconcious Bias

Learn how unconscious bias affects all job interviews, the common types of biases within recruitment, and the power of a positive bias.

Module 3 – Understanding the Interviewer’s Behavior

Learn how the interviewer’s behavior affects the applicant’s interview, how an alfa interviewer needs winning over, and the power of a self-fulfilling prophecy

Module 4 – What Is Your Interview Identity?

Learn how an interview panel views the applicant (their interview identity) based on your perceived knowledge and confidence during the job interview.

Module 5 – Improve Your Interview Identity

Learn how to improve your interview identity, how to overcome anxiety when speaking in public, and what you can do to improve your level of job interview confidence

Module 6 – Interview Questions and Answers

Learn what type of interview questions you will be asked during the job interview, how to predict the job interview questions, and how to sell yourself throughout the job interview.

Also, learn what makes a high-scoring job interview answer that will result in more job offers.

The ‘what is your interview identity’ book is available from Amazon:

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Why You Are Failing Job Interviews

For an activity that is so regular, many job seekers fail to prepare for the job interview.

A lack of preparation results in common, and avoidable, mistakes being made that often result in a job rejection.

This article will explain the top 5 common job interview mistakes and how to avoid them.

Believing that all interview questions are the same

A common misunderstanding is that interviewers across all job sectors ask the same interview questions.

This is why searching for ‘job interview questions’ is more commonly searched (around 1-10k per month Source Google keyword planner 20/22) than, as an example, ‘job interview questions for engineering’ (around 100-1k per month. Source Google keyword planner 20/22).

There are a few commonly asked job interview questions, that we will list at the bottom of the article, but in the main, recruiters ask specific questions relevant to the job role and company culture. As an example, a teacher job interview will be filled with questions about lesson planning, classroom management, and preparing for Ofsted visits. Whereas a manager job interview will feature questions on financial planning, leadership skills, and project management.

That much is obvious. What isn’t as obvious is the difference in interview questions for the same, but in different organisations. A misconception is that all (sector) employers ask the same questions. This is true to an extent. A retail interview, for various retail outlets, is likely to feature a job interview question relating to customer service.  This doesn’t mean that every question will be repeated with each employer.

With the retail example, one interviewer from a food retail outlet may focus questions on stock rotation, dealing with spoiled food, and food contamination. A second retail recruiter, from, let’s say a clothing retail store might ask questions on communication, fashion knowledge, and dealing with returns. 

The first rule for a successful job interview is to identify the job criteria. Review the job specification, read the job advert, research the company culture, vision and values. In fact, researching values and company culture is highly important as more employers use ‘value interviews’ and ‘strength-based interviewing’ as part of their recruitment process.

Only using examples from your current role

The most popular job interview is a behavioural interview, part of the structured interview process. The behavioural interview asks for examples of how the candidate has previously acted in past situations.

Example behavioural interview questions include:

  • Give me an example of when you have collaborated with stakeholders?
  • Have you ever had to deal with competing deadlines, what did you do?
  • Describe a time that you have influenced others to agree to one of your suggestions?

Most behavioural interview questions can be predicted. The key common tasks for the new role, in most cases, will be discussed in the job interview in the form of a set of behavioural interview questions.  

The problem comes when a candidate is nervous. An interviewee’s anxiety level affects their memory professing. The increase in cortisol, the stress hormone, results in memory loss. It becomes harder to recall details, such as answers to interview questions, or remembering the details of the experience the job candidate planned to discuss during the recruitment process.

The interview stress problem results in the overuse of one example. The interview panel ask an easy-opening interview question about a generic skill, teamwork or communication, and the applicant gives an example of using the required skill. The second question becomes more specific “Tell me about a time you used (required skill or knowledge)?” The nervous applicant struggles to find a suitable example, so reverts to using the same example from question one: “As I said, when I was…(previous example)…I used (required skill)”

From the interview panel’s perspective, the repetitiveness of the same situation doesn’t showcase enough variety, experience or knowledge for the recruiters to see the value of hiring the nervous applicant.

This is a very similar problem to only using examples from the current employer. In a job interview, when anxiety is often higher, it is easier to recall information from the current role. This is fine, often expected, for a least one or two interview questions.

Using only one employer example has one key barrier – the candidate can only highlight the skills and knowledge from that particular role, rather than showcasing a diverse set of skills, knowledge and experiences, that is gained by sharing examples from various roles and positions.

To prepare for a job interview, write down at least 10 behavioural interview questions that are likely to be asked. Next, reflect on 5 situations from at least 3 different employers.

The situations will become the examples that will be embedded into the interview answer. The ideal situation is one that required multiple skills and knowledge to create a successful outcome; teamwork, communication, leadership, industry knowledge, collaboration, stakeholder engagement, etc.

This allows the savvy interview applicant to reframe the example and situation depending on the interview question and the required skill or knowledge the employer is looking for the applicant to discuss. Remembering 5 examples that can be used for multiple interview questions is much easier than having to prepare 10-15 single-use interview answers.

Believing the interviewer is psychic

There is a myth that interviewers are superhuman.

The nervous interviewee believes that the employer is highly confident when interviewing, in fact, many are just as nervous as the job applicant. Some organisations allow their trained HR team to conduct the job interviews, which means they are skilled in interviewing but not always with the sector technical know-how.

The biggest misconception is that the interview panel is psychic. A high number of career professionals fail to mention key information during their interview answers. As an example, the applicant will describe a problem they faced and the actions they took to overcome the problem. On the face of it, the interview answer format sounds positive. In reality, the interviewee will delete essential information from the interview answer:

  • Decision-making skill
  • Reasons for declining an option
  • Creative thinking process
  • Time management
  • Communication skills and stakeholder relationships
  • Work ethic and commitment

The list can go on and on. It is important, therefore, to give as much detail that relates to the interview question as possible. In fact, some research has found how the higher number of words per interview answer increases the likelihood of a positive interview outcome.

A more basic problem for internal interviews is not understanding the impact of an interview scorecard. In a structured interview, each interview answer is cross-referenced against a set of job criteria recorded on the interview scorecard. The criteria includes skills, qualities, and experiences. Each interview question is scored on a scale, for example of 1-4. The interview panel can only score an applicant high if they reference all the criteria on the interview scorecard. This is why ‘identifying the job criteria’ is of the most importance.

Because the applicant, in an internal job interview, knows the interviewer has seen their work, they will naturally miss out key information. This lack of detail only results in a low-scoring interview answer.

To overcome the missing information problem 1) identify the job criteria 2) be a self-promoter 3) communicate confidently

Disclosing irrelevant information

If you this next common interview mistake you must stop straight away

One of the worst errors an interviewee can make is the self-discloser of weaknesses. Time and time again candidates will randomly disclose a weakness even when they haven’t been asked.

When asked a technical question, it is easy to let slip out ‘I’ve never worked on something like that’ Instead it is better to confidently communicate your knowledge on the subject. Discussing knowledge will create a stronger interview identity than explaining that you lack experience.

Other negative slippage includes ‘I prefer working on my own initiative..’ to questions about teamwork. Or, ‘Others in my team focused on that area of work’ when asked about a particular skill.

The interview isn’t just about past experience, its about potential. Negative slippage ruins a positive interview identity. The barrier here is that career professionals don’t even know they are leaking negativities. When I coach career professionals to pass a job interview, I will record and list all of their negative communications – verbal and non-verbal, and most applicants are unaware of around 95% of the negative communication that is affecting their chance of winning a job offer.

Not being ready for the basics

Understanding the job interview format creates familiarity, familiarity increases confidence.

Failing a number of job interviews have a secondary gain, the applicant becomes familiar with the interview process, which in turn increases their self-esteem during the recruitment process.

You don’t need to fail to win. A little research and some mock interviews are enough to become more confident. By understanding the format and preparing for commonly asked interview questions (as well as sector-specific interview questions as discussed above) helps reduce interview anxiety.

Most job interviews last around 45 minutes. The interview panel is made up of around 3 staff members, often including a HR manager. Interviewees will be told about the interview process before being asked, on average, 8 questions, including sector-specific questions and a few of the generic questions recorded below.

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The 10 most commonly asked job interview questions:

  1. Do you have any questions for us (asked at the job interview end)
  2. Tell me about your experience
  3. What are your weaknesses
  4. What do you know about our organisation
  5. Give me an example of using (skill/knowledge)
  6. Describe a time that you worked well within a team
  7. How will you manage your time when you have competing deadlines
  8. Explain how you would (deal with a future duty/task)
  9. What are your salary expectations
  10. Give an example of developing your skills or knowledge

Chris Delaney

Chris Delaney is one of the leading job interview coaches in the country, helping career professionals to successfully pass job interviews. Delaney is the author of several job interview reference books including ‘what is your interview identity’
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10 Job Interview Facts You Must Know Before Your Next Interview

10 Job Interview facts

Everyone, at some point or other, will attend a job interview. In fact, most people will attend 20-50 job interviews over their lifetime.

These 10 amazing job interview facts will help you to better understand the interview process and help you to land the job of your dreams.

The first job interview ever was conducted by Thomas Edison in 1921

Job interviews are conducted every day, for every job role, in every job sector, and in every country around the world.

Why are job interviews so popular and how did they originate?

In 1921 the New York Times headline read: “Edison’s questions stir up a storm” To gain a better level of employees Edison created the ‘Edison test’ – the original job interview.

There were hundreds of questions that could be asked, with people complaining that you needed to be a ‘walking encyclopaedia’ to be hired.

After being interviewed, Edison would take successful candidates out for dinner to be tested by eating soup. The famous ‘soup test’ was simple; Edison would watch if the candidate would salt the soup without tasting the soup first. This is because Edison wanted to hire ‘curious’ people and felt that people who salted the soup without testing it – as Edison didn’t want to hire people who replied on assumptions to make opinions.  

Source

Since the pandemic, 86% of recruiters have been conducting virtual interviews

Prior to the pandemic recruiters had stated to use virtual job interviews. Covid, which kicked off the work from the home initiative, simply sped up the use of video technology in job interviews.

Online job interviews include human-delivered Q&A interviews, online psychometric tests and AI bot interviews – being interviewed by a robot.

Virtual interviews save time, no travel is required but do require an investment in technology and good internet speed.

Many HR professionals say that virtual interviewing is the new standard with an additional increase in AI bot systems being a major factor in hiring decisions.

Source

The average time for a job interview is 45 minutes

The interview process is in the process of change, especially for high skilled roles.

Previously one or two job interview rounds were enough to highlight enough of the job criteria to gain a job offer or rejection.

The structured interview, which is adopted by most employers, is the key recruitment intervention in the hiring decision. In a structured or formal interview, each applicant is asked a series of job-related interview questions within a 45-minute time frame.

In the main, the applicant is asked 8 interview questions, which are verbally answered by the applicant. Each answer, on average, lasts for around 3 minutes. Some research shows how the longer the duration of the answer the more likely you are to score higher on the interview scorecard, as long as the answer is relevant to the job criteria.

Interview identities, with a high position on the confidence axis, are more likely to give a self-promoting and detailed reply.

Source

Most applicants expect to hear back from an employer within 5 days of the interview

We have all been to a job interview only to wait days, weeks and sometimes even months to hear back from the employer.

There are numerous reasons for a delay in response; multiple interview rounds, staff sickness, and job offers need to be signed off by senior leaders, to the requirement of a DBS check.

Currently, with an increase in job vacancies due in part to the great resignation, job seekers are becoming restless – they want a quick turnaround.

In fact, the late response is affecting the recruitment of first-choice applicants. First-choice applicants, those candidates who are offered multiple job roles won’t hold out for job offers, even for recognised brands.

The average time for hearing back from an employer following a hiring round is 1-2 weeks.

Source

Over 75% of hiring managers use behavioural interview questions to test soft skills

There are many different types of interview questions from situational interview questions to value-based questions.

When hiring, employers need to evaluate sector knowledge, level of expertise, and essential soft skills needed for the advertised position.

The structured job interview is proven to be the best way to predict job performance. Two common types of interview questions, within a structured interview, are behavioural and situational questions.

Situational questions are based on future scenarios and behavioural questions are based on previous behaviours in past job roles. These questions include the famous opening: “give me an example of using X skill”

This type of questioning does have a downside. The best way people learn is through making a mistake. Also, job maturity changes the way a person would approach a similar work base situation. The framing of the question in the past can limit how the applicant responds and promotes their skills.

Source

On average 250 applicants apply for every advertised job

If a future me were asked how many job applicants apply for every advertised position, I would likely say 500, 1000 or even 5000.

These large figures may sound ridiculous. But it wasn’t that long ago when the average number of applicants was around 25 per position. Further, we have already seen some companies receive over 25,000 applications for a job role.

The number of applications increases because of two key reasons. One, technology and globalisation are allowing people around the globe to apply for roles. Two, it is much easier and quicker to upload a resume, CV or application than it was to hand write an application as was previously required.

Source

Evolve the mind book on Amazon

60% of skilled workers will quit in the middle of an application if it is too lengthy

Applications are boring! The biggest killer of talented and high-skilled applicants is having a long and boring application process with various steps, assessments and uploads.

These days job seekers want to apply for lots of jobs quickly. Ideally by uploading an application, CV and Resume for various positions.

Some large organisations have already recognised this barrier to recruitment. Companies like the NHS allow a job seeker to upload one application that they can then send off for various NHS roles – each application can be edited if the applicant prefers.

Other research shows how having a count down ‘only two questions to go’ or ‘page 2 of 3’ can keep candidates engaged, as they know the application process is soon coming to an end.

Source

Only 2% of applicants receive a job interview

The top 2% have what it takes…to write a good application.

The problem with job hunters wanting a quicker application process is that the targeting of individual applications is highly reduced. A reduction in targeting, and therefore meeting the job criteria, reduces the perceived value an applicant can bring to the company which results in a higher number of rejection letters.

The acceleration in AI bot automated tracking systems, where the AI bot scans an application searching for job criteria before deciding whether of not to offer the applicant a job interview, has a big impact on those job seekers who use the same generic application for all roles and for various organisations who have their own specific criteria based on that company’s values and vision.

Recent research found that 98% of fortune 500 companies now use an application tracking system.

Only, around, 8 applicants receive a job interview. This means competition is high. Some sectors will have a more flexible approach to recruitment as there is a need for staff but in others, where recruitment is less of a problem, a generic application just isn’t good enough.

Source

40% of employers decline interviewees who show no enthusiasm during the recruitment process

The logical hiring process, scoring interviewee answers against the interview scorecard, isn’t that logical.

All logical hiring decisions are influenced by the emotional section of the brain. It is this part of the mind that uses unconscious bias as a starting point in the recruitment process.

The research for the interview prediction grid model – a framework to reflect on how an interviewee is perceived during a job interview and therefore the outcome of the recruitment process, states the importance of confidence within a 1-2-1 or panel interview.

Confidence creates likeability and is associated with other positive attributes; being enthusiastic, intelligence and teamwork.   

It is clear then that a lack of confidence during the interview reduces the chances of a job hire.

90% of people who use an interview coach get a job offer as twice as fast as job seekers who don’t prepare

More and more people are now booking job interview coaches. This is especially true for high-skilled roles where competition for positions is high.

Interview coaches increase confidence through role plays, feedback and sharing job interview techniques.

The main reason why job seekers turn to professional interview coaches is that public speaking is cited as the number one fear in the world.

Chris Delaney

Chris Delaney is one of the leading job interview coaches in the country, helping career professionals to successfully pass job interviews. Delaney is the author of several job interview reference books including ‘what is your interview identity’
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Does your background matter on a virtual job interview?

The number of online job interviews has rapidly increased over the past two years and only seems to be becoming ever more popular. In a recent Indeed poll, 82% of employers said they are using virtual interviews.

A virtual interview, from an employer’s perspective, is quicker, easier, and cheaper. The convenience of being interviewed at home also has similar advantages for the potential employee – no travel required, saving transport costs, and having to put time aside to travel. But it also has a downside, the hiring manager gets a glimpse at the applicants’ private lives.

This sneak peek is a peephole into an applicant’s personal life. Just like a face-to-face job interview, where the candidate’s clothes create an unconscious bias, the background of a virtual interviewee can influence the employer’s hiring decision-making process.

Background Matters

Many online platforms offer fake backgrounds; a beach, a beautiful countryside, or an office setting. These backgrounds either look fake, seem inappropriate for a job interview, or create a ghost effect – where the applicant’s body has a white shadow around it.

The number one rule for a virtual job interview is to use a real background.

3 Background choices

With a real background there are three obvious choices:

  1. Clean space (often a white wall)
  2. Single item (plant)
  3. Full view (able to see the whole room)

It is common for interviewees to choose a clean space, a close-up camera that captures the applicant’s face with a blank background – a painted wall.

The camera position is highly important as discussed in our ‘online interview tips’ article. But a blank background can be boring. A white wall doesn’t say anything about the candidate’s personality. Some hiring managers may even feel the applicants are hiding something.

If a blank wall is chosen, use a coloured wall. Ideally blue. Blue conveys relaxation, calmness and as discussed in Very Well Mind, blue is associated with stability and reliability.

Your Background Shows Who You Are

The background an applicant chooses says a lot about them, often speaking to the employer’s subconscious decision-making process.

Having one or two items in the background makes the who image a little more interesting. Too many items make a ‘busy’ image that can be distracting.

The question is, what to choose to place in the background? A bookshelf filled with industry-related books can create the impression of authority or knowledge. But bookshelves can be overcrowded.

A few books on each shelf separated by an additional item can make a cleaner and more professional background.  

Plants are ideal for an online interview background. Potted plants, especially in bloom, are pleasing to the eye. They look good in the background and help create a calming atmosphere.

Ensure the plant isn’t looking dried up, shriveled, or dead.

Whichever object is chosen should be to one side of the frame, not taking more space than 1/6th of the whole space.

Don’t Show Everything

A full room frame is bad for virtual interviews. One, in a full view, shot the applicant’s face is less clear which leads to less non-verbal communication, facial expressions.

In addition, a full view of the room will either show too much – which is distracting, can highlight mess which doesn’t create a good impression, or has lots of clear space, which is seen as boring.

Camera, Lights, Action

Finally, think about the essentials of creating a video. The virtual interview setup is similar to setting up a space for a video or film.

One of the most important elements of being on camera is the lighting. Some candidates will set up the camera with a large window behind, where the sun blinds the interview panel, hiding the applicant’s face.

Others will set up the video call in a dark room with little like creating dark shadows that create a horror film type of environment.

If a job seeker has the equipment, they can set up lighting behind the camera facing the interviewee which lights up their face. If not, a cheaper option if to have the camera in front of a large window, facing the job candidate, allowing the sun to naturally light up the room.  

The idea is to find a well-lit clean room where the job hunter feels relaxed and calm. Ensure the room is clean and add one or two small items in the background, a flower or book.

Evolve the mind book on Amazon

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7 Things You Can Do To Improve Your Job Interview Outcome

Job interviews are tricky, aren’t they?

Most job applicants fear the job interview. Some, who are highly anxious, will even go as far as turning down an interview offer due to excessive low confidence.

This fear is real. In fact, the fear of speaking in front of strangers or in public – also known as glossophobia, is the number one fear in the world.

The job interview can double the impact of glossophobia and many candidates put an ‘all or nothing’ association on the job they are applying for – “if I fail this job interview, I will always be stuck in a job I hate”.

An article on Psychology Today explained how confidence comes from experiencing achievement in a task. There more you are successful in a task the more confident (in that task) you will be.

Most people fear public speaking, job interviews, or talking to strangers because of a previous negative experience. The experience of failure increases anxiety and fear.

As an example, a job hunter will fear being invited to an interview for a job they truly desire because of a past memory: when they were asked to read out a text in front of their classmates in school or their first public speaking experience that ended in disaster.

The job interview should be easy. Interviewees are asked questions about something they know well – themselves. Job applicants’ confidence should be high. If an application has resulted in a job interview offer from one company, it should then result in a second interview from another organization. This means a failed job interview can be a learning point that will increase future job interview performance and the applicant’s interview identity.

These 7 ideas will help you improve your interview confidence and interview performance.

People buy what they like.

In the psychology of sales, the ‘liking principle’ is quoted as one of the key determinators in persuading customers to make a purchase.

It works through creating a likeability association. As an example, many brands will use celebrity endorsements to sell their products. Example: The audience likes George Clooney, so they will like a coffee brand if they see Clooney drinking that coffee brand in a TV advert – even though the audience knows Mr. Clooney was paid to star in the TV commercial.

Tupperware famously embedded likeability into the sales of its product. Rather than have their products in retail stores (they tried this approach and it failed) they created Tupperware parties. A host would invite friends and family round for a party and promote the Tupperware products. People purchased the products, not because they were good or they needed them, they made purchases because they liked the host – their friend or relative.

To improve your interview outcome, you can create likeability.

Likeability can start prior to the job interview. We know from recent data that 70% of employers check social media before a recruitment day. Create likeability through a second persuasion law – authority. If an employer views an applicant’s LinkedIn profile and the feed is filled with relevant industry insights, sector-related intelligence, and positive opinions the employer will create a halo effect that will have a big influence on the interview outcome.

Research has also found that commonality creates likeability. By disclosing information that highlights commonalities with the hiring manager a positive impression will be made. Commonality can include, well anything: same interest or hobbies, attending the same university, or living in the same town.

Which interview timeslot to choose

Timing makes all the difference. The interview timeslot allocation given to each interviewee makes seem unimportant. In fact, the timeslot can change the way an employer scores the applicant.

The timeslot is related to the hiring manager’s confidence in conducting the interview, the interview panel’s tiredness or alertness, and if you become the baseline applicant.

Research has found that the first interviewee becomes the baseline applicant – following interview scores for other candidates are influenced by the original scores given to the initial interviewee.

The final applicant of the day is often interviewed by a panel of hiring managers who are tired from a full day of recruitment affecting how they view the last interviewee. And post-dinner candidates are affected by biology – the process of digesting food affects a person’s decision-making processes.

It’s the second or third interview time slot around 10:30-11:00 that is the ideal interview timeslot.

What we see we feel

Whatever the mind focuses on the body feels. A person looking forward to a holiday, a networking event or a job interview will feel positive. Whereas someone who fears flying, is anxious about meeting strangers or someone who hates talking about themselves will have a negative response to a holiday, networking event, or job interview.

Perspective creates motivation. Previously we mentioned how confidence is created through positive experiences. What is interesting is that the brain doesn’t see the difference between a real-life experience and a vivid memory. This is why dreams can feel real.

If what you imagine you feel, you can feel positive about a job interview by imagining yourself being successful in a forthcoming recruitment process.

To have a lasting impact, the process has to start with a relaxed state. Taking deep breaths or imagining being in a relaxed place; a countryside or peaceful beach helps to calm the mind and body. In this peaceful state imagine by relaxed during a job interview, then imagine being confident in a job interview, and final imagine being charismatic in a job interview. Make each visualisation vivid; see yourself confident, hear yourself being confident, and feel confident.

The repetition of the visualisation creates new neuro-pathways that create a positive association: job interview = calm and confident.

The hands have it

A little technique to help improve the first impressions is to manipulate the hands.

Anxiety kicks off the fight or flight response which sends oxygen from non-virtual parts of the body (hands and feet) to essential organs. The redirection of the blood cells leaves hands feeling cold and clammy.

At the initial introduction, where a welcome handshake is expected, the first impression is weak as a damp and cold handshake has a negative unconscious bias.

To be viewed as confident requires a warm and firm introductory handshake. When you arrive for the interview, either accept a cup of coffee (and wrap your hands around the warm cup) or visit the bathroom and hold your hands under the warm water for a few seconds, to warm the hands.

Evolve the mind book on Amazon

Turn off your phone the night before

One sleep study showed how using your phone three hours before you plan to go to bed can disrupt your sleep.

In addition, many people charge their phones overnight in the bedroom. If the phone is left on small LED lights will be on display. The brain is trained to stay more awake when there is light. Charging the phone in a different room, and having thick curtains to cut out any streetlights allows for a deeper sleep.

Deeper sleeping restores energy, increases blood supply, and improves cognitive ability. All this helps the brain to respond to tricky interview questions.

Create high status

How we view ourselves, as high or low status, is leaked through our language. The language used in a job interview is subconsciously filtered by the hiring manager creating a ‘gut feeling’.

As an example, a low status would use weak language such as ‘try’ – ‘I would try my best’ compared to a high-status person who uses assertive language ‘will’ – ‘I will achieve the task’.

One experiment found that writing a letter to yourself that assertively states skills, strengths and abilities increase self-worth, creating high status. The letter must use positive language, be true, and be assertive.

Get good at asking questions

The tip to improve a job interview outcome seems a little odd, it’s to be good at asking, not answering questions.

Obviously, in a job interview, the ability to confidently communicate competencies within a job interview answer is essential. But what makes a person stand out is their ability to ask the interview panel questions.

Questions create a conversation. Conversations improve likeability. Likeability, or rapport, increases job offers.

Also, the ability to ask questions relaxes the interviewee and helps them to clarify the required content of the interview answer.

At the interview start, the applicant can ask the interview panel questions about their day or the company.

During the questions, the candidate can ask for specifics to generic questions and can ask the employer’s opinion or an aspect of the interview question.

Towards the interview end, the employer will allow the interviewee to ask any questions to help clarify the company culture and job role.

Asking questions shows confidence, and confidence is a quality that all employers want staff to possess.

Questions, or their answers, also allow the applicant to decide if the employer is one they want to work for.