Quality Save was founded in 1974 by Bob Rudkin while working on a market stall in Walkden. Since then it has grown into a recognized brand across the Northwest, UK.
Quality Save support employees by offering a range of training and professional development opportunities, valuing loyalty as the company like to recruit from within.
For some of their supervisory roles the applicant don’t need experience as Quality Save will train up the successful applicant, indicating that the majority of interview questions while be situational interview questions.
How competitive is a Quality Save Supervisor job interview?
Interview Specifics:
Can you demonstrate the relevant knowledge and experience to pass a Quality Save Supervisor job interview?
Supervising cashiers, shelf stockers, and other employees.
Assisting the store manager with weekly finance returns.
Keeping records of employee performance.
Reporting on stock.
Implementing Quality Save processes and procedures to avoid stock damages, theft, and wastage.
Creating a welcoming environment for customers.
Supporting staff with training and development.
Managing the staff rota.
Check the average pay for a supervisor job role.
Below is a list of commonly asked job interview questions for a Quality Save supervisor role.
Each summary comes with an explanation of the interview question and an example interview answer.
It is important to tweak each interview answer template, making it relevant to the interviewee’s own skills, qualities, experience, and knowledge.
An interviewer’s perception of a job applicant, their interview identity, is made up of the interviewee’s perceived level of knowledge/experience vs their level of confidence during the recruitment process.
The first stage, when preparing for a job interview, is to recognize your own ‘interview identity’.
Job Interview Questions and Answers for a Quality Save supervisor.
Prior to the official job interview, the panel of interviewers (often 3 staff members, including a direct line manager) will make small talk to help relax the interviewee.
Including, the number of questions that will be asked, who on the interview panel will ask which questions, and how the applicant can ask for a question to be repeated.
They will go to explain the post-interview details; when each candidate will be told if they have been successful or not.
Explain why do you want to be a Quality Save supervisor?
The difference between a situation job interview, and a behavioral job interview, is the framing of the job interview questions.
In a behavioral job interview, the question asked for evidence of past behaviors. Employers using behavioral job interview questions are, in the main, looking to recruit someone with past experience.
As Quality Save recruit and train a suitable candidate, the hiring manager is likely to frame the majority of their interview questions as ‘situational’ – this means question will be framed on ‘what you might do in X situation’.
A situational interview allows an applicant take experience from one job role/sector and make it relevant to another. Also, answers can reference models and theories highlighting a level of sector knowledge.
Answers for both situational and behavioral job interviews must reference the job criteria and be self-promoting.
It is important, therefore, to be aware of the three rules for a successful job interview.
When asked, the why do you want to be a Quality Save supervisor?, answer by stating skills, experiences and and personal qualities that would make you a good supervisor.
It also good to reference any relevant customer service, retail or supervisory qualifications.
This question gives the job applicant a chance to showcase their awareness and knowledge of both the job role and the company – Quality Save.
“I applied for the role of a supervisor at Quality Save, as I have a (background/experience) in (retail, customer service, or supervisory roles). For the past (number of years) I have been working as a (job role) at (company) where I was responsible for (state relevant duties). My direct supervisory experience includes (A, B and C). I am passionate about retail and love (job duty). In addition, I have a (qualification) which taught me the theory for (job duty). I applied for the role at Quality Save as I was impress with (company fact/history/mission).”
What is your understanding of the supervisor job role?
As an organisation that is willing take train up suitable applicants (which is a great way to great start to a managerial career) the hiring manager does need to first check suitability.
One way to check if a job applicant would work be a potential Quality Save supervisor is by checking their knowledge of the supervisor job role.
Many people fail to answer the ‘understanding’ correctly.
A common way to incorrectly answer this interview question, is by just listing a few job duties.
Listing duties does show an awareness of the job role but not a full understanding of importance of certain task, or how supervisory responsibilities have an impact on the business.
To create a high-scoring answer, frame the interview answer by stating first, an overview of what a supervisor does.
Second, state a number of duties, then explain the importance of the stated duty and/or how the applicants possess the skills required to complete the supervisory task.
To better understand the job duties of a supervisor, read the job advert on Monster.
“A supervisor works closely with the store manager to communicate the mission and vision of the company. More specifically, a supervisor will communicate tasks, duties and performance targets to team members while supporting staff, through training and mentoring, to upskill to complete their duties effectively. To be efficient at communication, my experience in (job role) has taught me the importance of (communication criteria/soft skill). Supervisors must be able to motivate team members, an example of me being able to motivative others is when I was working at (company) and (explain situation) happened. To motivate (others) I (actions taken).”
How would you support a new employee?
Supervisors will often mentor and support new staff members.
In retail, its is common to see a large staff turnover as the sector recruits some staff members who are students working their way through university.
Staff support often improves staff retention, and the interview answer should always reference this key point.
If the supervisor role at Quality Save is your first supervisory position, think about what support you prefer when starting a new job. Experienced supervisors are likely to have experience of supporting new employees, that can be used within their interview answer.
Break the answer down into three key areas:
processes and procedures
supporting the new employee
identifying areas of development
“As a supervisor I would always support new employees as this increase staff retention. With any new employee I would first get them up to speed with the company policy and procedures – this might include online training, reading the policies and procedures and through work shadowing and experienced staff member. To check a new staff members progress I would ask them questions on some of the key processes.
It is also important to ensure new staff members are happy with the day-to-day tasks. i would set duties, leave the staff member for a short period of time and then return to ask them ‘how they are getting on?’
Through observing the new employee, having regular catch ups and through asking I would check what areas of development each individual staff member has and help to create a training plan to support them to become a skilled worker.”
How would you react if an employee disagreed with you?
Supervisors need to be confident in themselves and assistive when delegating tasks.
When working as a supervisor, it is likely that from time to time a staff member may disagree with, or even be disrespectful, to the supervisor.
This could take the shape of an employee suggesting a ‘better’ approach for completing a task or passive aggressively refusing to complete a duty.
Employers need to ensure that a new supervisor has the knowhow to handle this situation without it escalating.
“Misunderstandings often result from a lack of clarification. When delegating tasks I would explain my reasons for doing this, to reduce any misunderstandings. If a staff member disagreed with me, I would first ask for and listen to their point of view, encase they have a valid point. If I believed that the employee was trying to be disrespectful, rather then helpful, I would remain calm, and assertively explain that are several ways of completing the task, but we will be going with option that I choose.”
Give me an example of dealing with a customer complaint?
It often comes down to the supervisor to deal with any customer complaints.
Dealing with customer complaints requires a variety of skills:
Communication
Listening
Assertiveness
Confirming
Professionalism
The three steps for dealing with a customer complaint are:
Listening
Confirming
Resolving
Start the interview answer, by explaining the reasons a customer would make a compliant and detail the above three steps. Ideally, give an example of completing the customer complaint task.
An example of helping an awkward customer is when I was working at X company as a (job role). A customer was (complaining/being angry/being awkward) because (reason).
“Retail customers may complain about employees, cost increases on stock, or being overcharged. As someone with (number of years) experience in (customer facing role) I have successfully resolved customer complaints.
First, I listened to the complaint without interrupting, as it’s important to let me let the customer share their concerns. I then asked specific questions to understand the situation better without making assumptionsand to confirm what the customer had stated.
Finally I ask, what was the best way to resolve their issue and share the options I am able to offer there and then. This helped the customer to relax as they felt they were being listened to and supported, resulting in (positive outcome).
An example of this was when (customer complaint), I then clarified what the customer had said and offered (options), which resulted in (happy customer).”
How would you manage your time working in a busy store?
Quality Save is a fast paced retail environment, where now two days are the same.
A supervisor, therefore, must be able to manage their workload, prioritising tasks depending on individual circumstances.
The time management question is really asking – how do you prioritise your workload?
Each week, in the supermarket, there will be regular daily tasks; planning staff cover, stock taking, stock rotation, staff meetings. Plus additional ad-hoc duties that randomly pop up depending on workload and the time of year, with Christmas, as an example, being one of the busiest periods.
When answering the interview question: how do you manage your time (or workload). Split the interview answers into two sections – regular tasks and ad-hoc duties.
“As a supervisor, I know that each day will be different. But embedded into each day will be business-as-usual tasks; staff management, stock inventory, assisting the store manager with stock projections.
For these duties, I prioritise each task depending on the level of urgency and importance. As all these tasks happen weekly, I can easily split each task over a period of a week.
In addition, throughout my working week, new urgent tasks can appear such as several staff being of work at the same time, or an increase in customers during the Christmas period. When new ad-hoc tasks present themselves, which are urgent, I will delegate some of the regular duties to other staff while I prioritise the new job which often has a short deadline.”
Do you have any questions for me?
Each hiring manager during all job interviews will ask each interviewee if they have any questions for the employer.
Knowing that the final ‘ask me’ question will be asked, a set of questions needs to be prepared.
Can you talk me through the training that you offer at Quality Save?
What are the busiest times of the year?
How do you compete with other supermarkets?
Why do you like working for Quality Save?
What is the average duration of staff member working for Quality Save?
This site uses the ‘LMI for All’ online data portal to access official government ‘big data’ sources. This powers the labour market data provided on this site.
Job interview preparation is key to a successful job interview outcome.
Each job applicant should first reflect on their past job interview performances and take the interview identity test to understand how they are viewed by an employer.
Once a career professional is aware of their interview identity, the next stage is to understand the commonly asked job interview questions.
With a list of interview questions, the job applicant is then ready to write, edit and practice their interview answers using the templates below.
Interviewees must add their own stories, real-life examples, facts, and figures, plus embed industry jargon.
To pass a job interview, a successful applicant only needs to score higher than the other (on average) 6-7 interviewees.
A large list of job interview questions and answers
Each interview question will come with an explanation of how to answer the question, to help each applicant highlight the value they can offer a new employer.
Remember hiring managers are looking for a potential employee to stand out – What can you offer that others can’t? What is your industry knowledge and expertise? What personal skills would add value?
Job Interview Question:
Tell me about yourself?
The most commonly asked question during the recruitment process.
You will be asked this interview question in some form.
Give a short statement about your education, experiences, and skills relevant to the job position you are applying for.
Highlight your main strength and/or achievement and your duration in the sector and/or education
Keep each selling point brief, as you can explain each point again in more detail throughout the interview
End this answer with a reason why you’re looking for a new job
“In total, I have over X number of years experience working as a (job role). In (year) I gained a (qualification). Throughout my extensive work experience in (sector), I have (key selling point) and (second unique selling point). I have applied for this role because (company interest) and due to my passion for (job duty).”
Job Interview Question:
Why did you leave your last job?
Be positive when answering this tricky job interview question.
Stay away from any negativity or complaints about previous managers, working conditions, or colleagues.
Hiring managers like to hear that you left for a good opportunity or reason, rather than a tall tale.
Start the answer with a postive reflection on the previous workpalce
Explain what excited you about your last position
End with a (positive) reason for leaving
“I enjoyed working at (company name) as I was able to (achievement). The (aspect of the company culture) was good as this allowed me to (positive action), which resulted in (positive result). The work was exciting, as I was able to (work undertaken) which allowed me to gain (skills). It was a difficult choice to make, but I am leaving the role because (positive opportunity).”
Job Interview Question:
What experience do you have in this field?
State criteria on the job specification
Frame the answer in the positive
Relate previosu experiene to the duties of the new job role
“I have over X number of years working in this field. During my time working as a (job role) I have successfully been able to (big achievement). This is because of my ability to (skill/action). During my time in the sector, I have undertaken a number of roles/worked on projects including (name specific duties, projects, and achievements). What I can bring to your team, is the ability to (key actions and skills).”
Job Interview Question:
Do you consider yourself a successful person?
Never give a short ‘yes’ answer. And never, ever, answer with a ‘no’.
The job interview panel is looking for evidence of sector-related knowledge and experience that they can reference against the job interview scorecard.
This means that the job interview answer requires substance.
Talk about industry success, relating the answer to the job criteria.
“I am highly successful. Throughout my career I have been (involved/a leader of/part of a team) that was responsible for (overcoming a barrier/facing a job-related challenge). An example of this was when I was working at X, and I had to (actions) to help achieve an (outcome). The secret of my success is my ability to (unique selling point)”
Job Interview Question:
How would your colleagues describe you?
To make a lasting impression, use quotes rather than just stating that employees would be positive towards you.
Quotes sound more powerful, more believable.
“I’m lucky, throughout my career I have worked with some great people which helps to be successful within a task or when working on a project. My previous colleagues have always had respect for my dedication, work ethic,and (add third skill/quality). In my previous position, I was always known as (positive attribution). (Name of manager), my line manager, would often say (positive quote). In fact, this reputation has been with me throughout my career. When I was working at X, my manager there would also say (positive quote)”
Job Interview Question:
Are you applying for any other jobs?
It’s rare that a career professional only applies for one position.
In truth, once a job hunter starts searching for positions they are likely to apply for at least 10 roles.
The ‘number of other jobs’ interview question is asked to check if the applicant will have loyalty to the organization – if the applicant is only applying for this one role, they must really want to work for the organization.
So, the reality (employees applying for numerous positions) and the employers ideal (the applicant only applying for the one job role) is a mismatch.
“I have applied for a few positions. For each job I come across, I research the company to check if we could collaborate successfully together. I am always interested in (company culture/projects/reputation). I was really excited to receive the job interview offer for this position, because during my research I learned (amazing fact) about the company, which helped me realise that this is the type of company I would want to work for above all the other vacancies I successfully applied for”
Job Interview Question:
What salary are you looking for?
Prior to the job interview, in preparation for the ‘salary’ interview questions, career professionals must:
Check the salary average for the advertised role
Complete the interview identity test to understand how an employer perceives them during the recruitment process – as this affects the salary offer
Check if the position is one that high salaries can be negotiated – as for many roles, the negotiation is within a salary band, not open.
“Due to my extensive experience within the sector, where I have the (skill/experience) to (unique selling point) which can result in (financially linked selling point) as well as having (second unique selling point) I am looking for a position with a salary of (add amount)”
Job Interview Question:
How long will you stay with our organisation?
Employers spend around 33% of their profits on recruitment.
The employment duration interview question is based on the requirement to employ staff members who won’t leave after a short period of time.
What an employer is looking for here is reassurance.
“I am looking for a position within an organization that I know I can add value to. I prefer not to jump from job to job, and only take offered roles where I can see myself staying for a long period of time. I really like the sound of the (company/job role) and if I was successful I would hope to be here for many more years to come.”
Job Interview Question:
If you could, would you retire right now?
Some job interview questions do, on the face of it, sound a little random.
Successful interviewees also reflect on a potential interview question to better understand the hidden reason for the said question to be asked.
Everyone wants to retire, don’t they?
The truth is not everyone does wants to retire. In fact, for some career professionals, their job is their life.
This is what is at the bottom of the ‘retirement’ interview question. What is really being asked is – are you passionate about your chosen line of work or is it just a pay ticket?
“No, I wouldn’t retire. I am very passionate about what I do and I am especially focused on (long-term achievement). For me, a job isn’t just a salary it’s about (state passion/reasons for working in the industry).”
Answering the ‘what are you looking for in a job question?’ with salary, working near home, or any other ‘wants’ will only result in a lack of job offers.
Employers will score high interview answers that state a liking for the job criteria.
“The three key things I look for in a job are (generic criteria 1, 2 and 3). More specifically I excel in (describe company culture). Because I am skilled at X, I always work well when (state a duty/task you perform well).”
Job Interview Question:
What motivates you to be your best?
This interview question is looking at an applicant’s personal motivation.
The motivational traits must match the job criteria.
As an example, stating that you are motivated while working with others as part of a team would score high for a team role position but not when working in a job role that requires an employee to work on their own initiative.
A second way to answer the ‘motivation’ question is by focusing the answer on a vision – the same vision the company has.
“I am a highly motivated person who enjoys (sector-related outcome). I am at my best when I (job-related criteria 1, 2, and 3). What helps to keep me motivated is my personal goal to (a goal linked to the employer’s company vision).”
Job Interview Question:
Are you willing to work overtime?
The ‘overtime’ question is only asked in a recruitment process when the employer needs employees to have a flexible approach to their working hours.
If asked the overtime question, and offered the position, there will be an expectation for the applicant to work more than their standard hours.
“Yes, I am always happy to work additional hours. In my last position, we would often work overtime during busy periods such as Christmas or at the financial year-end. I understand the importance of not letting customers down, which sometimes means the team needs a flexible approach.”
Job Interview Question:
Are you happy working on a shift pattern?
Unlike the ‘overtime’ question, the shift pattern question isn’t asked as an unwritten rule that employees, once employed, will be expected to work on a shift rota.
There is a legal amount of hours an employer can force an employee to work, hence why the hiring manager checks flexibility.
If the employer only recruited shift workers, those hours would be made clear in the job advert.
The ‘shift-work question then is asked by hiring managers who recruit a large number of employees; some working shift patterns and others on a more traditional 9-5 schedule.
The question is often asked during a large recruitment drive and, in the main, doesn’t affect the hireability of the candidate.
Answers, then, should be honest.
If you are unwilling to work shift patterns let them know, and if you prefer a shift pattern (that often comes with a higher salary) then state this preference.
Even if the answer to the shift-pattern interview questions affects the likelihood of being recruited, honesty is still the best policy. If you dislike shifts and get recruited for a position that works on various shifts, it is unlikely that you would enjoy the role.
“I read that the role might include shift work and I am very happy to work on a shift-rota”
Job Interview Question:
Are you willing to relocate?
When an employer requires you to relocate, they would have stated this in the job specification so the questions shouldn’t come as any real surprise.
What is sometimes not clear is the location or locations where the job role may be.
“The idea of relocating is one of the elements that drew me to this role. I researched the (location) and I am really excited about the idea of living there. To help me decide whether or not to apply for the role I undertook some research to check things like house prices, crime levels, and general living conditions – did you know that (share positive fact about location)?”
Job Interview Question:
Are you willing to put the interest of the organisation ahead of yours?
Hard-hitting job interview questions are, in the main, only asked for high-paid and high-skilled job roles.
For this level of employment, hiring managers need a career professional who will go above and beyond, an employee who isn’t just applying because they need a salary.
High-level positions will require decisive action when problems occur. During a big crisis, for example, a company-level hack, the IT project manager would be expected to come back from leave to help solve the problem.
“Of course, at this level, it is important to hire someone who has the company interest at heart. When I work for an organization, I give it my all. As an example, while working at X a (problem) occurred. At the time I was (on holiday or other situational problem) but due to the urgency and risk of the (problem) I (actions taken). My actions and my commitment to the company interest resulted in a (positive outcome).”
Job Interview Question:
Describe yourself as a person?
This question is perfect for rule two of a successful job interview; be a self-promoter.
First, think about the job specification, the duties you will perform, and the culture of the organisation.
When selling yourself, talk only about the skills and qualities you have that are relevant for the advertised position.
“I am a (quality) (quality) and (quality) individual who specialises in (skill). When working on (sector-related task) I am able to (achievement) due to my (skill/quality). Colleagues and stakeholders describe as (quality) due to my ability to (achievement). My key strength is my ability to (skill/achievement) which I achieve due to (skill/quality).”
Job Interview Question:
What is your philosophy for working?
A career or working philosophy is similar to an organisations mission.
A one-line that accomplishes who you are and what you want to achieve in your career.
Think of the philosophy, as a career identity.
Don’t be tempted to give a deep long answer here, keep it short, sweet, and positive;
“I would say my work philosophy is (add selling line, as an example – completing tasks on time and to a high standard”
Job Interview Question:
Would you say that you are overqualified for this position?
Why are hiring managers concerned about an applicant’s level of qualification?
The truth is, one of the elements of the hiring decision is the likelihood of the duration of the candidate’s time employed within the organisation.
A high-level qualification in a specific field is generalized as the applicant, ideally, wanting a job in the sector related to their degree.
This means, from the employer’s perspective, if the highly qualified applicant is offered the advertised role, they are likely to hand in their notice within the year, leaving the employer to re-recruit.
The interview answer, therefore, must reassure the interview panel that the applicant is passionate about role/job sector/company.
“No, not at all. My qualification is in a completely different field. This was a sector I was previously interested in when I was a lot younger. My goal is to work as a (job role) which is why I applied for this position. My qualification did teach me (knowledge) which can be used when doing (job duty for new role). I am also thinking of undertaking a qualification in (qualification relating to new role).”
Job Interview Question:
How would you describe your work ethic?
Work ethic is becoming a key recruitment factor.
In fact, more employers are using strength-based job interview questions as part of the structured job interview.
Work ethic basically means – how hard-working are you?
The ‘work-ethic’ interview question is another opportunity for an applicant to sell themselves.
Answers with examples do well for this job interview question.
“I have always been a hard worker. When I am working on a task I put my all into it, as I enjoy seeing the end result from my hard work. As well as meeting deadlines and targets, the quality of my work is also important to me. I always ensure that tasks are completed to the best of my ability and I never take shortcuts that would risk the quality of my work. An example of my work ethic is (give example).
Job Interview Question:
What do you enjoy doing outside of work?
An applicant’s character can be an indication of their work ethic.
The ‘what do you enjoy doing outside of work?’ question is a sneaky way of asking about a person’s characteristics.
Common mistakes when replying to this interview question, include saying:
Socialising with friends
Nothing really
Watching TV
Bars and clubs
On the web
When answering the question, focus on areas of your life that highlight skills, qualities, and work ethic. This could include:
Volunteering
Having a side hustle business
Self-published author
Fundraising
Being a carer
What is important is to detail the skills, knowledge, or experience gained from the task that can be of use to the new employer.
“I currently do X. What I like about this role, is that I have gained (skills/qualities) which would be of use when performing (task). For the last X number of years, I have also been involved in X which has taught me the value of (skill/quality). While doing X I was praised for (skill) and was lucky enough to gain a (qualification in X).”
Job Interview Question:
Why did you apply for this position?
The interview answer to the ‘why this role?’ question can be split into two sections.
First, talk about your passion for the job sector/job role and how this is part of your long-term career objective.
Second, explain why you want to work for their organisation. Make this personal – you don’t just want any job, you want a job with (employer).
“My career goal has always been to work in (sector). For the past X years,I have been working as a (job role) gaining (skills and experiences). During this time I have gained (sector-related qualifications) that have given me the knowledge to (job duty). As a highly skilled and experienced (job role) I am able to (future achievement). I applied for this particular role because I have always wanted to work for an organisation that (describe company culture, projects the company works on, or the company’s mission and vision).”
Job Interview Question:
Where do you see yourself in 5 years time?
Employer requirements, for a new member of staff, vary depending on the size of the organisation, the industry the employer is involved in, and the type of job being advertised.
Some employers will look for an employee who will grow and be promoted within the company, while others need a skilled applicant who will work long-term in the one role. One employer may require an innovative individual, while a second needs someone who will follow strict processes and procedures.
The answer to the ‘5 years time’ question will vary depending on the above criteria. This is why rule 1 of a successful job interview is, identify the job criteria. As knowing what is important to the employer will assist in the decision of what to reference during the interview.
In all cases, the employer is wanting to hear that the candidate is wanting to stay within their organsiation.
“Before applying for the position I researched your company and found that (state three things you like about the organisation). It was the company’s (reference something from the company’s values/mission) that inspired me to apply because I am also motivated by (reference the value/mission). As I am passionate about (job role) and I feel this company is the perfect fit for myself, I can see myself working here, successfully collaborating with yourself to achieve (outcome).”
Skill related job interview questions
Employers will ask a number of ‘skill’ related job interview questions to understand how competent the potential employee will be once employed.
Job Interview Question:
Are you a good team member?
Team member interview questions are asked in a high number of job interviews.
Even for roles where, in the main, the employee works alone. In this situation, the employer is looking for a ‘big picture’ understanding – how the various departments are part of a larger team.
Most commonly, the teamwork question is asked to applicants who are applying for a team role.
“In all my previous roles I have worked as part of a team. I enjoy teamwork as collectively the team has a wider range of skills and experiences that they can bring to a project. Within a team, I often take the role of a (add role) as I am able to (actions) that help the team to achieve an objective. When need I can (2nd team role). As an example when working in a team to achieve (outcome) we faced (problem) and I (state actions took) which resulted in (outcome).”
Job Interview Question:
Why should we hire you?
For every advertised role, around 6-8 applicants are interviewed.
Each applicant has the skills and/or experience for the advertised role. The ‘why should we hire you?’ interview question, is really asking ‘why should we hire you and not one of the other interviewees?’
To pass a job interview, an applicant only needs to score higher – be seen as more employable, than the other 6-7 interviewees.
To answer this interview question, highlight your unique selling points.
“By hiring me you will gain an employee who has extensive success of (achievement). In addition,I have a proven track record of (A and B). As an employee, I am (add a list of qualities). But the main reason why you should hire me is because of my ability to (unique selling point).”
Job Interview Question:
Why did you leave your last job?
Many hiring managers believe that past behaviors predict future actions.
Employers request the reason for leaving a past employer, to compare the answer to their own company culture.
In addition, many hiring managers will review the number of positions an applicant has held over a small number of years.
The frame of the interview answer must be positive. Avoid, at all cost, any criticism of past employers.
“I enjoyed my time at X company. While working there as a (job role) I was involved in (projects) which gave me experience in (duties). Throughout my time there, I have gained a variety of skills, including A, B, and C. I am now in the position to use this collective experience in another role, which is why I am here today applying for the position of (job role).”
Job Interview Question:
In what way would you be an asset to us?
The ‘asset’ question allows an applicant to discuss any unique selling points not already covered throughout the recruitment process.
For the ‘asset’ question give a look forward – draw a picture of you succeeding in the workplace.
“As someone who is skilled at X, I know that we would work well together. As an example. If you imagine me working for you in 3 months’ time on a (project). I would first (state actions) as this would (state benefit). Then to gain a (positive outcome) I would use my (skill/knowledge/contacts) to gain (outcome). Finally, when ending a (project) I would (action) to help any future tasks.”
Job Interview Question:
Tell me about a suggestion you have made?
Many of the interview questions asked during the recruitment process, give an insight into the culture of the company.
As an example, some industries are process-driven whereas others are more creative.
The ‘suggestion’ questions indicate that the employer is looking for solution-focused and innovative employees who can see the ‘big picture’.
“There have been a couple of times that I have made I suggestions to (overcome a problem) that have been taken up by the company. An example of this is when I was a (job role) at (organisation). One of the problems we faced was (problem) At first the company tried to (action) but this only resulted in (very little change). Due to my (knowledge/experience), I knew that (potential solution) would work, I suggested this and created a plan of action/project plan which resulted in (positive outcome).”
Job Interview Question:
Do your co-workers ever irritate you?
The frame of the interview question can easily influence the job applicant to answer with a negative answer.
Instead, re-frame the interview answer by focusing on how you work well with colleagues.
“I am a people person, so generally I get on well with everyone. As a professional with X number of years experience in (industry),I have worked with a variety of colleagues and stakeholders. The experience has helped me to understand the various personalities people have, and how their temperament makes people react in a different way to the same challenge. This knowledge of people’s personalities helps me to build rapport with others.”
Job Interview Question:
What makes a successful manager?
This is a management role question, but the question is asked across all job roles – with the hiring manager replacing the job title at the end of the question.
Answer the question by discussing the skills the (position) requires and the criteria on the job specification.
End with an example of you being successful.
“There 3 key skills that make a good (job role). this first is A, the second B, and the third C. A (job role) task is to (main objective). By doing (A, B, and C) a (job role) will be successful. An example of me being successful is when I was working at (company name) and I had (task). To ensure a good result I (took action) which had a (positive outcome).”
Job Interview Question:
What are your strengths?
The ‘strength’ question is one of the most commonly asked job interview questions.
The openness of this interview questions gives the candidate the opportunity to talk about their unique selling point.
When creating an interview answer, the interviewee should think about the job criteria, the main skills and strengths required for the job role, and any additional information that makes them stand out from the crowd.
“I have been told by my previous manager that I am highly skilled at (task). But when I reflect on my key strengths, two come to mind. My first strength is my ability to (task). When working on (task) my (skill) and (quality) ensure (a positive result). My second strength is related to (job duty). I have always been skilled at (skill) which helps when I (task).”
In the main, a job applicant will fall into the trap of listing several weaknesses or areas of development.
A focus on negatives will only result in a low-scoring answer, or at worse the employer believing the applicant is unsuitable for the advertised position.
What the ‘weakness’ interview question is really asking is, ‘how do you develop yourself?’
“Everyone has areas of development. What is important, is to be able to reflect on the actions taken for previous projects and then review weaknesses and learning needs. As an example, when working at (company name) my team’s task was to (add detail). After completing this task I realised that I need to improve (knowledge/skill) so I undertook (training/research/mentoring)to develop this (skill/knowledge). Whenever I recognize a professional development need, I always take action to resolve this, as I am keen to become the best (job role) I can be.”
Job Interview Question:
What is your dream job?
A common reply to the ‘dream job’ interview question is: ‘This job!’.
Employers hate this type of interview answer as it comes across as trying to please. And, it is something a dishonest interview identity is likely to say
What a hiring manager is really trying to uncover, with this interview question, is the specific reasons for applying for a job in the employer’s industry.
“What is important for me in a career is the chance to (achieve vision). I really enjoy roles where I can (job criteria) and (job criteria). In all my previous roles I have been drawn to positions that (job criteria), as this meets with my (skillset/values/mission). “
Job Interview Question:
What would a past employer say about you?
Hiring managers use the ‘past employer’ question to catch an applicant out, depending on their previous working relationships.
For a future employee who only has praise from previous managers, this great becomes an excellent ‘selling’ answer.
“They would want me to come back! All my previous employers hold me in high esteem. This is because of my ability to (complete tasks), as well as my (personal skill) and (work attitude). I remember in my exit interview with my last employer, they said (add positive quote).”
Job Interview Question:
If you were the interviewer, what type of person would you look for?
Describe yourself, without making it too obvious.
When talking about personal skills and experiences, make these relevant to the job criteria.
“As the main objective of this role is to X, the ideal applicant would need to have experience in X and be highly knowledgeable on (subject). As well I possessing this industry knowhow, I would look to hire someone with (personal skills and qualities) to ensure the team collaborated successfully together.”
Knowledge and Competencies Interview Questions
Industry knowledge and experience are one of two axes that create each of the sixteen interview identities.
To be seen as being employable, each candidate must highlight a high level of knowledge around the job role.
A hiring manager only knows about the candidate, what they have been told by the candidate.
Job Interview Question:
What do you know about this organisation?
Research is key prior to preparing for the job interview, especially when asked the ‘about us’ interview question.
Research the company and become knowledgeable about the following criteria:
The duration the organisation has been in business
Why the company was formed
Thier vison and mission
What services/products the company offers
Future projects or collaberations
“The reason I applied for this role in the first place was due to your (vision) and this is in line with what I want to achieve as part of my career. What I also like about the company is that it was formed because of (reason) and is now successfully in its (year) of operation. You have a reputation for being (positive trait) and for (second positive trait).”
Job Interview Question:
Why do you want to work here?
Stand out from the crowd, by using the research gained from the ‘about us’ question to state an answer to show a real understanding of the company.
“As a career professional, I’m not just applying for any job. I am only attending interviews for a position in an organisation that I can see myself succeeding in. I choose (company name) because I follow your company and I know, from my research, that long-term you want to (long term business objective). The barrier you will face will be (state problems to objective). My skills and experience in (job sector/role) will help you to achieveyour objective by (state knowledge and experience you can bring to the team).”
Job Interview Question:
What have you done to improve yourself over the last 12 months?
Globalisation, technology, customer demand, and artificial intelligence, and big-data are rapidly changing the career market and business operational strategies.
Employers, therefore, require employees who are willing and proactive in their continuous professional development.
“I am constantly reflecting on my work, skills, and knowledge and looking at ways to develop myself, both professionally and personally. Over the last 12 months, I have undertaken several development opportunities. The first was (work-related CPD) this taught me the importance of (learning). The second was to help me with (personal skill) as I know this skill is highly important when (job duty) and the third was (knowledge related CPD) which has allowed me to understand why (potential barrier).”
Job Interview Question:
Do you know anyone who works here?
Association plays a big part in this answer. At a basic level, the min takes short-cuts and jumps to conclusions.
The employers ask this interview question because by knowing another employee you will have a better understanding of the job role and company culture, meaning that you are happy with the working conditions.
But by referencing you know an employee, who has a strong work-ethic reputation, the positive association from the employee you know is transferred to you the applicant.
“I know (name) who works in (department). He worked on (project/team) for the last (number of years)He explained the company culture, the vision of the organisation and how you (selling point). He made me excited about wanting to apply for a job here.”
Job Interview Question:
Have you ever had to fire anyone?
This management interview question is just one of several job interview questions that is asking for a specific experience. In all job roles, across all job sectors, job applicants will be asked for examples of how they can complete or have completed various job duties.
Examples are best used here. Or an explanation of the steps you would take to complete the task.
“While working at (company) one of my team was constantly not meeting her targets. To support staff member I (actions taken) and work closely with the staff member to (improve). Over several months I supported the staff member and did notice a slight improvement but nowhere near the average number of (sales/referrals/etc). At this stage, it was the company procedure to implement their warning process which included a creation of an action plan, regular meetings, and (any other requirement).
In the end, we felt we had done all we could to support the member of staff and in the end had to let her go. The member of staff actually agreed this was the best choice and thank us for all the support over the last several months”
Job Interview Question:
Have you ever been asked to leave a position?
As employers can request references, it is important to be truthful here.
This type of interview question is asked during an informal job interview and can come out of the blue. So be ready.
If you have never been asked to leave a previous position, simply say: “No, never”
If you have been in a situation where you were asked to leave the organsiation, answer with:
“X number of years ago, I was asked if I would like to leave the job role. It was a (make the job seem less important: part-time job, my first job after leaving school, a secondary job). The position didn’t suit as I am a (add skills relevant to the new position) and the company focused on (add a re-frame IE quantity over quality).”
Job Interview Question:
What kind of person would you refuse to work with?
Interview questions that talk about other staff members are designed to uncover if the applicant would fit in well with the current team and the culture of the company.
“As a people person, I always get on well with everyone I meet. Throughout my career, I have worked successfully with people who have different experiences, knowledge, and personalities. So I am happy to work with most people. Obviously, I prefer not to work with someone who is lazy or demotivated, But sometimes my personality actually motivates colleagues to work harder.”
Job Interview Question:
Have you ever had a problem with a supervisor?
This question must be answered positively to have any chance of being offered the job role.
“No never. Communication is key for a good working relationship with a supervisor or manager. If there is any negativity in the workplace I can quickly resolve this by having a conversation and looking at what we can do together to overcome any problems.”
Job Interview Question:
How do you approach a project?
Project approach questions are asked in job interviews for all types of positions, not just project management roles.
When answering the question, state a step-by-step process that the applicant utilises.
“The first step is to review the (project brief/task objective). I will often then look at lessons learned from previous (projects/tasks). The project is then broken down into manageable steps, with each step having a deadline date. I look at the risk of each step and if needed create a risk plan. Finally, I delegate and distribute workloads, and set up regular reviews.”
Job Interview Question:
What has disappointed you in a previous job?
Some interview questions sound like a trap. Each interview answer must be framed as a positive to help create a high-scoring answer.
“I have enjoyed all my previous roles. In some positions, the job was challenging but I enjoy the pressure of a challenge. An example of this is when (challenge) and I was able to (actions) that ended with a (positive outcome).”
Job Interview Question:
Can you work under pressure?
Pressure for one person is viewed as a negative, while for others they thrive under pressure. The answer, therefore, needs to state how you handle pressurised situations.
“All jobs have pressure points. Preparing for pressurised situations comes down to how you manage workload. To manage my workload I (explain how you prioritise tasks). I also work with others to (collaborate/delegate to) and I use (technology) to help manage day-to-day tasks. This organised approach takes the pressure off. “
Job Interview Question:
How do you know when you have been successful with a task?
There are many ways to monitor success, depending on the industry the job is in. Employers are looking for applicants to understand when they are working well within the role:
The job has been completed on time
The task has been completed to a good standard
When your customers walk away happy
When you employer tells you
When you have job satisfaction
“There are two ways I monitor my success, one is through (a data related example) and the second is (through a personal satisfaction or customer feedback).”
Job Interview Question:
Give an example of learning from a mistake?
Behavioral job interview questions require an example.
Focused the answer on what was learned, rather than the mistake itself.
“When I was part of a team working on (project name) the group didn’t have (knowledge/experience) to complete (task). As I knew this was an area of development for myself, I decide to action and undertake (training/qualification/research). A year later, the same team working on another (project/task) came across a similar problem, but this time due to my ability to learn from past mistakes, I was able to (give advice/take charge/share knowledge).”
Job Interview Question:
Do you have any blind spots?
The blind-spot interview question is another way to ask about weaknesses.
With the weakness question, which is asked more in a structured job interview, the ideal answer will focus on ‘lessons learned’. For the informal question ‘do you have any blindspots’ the answer can be shorter and more to the point:
“Not that I know off, if I ever discover a weakness I quickly take action to improve this area of development.”
Job Interview Question:
Do you have enough experience for this position?
This follow-up interview question is most commonly asked when an applicant hasn’t been given detailed enough answers that show a high level of competencies.
Employers, who may have been initially impressed by the interviewee’s application form, is having doubts. The interviewee is likely to be viewed with a weak interview identity.
This means the career professional must reinforce their suitability.
“Yes, I do. You are looking for an employee who can (main job criteria) and I have been working as a (job role) for (number of years) completing (main job criteria). In fact, I excel at (main job criteria). Let me share with you an example of this: When I was working at (company) my main task was (main job criteria) where I had to (state duties). In addition, I am skilled at (second job criteria). After (x number of years) in the sector, I have spent (X number of years) completing (second job criteria). There isn’t a (problem/task) in this role that I don’t have experience in.”
Job Interview Question:
What qualities do you look for in a manager?
Use a generic positive answer for ambiguous job interview questions.
“A boss who is knowledgeable, fair, loyal”
The skills needed in a specific sector are recorded on the job specification if the hiring manager requires someone who is creative (or any other job criteria) say:
“A manager who will allow me to be creative (criteria) ..”
Job Interview Question:
What is your role when working in a team?
Talking about a specific role within a team, offers the job applicant a chance to showcase a variety of skills relevant for teh advertised position.
“My natural role within a team is (state role). This is due to my natural ability to (task) and (task). I have a (personal quality) that allows me to easily (task). In addition, as a team member, I am skilled at (supporting role) which is due to may (quality) and (quality).”
Job Interview Question:
What would you say is your biggest achievement?
Only discuss work-based achievements that are relevant to the job role. Ideally, talk about overcoming a well-known industry challenge.
“As you know one of the biggest barriers we face in our industry is (sector-related problem). When working at a previous company, they also struggled with this particular problem. I was given the task of finding the solution. To find the solution I first (generated ideas), tested my theory, and then created a plan of action. The result was (positive outcome).”
Job Interview Question:
Why did you choose this career?
This interview question is a great opportunity to highlight your passion for your job sector.
“I have always wanted a job in (sector) as I am highly passionate about (industry). This started when I was young, I had (explain how you came to know about the sector) and really like the idea of (completing task). The job role really suits my temperament, as a (quality) person, I enjoy (job task). So, this job is perfect for me.”
Job Interview Question:
Tell me about the most fun you have had at work?
Give a specific example of enjoying overcoming a problem or finishing a large project/task – think job satisfaction.
“When working at X, we were working on (task or project. This was a difficult task due to (problem/barrier). We all had to work together, sharing ideas, trying new ways of working, and learning from mistakes. But the hard work and dedication paid off, as, in the end, we were bale to (outcome) which gave me a high level of satisfaction. It was the process of overcoming a big barrier that made this task fun.”
Job Interview Question:
Can you tell me about the gaps in your application/CV?
There are many reasons for gaps in your employment history, which include:
Gap year
Working on short-term contracts
Redundancies
Being a parent
Being a carer
Working in various roles
Think about the generalization an employer may have from the ‘gap’ and reframe this into a positive.
“In (year) I worked at X as a (job role) and then in (year) I started at X company. In between these two job roles I was (reason). This opportunity helped me to gain (skill/experience) that I now use when (completing job duty).”
Job Interview Question:
Do you have any questions?
Most interviewers ask this question and generally towards the end of the interview. Remember to prepare for this, as asking questions will be a great end to an excellent interview.
Don’t ask about salaries or holidays etc until you have been offered a job position.
“Do you have any future plans to expand the company?”
“Does your team work well together?”
“What do you like about working here?”
“Do you have an example of how the company embeds its values in to day-to-day duties?”
“Have you put in any new bids for any new contracts?”
“What is the company’s policy on personal development and training?”
“Where do you see the company being in 5 years time”
“What are you looking for in an employee?”
“What would my first day/week look like?”
“Why did you choose this job/company?”
“What or who is the company’s biggest competitor?”
“How is advancements in technology going to affect the organisation?”
If you are struggling with questions you can end with “I did have several questions planned to ask you, but you have answered these throughout the interview.”
The type of school; primary, high-school, college or higher education also effects the number of applications with primary schools having a high number of applications.
In a recent Guardian post, they said: “Figures released by Ucas, the university admissions network, showed more than 21,000 graduates had applied to teacher training programmes since the start of the coronavirus lockdown, a rise of 65% on the last five years.”
Interview Specifics:
A teacher interview, as discussed above, is part of a larger recruitment process which can consist of:
An interview with school pupils to see how well an applicant can communicate and build rapport with the pupils
Assessment centre for psychometric test and/or literacy and numeracy assessment
Delivery of an assembly, presentation and/or class
The teaching job interview is often a whole day recruitment event ending, with a structured job interview where candidates are asked job interview questions relating to the day-to-day tasks of a teacher.
Can you demonstrate the relevant knowledge and experience to pass a teacher job interview?
Prepare, plan and deliver engaging lessons to pupils of different ages and abilities
Mark pupil work and maintain records of pupils’ progress
Embed a range of learning resources into lessons to increase pupil engagement
Prepare pupils for examinations
Manage pupil classroom behaviour
Meet with parents and carers to discuss pupils’ progress
Collaborate with learning mentors, careers advisers and educational psychologists and social workers
Check the average pay for a teacher job role.
Below is a list of commonly asked job interview questions for a teacher role.
Each summary comes with an explanation of the interview question and an example interview answer.
It is important to tweak each interview answer template, making it relevant to the interviewee’s own skills, qualities, experience, and knowledge.
An interviewer’s perception of a job applicant, their interview identity, is made up of the interviewee’s perceived level of knowledge/experience vs their level of confidence during the recruitment process.
The first stage, when preparing for a job interview, is to recognize your own ‘interview identity’.
Job Interview Questions and Answers for a Teacher
Prior to the job interview, the panel of interviewers (often 3 staff members, including a direct line manager) will make small talk to help relax the interviewee.
Including, the number of questions that will be asked, who on the interview panel will ask which questions, and how the applicant can ask for a question to be repeated.
They will go to explain the post-interview details; when each candidate will be told if they have been successful or not.
There are a number of job interview questions for teachers. In this article, you will be given an explanation of how to answer the most commonly asked teacher questions.
Tell me about your teaching experience?
The ‘experience’ interview question is asked at 9 out of every 10 teacher job interviews.
For trainee teacher roles the question may be phrased as: “why do you want to be a teacher?” and some schools ask: “why did you apply for a teaching role at this school?”
To start the job interview on the right footing, the answer to the opening question must create a strong job interview identity.
A positive interview identity comes from highlighting a high level of teaching skills and experience through confidently delivered interview answers.
Here the employer is interested to hear:
Number of years in the teaching sector
Any specific roles/leads IE led on GATSBY benchmarks, head of yr10, career advisor
All teaching qualifications and relevant CPD
Pupil groups worked with (SEND, primary/high, yr 7,8,9 etc, young carers, FE/HE)
Teaching skills and qualities
Any standout achievements
In short, the openness of the first job interview question gives the applicant to state any selling points they deem as important.
The three rules of a successful job interview explain the importance of:
Understanding the job criteria – the teaching duties and culture of the school
Self-promoting any key achievements, teaching style and personal skills
Confidently communicating competencies
“I am a passionate teacher with over X number of years teaching (add various age ranges/pupil cohorts)…
…In my last role I was (add selling point IE head of year 11, SEND coordinator, etc where I was responsible for (list 3-5 duties)…
…my X number of years experience as a teacher I have consistently been able to (add unique selling point) which was achieved by my ability to (add actions), an example of this was (give short example)…”
…My qualifications include (list qualifications)”
What is your knowledge of school data systems?
The following ITC skills are commonly required by teachers:
SIMs or other school databases
Whiteboard technology and teaching apps
Microsoft Office
Spreadsheets
Email communication
Data visualization
The ITC question is asked for two reasons, to confirm the interviewee has a basic understanding of ITC systems, including emails, excel, word documents. And, more importantly, any teacher-related ITC systems.
Schools are becoming more reliant on teaching technology, requiring teachers to be skilled in a variety of ITC.
To answer the technology question, start generic and become more specific, highlighting awareness of the applicant’s level of industry ITC systems and products.
“I am very skilled in a range of ITC skills, including the basics, excel, word, publisher. In fact, my level of (IT system) is above average – I am able to (explain school-related technology such as a teaching app)…
…Because I have worked in the sector for X number of years, I am fully conversed with (school database system) where I (add actions…
….I have experience of (add ITC system) that I use for (relate this to the classroom)”
Give an example of dealing with a disruptive pupil?
Having a range of techniques for dealing with a variety of difficult situations is a must for a teacher – as every day is different.
The ‘disruptive’ pupil question is commonly asked in teaching job interviews. The hiring manager is looking for the applicant to highlight their classroom management techniques.
In an article on handling brazen behavior, Michael Linsin, talks about the need to:
Be calm
Be Patient
Be stealthy
Be thorough
When answering the interview question, it is important to set the context allowing the employer to understand and visualise the past situation.
The key to receiving a high-scoring interview answer is to state the steps taken and the outcome from the stated actions.
Start the answer by listing the types of disruptions you have handled throughout your career:
“As an experienced teacher I have dealt with various descriptions from pupils shouting out in class to other pupils refusing to complete a task. From (add disruption to add second disruption)…
Explain why context is important:
“…It is important not to just jump in and discipline a pupil as this could easily escalate the situation. For example, a pupil may be angry because of a recent home incident which requires a different approach from when a pupil is disruptive on a regular basis..”
Next, give a real-life example:
“One example that comes to mind is when I was working as a teacher at (school name). I was teaching (subject) and set (task) when a pupil (disruptive behavior) which resulted in (escalation). Initially I (first action to control disruption), but this didn’t have enough effect. Instead, I (second action) which resulted in (positive outcome)…”
End, with a summary:
“…To summarise, I have much experience supporting disruptive pupils and with classroom management. When there is a disruption I will first think about the pupil and the potential reason for the negative behavior. I then use various techniques such as (A, B, and C) which has a (positive effect)”
Tell me about a time when a child or young person behaved in a way that caused you concern. How did you deal with that?
In an article on Headteachers-update they explain the principles of the NICE approach:
Take a child-centred approach to all work with children and involve them in decision-making to the fullest extent possible according to age.
Use a range of methods for communicating with children, e.g. drawing, books, activities where appropriate.
Explain confidentiality and when you might need to share specific information and with whom.
Always do what you say you are going to do and if circumstances change and this is no longer possible, explain why as soon as you can.
Safeguarding questions come in all teacher job interviews, often frame as above: “Tell me about a time when a child or young person behaved in a way that caused you concern.?”
The answer to the question can be split into two sections. The first is a general overview of your knowledge of safeguarding and second, an example of reacting to a pupil’s behavior.
“As a teacher safeguarding is paramount. A common sign of concern is a change in a pupil’s behavior. A pupil who in the main is calm and then randomly turns angry requires investigation. If for example, I discipline the pupil I might miss the reason for the change of behavior…
…I always keep an eye for indicators of abuse, which include:
Indiscriminate contact or affection-seeking.
Being over-friendly to strangers.
Excessive clinginess and persistently seeking attention.
Habitual body rocking.
Being withdrawn and reluctant to communicate.
…An example of this is when I was teaching at (institute) One pupil that I knew well came to school (with a sign of abuse or neglect). Instead of (potentially escalating action) I decide to (action). I also (positive action taken which could include referrals, parent meetings, additional support). This resulted in (short term outcome and long term outcome).”
Give an example of getting all pupils involved in a lesson?
Pupil participation, not only creates a more enjoyable lesson for the pupils and teacher but also helps individuals pupils understand the lesson.
There are numerous ways to engage pupils from the ‘jigsaw’ technique – allow a student to learn a specific topic before teaching other students, to allowing the pupils themselves to choose a learning style, as discussed on a recent article on Kaplanco.
When answering the ‘involvement’ interview question, is is important, before giving an example, to highlight a working knowledge of engagement techniques.
“Research shows the importance of getting pupils engaged in lessons, from pupils measuring their own distance travelled in the classroom to putting students in charge of the lesson….
…An example of this was when I was working at (school) I was teaching (lesson) to a group of (pupils) and the lesson wasn’t going well (give brief description). To improve the session I wanted to increase pupil engagement. To get the pupils involved I (add steps)…
…This first helped (add positive engagement outcome) but more importantly this achieved (positive outcome)…..
…When planning lessons I always look at different ways to get the pupils engaged in the classroom, as this increases (benefit).”
What are your core strengths in terms of teaching?
Each teacher can bring a new strength to the classroom.
Many schools will list their GDPR and data protection policy on the school website.
In the job interview, the interviewee can cover 3 points to help create a high-scoring answer:
GDPR Training
Daily actions taken not to breach GDPR
Any additional knowledge
“In all my previous teaching roles I have had handle sensitive pupil data…
…I have undertaken a range of GDPR and data protection training, which include (name training courses)
As a teacher I follow GDPR regulations by ensuring that all personal data is kept in lockable cabinets including pupil data, medical forms and sensitive information. When using IT systems I always create unique passwords, and lock my computer when I’m away from my desk.
Because we work in education, we deal with (sector-related sensitive data) I am also aware of the need to (add actions relating to the sectors sensitive data)”
How would you prepare for an OFSTED inspection?
All schools are asking the ‘OFSTED’ question.
Understanding this allows the job applicant to research and prepare their job interview answer.
The interview answer can start by highlight prior research: “I saw that in your last OFSTED inspection you received a (grading)…”
Before, moving to explaining previous OFSTED inspection experience: “…I myself have had to prepare for X number of OFSTED inspections. while at X school I was reasonable for (OFSTED role/reasonability)…
End the interview answer by giving specifics: “..When preparing for an OFSTED inspection I (actions – these can include proactive actions before the OFTED visit notification and re-active actions once an inspection has been announced). These actions has previously resulted in (positive outcome)”
Do you have any questions for the interview panel?
Each hiring manager during all job interviews will ask each interviewee if they have any questions for the employer.
Knowing that the final ‘ask me’ question will be asked, a set of questions needs to be prepared.
How does the school support vulnerable pupils?
What is the schools strategy for maintaining a good OFSTED outcome?
What have been the progression and NEET rates for the past 3 years
What makes you want to work at this school?
How would you describe the schools culture?
What CPD is on offer for new teachers?
This site uses the ‘LMI for All’ online data portal to access official government ‘big data’ sources. This powers the labour market data provided on this site.
50% of all advertised receptionist job positions are part time roles?
This is due to the large scale of reception jobs. With positions being able in a number of job sectors, from education to construction, from finance to the health sector.
Receptionist jobs are advertised throughout the world, with various salaries and responsibilities, depending on the job sector the receptionist role is being advertised in.
How competitive is a receptionist job interview?
Interview Specifics:
Can you demonstrate the relevant knowledge and experience to pass a receptionist job interview?
How to greet visits in a professional manner
Data inputting, using a variety of IT skills
The process for allocating security passes
Answer enquiries in person, by phone and email
Experience of booking systems
Administrational skills and experience
Knowledge of GDPR
Check the average pay for a receptionist job role.
Below is a list of commonly asked job interview questions for a receptionist role.
Each summary comes with an explanation of the interview question and an example interview answer.
It is important to tweak each interview answer template, making it relevant to the interviewee’s own skills, qualities, experience, and knowledge.
An interviewer’s perception of a job applicant, their interview identity, is made up of the interviewee’s perceived level of knowledge/experience vs their level of confidence during the recruitment process.
The first stage, when preparing for a job interview, is to recognize your own ‘interview identity’.
Job Interview Questions and Answers for a Receptionist
Prior to the official job interview, the panel of interviewers (often 3 staff members, including a direct line manager) will make small talk to help relax the interviewee.
Including, the number of questions that will be asked, who on the interview panel will ask which questions, and how the applicant can ask for a question to be repeated.
They will go to explain the post-interview details; when each candidate will be told if they have been successful or not.
Tell me about your experience working as a receptionist, and what you can bring to the team?
The opening question for a receptionist interview is always an open-style interview question.
The question may be framed slightly differently:
“What is your understanding of a receptionist duties?”
“Why did you apply for a receptionist job role within our company?”
“How does your work experience apply to this position?”
All opening questions, compared to the forthcoming more specific interview questions, allow an applicant to choose how the answer the question.
This ‘choice’ can result in a clever interviewee focusing their answer on their own unique selling point, what they can bring to the team and how they fulfill the job criteria.
It is important, therefore, to be aware of the three rules for a successful job interview.
In short, the initial question is designed for the employer to gain a general overview of the applicants suitable for the receptionist job role.
Start the interview answer with a standout point that will create interest:
A long duration in the industry, as time served is associated with talent: “I have worked as a receptionist for over 12 years…”
A required but rare skill to create interest: “One of my key skills is my ability to (add rare skill)….”
A reference to the industry the receptionist job role is in, which highlights sector knowledge and understanding: “Throughout my career I have always worked in (sector), throughput this time I gained the knowledge to (industry related receptionist task)…”
Next, be more generic list other receptionist duties, being detailed on any duties that the applicant is highly skilled in:
“I have a wide range of experience working as a receptionist and in administrational roles which include: diary management, making appointments over the phone, data inputting, customer service, and in my last role I led on (highly skilled task) where I (add detail)…”
End the interview answer, with a short summary:
“To summarize, I have X number of years and experience and my skill includes A, B, and C.”
What is your knowledge of ITC systems?
In an article on Indeed, they state the following ITC skills are commonly required:
Analytics
Social media
Graphic design
Microsoft Office
Spreadsheets
Email communication
Marketing automation
Data visualization
For certain sectors a particular database may be commonly used, requiring the job applicant to not only be aware of the database but to reference the specific database tasks during the interview answer.
An example is the use of ‘Sims’ in schools or ‘autocad’ in civil engineering.
The ITC question is asked for two reasons, to confirm the interviewee has a basic understanding of ITC systems, including emails, excel, word documents. And, more importantly, any specific sector-related ITC systems.
To answer the technology question, start generic and become more specific, highlighting awareness of the applicant’s level of industry ITC systems and products.
“I am very skilled in a range of ITC skills, including the basics, excel, word, publisher. In fact, my level of (IT system) is above average – I am able to (add specifics details). Because I have worked in the sector for X number of years, I am fully conversed with (sector-related ITC system). I have experience of (add ITC system duties).
An example of this, was when I worked at X organization. We were tasked to X. Because of my knowledge of (ITC system) I personally (action taken) which resulted in (outcome).”
What would you do if the computer system failed?
Most offices are becoming paperless, with digital documents replacing paper, and storage cupboards becoming obsolete as businesses move to storing information in the cloud.
The risk, therefore, is system failure.
Employers need receptionist staff to be able to pro-actively respond to difficult ITC situations.
ITC system failure questions may be more specific depending on the sector the advertised receptionist job role is in:
“How would you gain customer information if the database crashes?”
“How do you recover lost documents in Word?”
“How do you backup databases to prevent loss of information encase of a hack?”
The best way to answer the specific ITC question is via a real-life example. Stating a past experience highlights the skills the applicant possesses to deal with the stated problem.
“This has actually happened to me. While working at X organization, I arrived early one day in the office to find that (ITC failure). The timing was terrible, as the company had (a deadline, audit, inspection, customer/client meeting, etc).
My manager was stressed and nobody had any idea what to do.
Because of MY excellent ITC skills, I was able to (add actions taken).”
Give me an example of dealing with an awkward customer?
A key task for a receptionist is taking a customer or client’s phone calls, responding to emails, signing for office deliveries, making/confirming appointments, communicating face to face, and screening external stakeholders who are requesting meetings with senior staff members.
This task requires various skills:
Communication
Listening
Assertiveness
Confirming
Professionalism
Customers become ‘awkward’ or frustrated due to many reasons:
Feeling unwell – this especially important to understand in NHS receptionist roles
Having previously trained to get through to a certain person time and time again
Time constrictions – commonly happens with delivery drivers
A customer with a complaint/unhappy customer
Stressed/anxious/annoyed
Start the interview answer, by explaining the reasons a customer or client would be awkward or annoyed (relating to common industry problems).
Follow the opening statement by giving an example of what you would do if a future customer was being awkward.
“In our industry customers can become awkward when X, Y, and Z happen.
In this situation, the best course of action is to remain professional, polite, and to listen to any complaint. It is also important to understand the customer’s point of view and to find common ground. This is because an annoyed customer may leave bad reviews online which could affect the image of the company.
An example of helping an awkward customer is when I was working at X company as a (job role). A customer was (complaining/being angry/being awkward) because (reason).
First, I listened to the complaint without interrupting, as it’s important to let me let the anger out. I then asked specific questions to understand the situation without making assumptions.
I then asked what was the best way to resolve this and shared the options I was able to do there and then. This helped the customer to relax as they felt they were being listened to and supported, resulting in (positive outcome).”
What information would you take from a client who is looking to book an appointment?
Accuracy is key for a receptionist job role.
The specific interview question around what information to take from a client appointment booking could easily be asked for a number of receptionist job duties:
“How would you confirm a meeting request?”
“In what way would you ensure the accuracy of a data inputting task?”
“When speaking to a customer on the telephone what information do you need to take?”
A receptionist is often the first point of call, an information receiver, and giver, and often for many businesses the gatekeeper – deciding which persons get put through to senior staff members, and which don’t.
It is the information gained that allows the receptionist to the decision of who speaks to who. The wrong decision can result in either, an annoyed senior staff member due to having their time wasted or an outraged stakeholder for not being let through the ‘gate’.
To answer the ‘information’ interview question, state the required steps, specifying what information is needed:
“I am highly experienced in booking client appointments. When a client telephones for an appointment I first check who the client is; their name, DOB, and address. Requesting the DOB and address is a check to ensure that the person calling is the client and not a fraud caller.
Next, I check the reasons for the appointment. And the availability of the department. Once a date and time have been agreed, I would send a reminder to each of the appointment attendees via email.
This strategy ensures the accuracy of the appointment and reduces any errors.”
How would you arrange your working day?
Receptionists either work within a small team of receptionists (commonly seen in the healthcare service) or on their own initiative (receptionist in a small office).
Either way, the receptionist has to manage their own workload.
The time management question is really asking – how do you prioritise your workload?
For each receptionist, there will be a list of regular daily and/or weekly tasks, plus additional ad-hoc duties that randomly pop up depending on workload.
When answering the interview question: how do you arrange your day (or workload). Split the interview answers into two sections – regular tasks and ad-hoc duties.
“Each day is different. Generally speaking, I will have a set of regular tasks; checking emails, confirming appointments, updating finance information, taking phone call,s and completing a range of administrational tasks.
For these duties, I prioritise each task depending on the level of urgency and importance. As all these tasks happen weekly, I can easily split each task over a period of a week.
In addition, throughout my working week, new urgent tasks will land on my desk. This could include the month-end finance report that needs double-checking, or an influence of customers due to a new promotion.
When new ad-hoc tasks present themselves, which are urgent, I will delegate some of the regular duties to other staff while I prioritise the new job which often has a short deadline.”
Give an example of being GDPR compliant?
GDPR is a fairly new regulation that has a large impact on the responabilities of receptionists.
Most employers will deliver GDPR and data protection training for all new recruits. For the job interview, hiring managers want to ensure that the successful interviewee has enough awareness to not breach the GDPR regulations.
In the interview answer cover the following 3 points:
GDPR Training
Daily actions taken not to breach GDPR
Any additional knowledge
“Due to my previous roles requiring me to handle sensitive personal data I have undertaken a range of GDPR and data protection training.
I am fully versed in (add GDPR regulation related to the sector you are in)
On a daily basis, I follow GDPR by ensuring that all personal data is kept in lockable cabinets, using unique passwords on the various IT systems, and locking my computer when I’m away from my desk.
Because in our (sector) we deal with (sector-related sensitive data) I am also aware of the need to (add actions relating to the sectors sensitive data)”
Do you have any questions for me?
Each hiring manager during all job interviews will ask each interviewee if they have any questions for the employer.
Knowing that the final ‘ask me’ question will be asked, a set of questions needs to be prepared.
How many staff members work in the reception area?
What percentage of the job is customer facing?
What does an average do look like?
Why do you like working for X company?
What CPD is on offer for new staff members?
This site uses the ‘LMI for All’ online data portal to access official government ‘big data’ sources. This powers the labour market data provided on this site.
Job interview preparation is key to a successful job interview outcome.
I know that statement sounds obvious, but research shows that unsuccessful applicants spend an average of 45 minutes in interview preparation, whereas a regular winner of job offers will spend at least 4-5 hours in dedicated interview research, writing answers and practicing public speaking.
The minimum 4-5 hours, for high skilled job roles, should be extended to at least 10 hours due to the level of ability of the competition. For high paid positions other job applicants, with a high level of experience and confidence, will be viewed as a charismatic interviewee.
It is hard to beat a competitor who is seen as highly employable, without adequate preparation and practice.
Each job applicant should first reflect on their past job interview performances and take the interview identity test to understand how they are viewed by an employer.
The 3 Areas of Interview Preparation
Understanding the type of interview they will be attending
Delivery of job interview answers
Content of interview answers
Types of Job Interviews
The duration of the job interview can often hint about type of interview the employer will perform.
Knowing the type of job interview gives a prepared applicant an advantage as they can prepare for specific interview tasks.
A 20 minute interview is often an informal job interview, where there are no set questions – the interview is more of a natural conversation.
The common 45-60 minute recruitment process is a panel interview – a structured job interview, where answers to questions are marked against a set of specific job criteria.
Full-day job interviews consist of an introduction and walk-around (of the premises). A group activity, a practical test, and a panel interview.
These long interview days can be tiring and need additional preparation. Simple tips like eating a healthy breakfast and keeping hydrated can really pay off.
Multiple day interviews are rounds of interviews, where successful applicants are invited back for a second, third, or even fourth interview.
Each interview round is delivered by a specialist who can include an HR member of staff, the direct line manager of the applicant, and an industry expert.
In addition some job interviews will consist of:
A presentation or introduction
Literacy and numeracy test
Demonstration of technical skills
Role play – very common for leadership roles
Problem solving tasks to observe stress resistance
Or, deliver answers to a artificial intelligence recruiter. The AI interview comes in several formats, from the bots guessing at personality traits to applicants having to record interview answers on a video.
No matter the type of interview, the key criteria for a successful job interview outcome is the candidate’s level of confidence.
A confident delivery of answers, the data shows, increases job offers.
Confidence creates a self-fulfilling prophecy. The applicant believing in themselves will give a more detailed answers, will have stronger eye contact and their relaxed appearance is the platform for building a natural rapport with the hiring manager.
Confidence is an expression in non-verbal communication, such as the use of gestures and the candidates posture.
Relaxation increase confidence and confidence improves relaxation (or calmness).
To be more relaxed in a job interview:
Gain job interview exposure
Exposure therapy shows how being exposed to the same stimuli, in our case the job interview environment, reduces the associated anxiety.
The exposure of a job interview – attending a high number of recruitment days and/or mock interviews with an interview coach creates familiarity and familiarity leads to the feeling of control.
This is why preparing interview answers for predicted job interview questions is a key pre-interview preparation. It creates a familiar feeling – I know the answer to this question!
In fact, this is why the career professional who spends 4-5 hours, or more, preparing for the forthcoming interview is more successful than the under-prepared 45-minute applicant – the longer interview preparation often equates to higher number of times to applicant has repeated their interview answers.
Become a skilled orator
The structure of the interview answer, plus the tonality, volume, and pace of the speaker is just as important as the content.
Recruitment research, time and time again, shows how a structured job interview helps to predict the job performance of the pool of interviewees.
This is why a high number of hiring managers have turned to behavioral and situation job interview questions.
Each of the applicant’s answers are marked against the scoring criteria on the employer’s job interview scorecard.
In simple terms, to gain a satisfactory score the job applicants must reference the job criteria.
This is why content is king.
There are three ways to present content:
As a story (giving an example)
Using facts, figures and data
In a logical sequence
Ideally, the savvy interviewee will use a mixture of ways to showcase how they meet the criteria for the position.
A job interview identity is a mixture of content and delivery. An employer will have a positive view of a job applicant who they perceive to have a high level of knowledge and experience and who delivers answers with confidence.
Job Interview Stories
Research using MRIs shows how two people’s brains synchronize when one person is telling a story to another.
Job interview successes come down to the communication of competencies, which is influenced through likeability, unconscious bias, and rapport. “The stronger the coupling, the better the understanding,” said Uri Hasson, a professor of psychology and neuroscience at Princeton University.
Giving examples, or stories, activates the brains ‘social interactions’ regions, where the mind becomes focused on what the character is thinking and feeling rather than the sequence of events itself.
In short, the employer when listening to a story or example, will be more able to predict the motivations, emotions, and beliefs of other people – the suitability of the applicant vs the culture of the company.
Facts and Data
Facts, figures and data shouldn’t be ignored.
The conscious part of the mind can process 50 bits of information per second, but the brain receives around 11 million bits of information per second.
The mistake career professionals make, when presenting data, statistics and figures, is that they overwhelm the employer with numbers.
Most information received, is stored in the short-term memory for around 20-30 seconds. The short-term memory is limited to the amount of data it can store. Psychologist George Miller found that people can store between on average 7 items in short-term memory, give or take 1 or 2 items.
Numbers don’t create high-scoring interview answers, stories do. The data, is the evidence to make the story believable.
When presenting data during a job interview, the applicant needs to first give context – the beginning of the story.
Percentages, statistics, data and facts and figures are valid tools to use in a job interview, as the numbers given can shock, inspire or create intrigue.
The framing of data creates a short-cut that influences how the employer hears the evidence, as a positive or negative. An example of this is the marketing frames food products use. One yogurt brand states “This yogurt contains 20% fat” and the other: “This yogurt is 80% fat-free“ Same information, different frame.
Humans like the numerous ways numbers are presented, as the data makes it easy to understand complex information.
The employer’s assumption is: ‘the numbers speak for themselves even though specific evidence may be missing.
Logical Sequence
A second barrier, during a recruitment process, for the short-term memory is being able to follow the interview answer and therefore understand the point the job applicant is making.
The lack of preparation, alongside the anxiety created in an interview environment, often results in interviewees vomiting meaningless information that doesn’t make logical sense.
When asked a question, the human brain is hard-wired to find a response.
In an article on Medium they said: “With the conditions set for the brain to respond to the question, there’s a rush of dopamine. This can have two opposite effects. On the one hand, it might trigger our reward mechanism and we are motivated to go in search of the answers. On the other hand, we might fear giving the wrong answer which makes it more difficult for us to think in a way that will help us provide a worthy response to the question.”
Once asked a question, it is hard for the mind to focus on anything but the question.
The rule of thumb is that an interviewee will be nervous, attempting to find a suitable response that won’t be rejected by the hiring manager.
It is the fear of rejection and the pressure of time, needing to respond to the question instantly, that results in a mind-dump. A mind-dump is when an applicant says whatever comes into their heads.
The problem here, is that humans think of options. If I ask you what restaurant would you like to eat at for your Birthday? You would probably think of several options.
This same thought process happens in a job interview. Once asked a question, the candidate will have several scenarios popping into conscious awareness.
A prepared and practice interviewee doesn’t suffer from a mind-dump, as the repetition of answering predicted questions creates an automatic response; the interviewee starts the delivery of the interview answer without conscious awareness.
What is often misunderstood is the logical sequence required for a high-scoring interview answer.
The nonsensical answer, is created by a splatter-gun approach of random bits of information, data and parts of stories, all confusing the employer.
By having a logical sequence, not only does the employer follow the answer clearly, the interviewee feels more confident.
A large number of job seekers fear the recruitment process, believing that they wont be able to produce a high-scoring job interview answer in the pressurised environment of a job interview.
The truth is, high-scoring job interview answers come from giving specific details. Being confident during the job interview helps with this, as confidence creates relaxation, and being relax helps to stimulate the minds memory functions.
In the main, interviewers across all job sectors follow a similar interview process. By understanding the job interview process, and by predicting the job interview questions, job applicants to prepare high-scoring interview answers.
This article will give a quirk guide on how to answer each of the various job interview questions, a job applicant may be asked during the job interview.
Opening questions
Employers understand that interviewees will be nervous during the recruitment process.
It is also well known that, the more somebody speaks the more confident they become in expressing themselves.
With this in mind, a hiring manager will start of the job interview asking open questions before asking more specific questions, requiring longer and more detailed answers.
The most commonly asked open-ended job interview question is:
“Tell me a little about yourself?”
To answer the ‘tell me about you’ question, answer using a three point process:
State the number of years experience in the industry – as duration is associated with competence
Reference any industry-related questions – as having academic qualifications are viewed as being knowledgeable
Talk using industry jargon – the use of sector related communication has a strong implication of how the employer views the applicants overall suitability
In addition, explain what you can bring to the team – your unique selling points
The second most commonly asked job interview question is:
“Why do you want to work at this organisation?”
The ‘why us’ question has nothing to do with the applicants suitability to complete the job duties, as other interview questions cover this essential criteria. Instead the ‘why us’ question is about employee retention.
Employers ask retention questions due to the average number of years an employee stays within one company.
Research has shown how most career professionals will job-hop once every 3-5 years.
From an employers perspective, having a regularly changing workforce is bad for business. The first 12 months in any job is about the employee becoming familiar with the company processes, procedures and company culture.
The second year helps the employee become competent with business-as-usual duties.
And, in the third year, the employee then starts sharing ideas and bring new suggestions (or business) If the employee starts looking for a new job by year three, from a business perspective, the employer hasn’t gotten value for money.
When answering the ‘why us’ question:
Talk passionately about the company vision, mission and values
Quote positive stories about the company from the local media
Be specific, explain why you would fit in well to the company culture
To prepare for the ‘why us’ question research is virtual.
“Give me an example of X”
Behavioral job interview questions, are interview questions that are framed as a past behavior:
“What did you do in (past) situation?”
“Give me an example of (a past time you did X)?”
“Tell me about a time when you (completed a previous task/duty)?”
“Describe a past project?”
“What has been your key career achievements?”
Employers, therefore, are looking for the job candidate to describe a past real-life scenario.
The job interview answers for most behavioral job interview questions will be an ‘example’ or a ‘story’.
One of the biggest mistakes, when using the example storytelling technique, is a lack of specific actions.
What i mean by this, is that the interviewee will forgot to state the actual actions they took as an individual, and instead will talk about the ‘team’ or worse, not even mention the required actions to achieve a goal or objective.
To give a high-scoring example answer:
Describe the past problem or goal to company/team was facing
State at least 3 actions you took
Explain the positive outcome from the stated actions
In the actions section, job applicants can discuss/expain:
Their decision making process
Influencing stakeholders
Delegation
Actions taken
Reflection techniques
“How would you approach X?”
Competency based job interview questions are part of a structured job interview process. A competency based interview question can take the shape of a ‘behavioral’ question, as described above, or as a future scenario – which is better known as a ‘situational’ job interview question.
Examples include:
“What would you do if (industry related problem) happened?”
“How would you approach (sector task)?”
“How would you handle a disagreement with your manager?”
The idea behind the hypothetical questions, is that it allows the job applicant to share ideas and suggestions from lessons learnt, transferable skills/innovations from a different sector and to describe a new approach they would take, rather then having to describe a past process from a previous role (as required with a behavioral job interview questions).
Hypothetical interview questions can be answered by:
Giving options to highlight breath of knowledge – “In this situation there are two choices”
State the pro’s and cons for each option to show competencies – “…the positive for choice one is….but the negative is….”
Share experience – “…in my experience I would choose (option 1 or 2) because (state reason).”
Technical Interview Questions.
Another type of job interview question that is asked under the ‘structured’ job interview process are the ‘technical’ questions.
Technical job interview questions are designed to test the applicants knowledge and knowhow.
They key to delivering high-scoring technical job interview answers is through confident communication.
Industry models, theories and concepts must be explained in an easy to understand (and follow) manner.
It is best to give a logical, sequential and step by step answer (imagine explaining the technicality to a non-expert).
Technical questions look like:
“What does (industry term) mean?”
“Explain what (industry technology) does?”
“When would you (complete a certain duty/task/step)?
It is important to give detail to highlight sector knowledge and experience, which supports the creation of a positive interview identity:
Closing Questions.
Towards the interview end, employers will finish by asking a few questions around the applicants motivation (or working style):
“How do you work best?”
“What does a successful day look like to you?”
“How do you motivate yourself?”
The ‘personal’ questions are asked to check if the candidate is a fit with the organisational culture.
As previously mentioned, employers are looking to hire someone who is likely to stay with the company for a number of years. Research shows, how by hiring an applicant who would naturally fit-in well with the company culture is more likely to stay within that job role.
When answering the ‘personal’ questions, bets practice says to be yourself – be open and truthful.
In addition, to stating preferences, the applicant can gain additional points on the interview scorecard by following up the stated preferences with an example of (interview question).
The final question is always: “Do you have any questions for us?”
Even though job applicants aren’t scored on the the final ‘what would you like to ask us?’ interview questions, it is virtual to ask something. In fact, a good question can make the applicant highly memorable.
Example Questions to Ask:
“Do you have any future plans to expand the company?”
“Why do you like working here?”
“What is the most challenging part of the role?”
“What is the projected income for the next 12 months?”
“What would I be doing in the first 5 months of the role?”
“What is the average duration of an employee working at the company?”
“Can you tell me a little bit more about the company culture?”
“How do you evaluate success?”
“What is the company’s policy on personal development and training?”
“Where do you see the company being in 5 years time”
Care assistant employers, when interviewing applicants, look at candidates’ work ethic and personal skills.
A desire to help people is key, but employers also look for communication skills, empathy, patience, calm when in a stressful situation and an employee who can follow directions accurately.
Care assistants can work in a care home or in the community, supporting vulnerable people living in their own homes. The interview questions asked in a care assistant job interview will be based on the applicant’s temperament as well as their ability to perform caring duties which can include;
supporting people with their physical needs
completing household tasks – washing, cleaning and cooking
monitoring health and communicating with nurses
To prepare for a care assistant structured job interview, applicants can answer many interview questions by relating to real-life experiences, from helping their own family members to volunteering in a caring role.
Care Assistant Job Interview Questions and Answers
Below is a list of the most commonly asked care assistant job interview questions and a detailed breakdown of how to answer the question.
Do you having any caring experience?
Normally an opening question, applicants can easily answer this question using a common interview formula; stating duration, qualification and selling point.
The interview answer starts by reassuring the interviewer by stating the duration in the industry “I have over 10 years experience as a care assistant…” For applicants new to the industry this answer can be slightly tweaked “In all my previous roles I have had to support and help vulnerable people…”
Applicants can continue by giving additional detail about a previous position “…while working at X company my key caring duties included (add duties)..”
Next, candidates can explain their level of qualification (only suitable for applicants with an industry qualification) “….In 2010 I gained a caring assistant Btec Level 3 diploma, during he course I leant (add sector theories and models)…”
End with a unique selling point. This could include a care assistant skill or a personality trait “…I’ve applied for this role because I am passionate about caring for vulnerable adults…”
What support do you expect a vulnerable person requires?
Answers to this interview question need to be relevant. If working with the elderly, explain what support an elderly person requires. If working with an ex-addict, discuss the barriers they face.
When answering the ‘vulnerable’ question, answers can be split between a logical and an example answer.
Initially start the interview answer by listing what support an average (vulnerable group) requires. Listing all common support needs shows an awareness and here an applicant is likely to hit the required criteria the interviewees are marked against.
Next, use a story to highlight sector related experience “While working as an X, I worked closely with Y (vulnerable person). It was clear that the client required Z (support needs), so I (explain the action you took)….”
When providing personal care how would you maintain a person’s dignity and respect?
This question is key to a successful job interview outcome. Employers in the care industry are looking to hire empathetic professionals.
The reply to this answer can be broken down into the 3 Cs:
Confirmation – state how a person’s dignity and respect are at the uppermost importance
Communication – explain how your communication is designed to be respectful. An example of this would be asking a vulnerable person who had been in the bathroom for a long duration ‘if they need any assistance’ rather than asking ‘whats up, you have been ages?’
Clarity – many vulnerable people are very independent. Having someone ‘do everything’ for them can be demoralizing. Explain when working with a new vulnerable person you, through a rapport-building conversation, will clarify what support the client requires and what they need the care assistant to support them with.
Give an example of being in an emergency situation?
During the lifetime of a care assistant, they will come across many emergency situations from an elderly person having a heart attack to a vulnerable person attempting to commit suicide.
Example job interview questions require storytelling First, it is important to pick an example that is relevant to the job role the applicant is applying for. This is because the employer will have a list of job criteria that they score each job interview answer against. The highest scoring interview questions result in that applicant being offered the advertised position.
When answering the interview question with an example give context by explaining the situation and vulnerable persons’ background. This makes the interview answer relevant and easy to understand.
It is important, when explaining the steps the applicant took, to explain how they remain calm and professional throughout the emergency situation, even going as far as explaining how they had prepared for this, or similar, situation.
Next, discuss the policies and processes the candidate followed; informing social services, family members, managers. If they had to take notes or update systems.
How would you support a person who suffered from X?
If asked a specific technical question it is because this X is the employer’s bread and butter. Here, the candidate needs to show their level of knowledge and experience.
Explain, initially, the competency level “I have worked with X client for the previous 10 years” “in all my previous roles I have supported service users suffering from X” “I cared for my mother for 20 years who had X”
Next, show knowledge by discussing X in detail: “a symptom of X is…” “What care assistants have to be aware of is ….” “A side effect of X is…”
To end the interview question, spell out the actions required to support a person with X and how this positively implements on the vulnerable person life and wellbeing.
How do you feel about working flexibly?
Care assistants don’t have time off. That, obviously, is an exaggeration, but the truth is care workers (or the care team) are required 24 hrs a day 352 days a year.
Employers, therefore, need to hire care assistants who are willing to work bank holidays, over the Christmas period and during different shifts.
Some career professionals prefer the variety of working different shifts, is this is you make this clear in the job interview. Experienced care assistants can also reference how they have previously worked varying shift patterns, and how for them time is irrelevant, as they enjoy the work of a care assistant so much.
Why are you drawn to this area of work?
Question around the reason for applying for a position within an organization or industry come down to one thing – passion.
Employers know that if they hire a team of passionate employees with a strong work ethic that they will be highly productive. This is especially true in the care sector, where workers will go above and beyond to support their charges.
Not only does this interview question need to be answered with the right language, but the non-verbal communication of an applicant must also emphasise the passion of the words.
Stories relating to how an applicant has cared for a parent work well, as does explaining how for you working in the care sector is more important than a higher-paid none caring job role.
Highlighting ones values (everyone should have a decent life) also reinforces the passion of the applicant.
But hopefully, as you are applying for a caring role, this interview answer comes easy to you.
Is there anything else you would like to know?
At the interview end, the employers will ask each applicant if they have any questions about the job role or company.
To be seen possessing a high level of knowledge and experience, interviewees utilise interview formulas when answering interview questions. The interview formula allows applicants to have a structural approach to the job interview.
Having a structure to fall back on not only increases confidence, as the structure creates an order for the applicant to follow, but also presents the candidates competencies clearly to the employer, increasing the likelihood of a high scoring interview answer.
The formulas can be adapted to job roles across all sectors, and only requires the applicant to embed their own knowledge and experience to each formula.
Model and example (ME)
Referencing industry relevant theories and models in the interview answer highlights a level of knowledge, as the model is explained as a step-by-step process, before experience is shown through giving a real life example of using the model in a work situation.
This formula is powerful as it adds content to interview answers that may lack substance. The two parts complement each other as they repeat the same process but in two different ways logical (explaining the model and emotional (via storytelling)
Suitable for the following types of interview questions:
‘How do you assess risk?’
‘How do you collaborate with stakeholders?’
‘How do you manage your time?’
Example answer:
“When X I use the Y model (explain model in a step by step process) an example of this is when I (add example; situation, action, outcome)”
Experience, Qualification, Selling Point (EQS)
Stating the duration working in a sector improves perceived competencies as the association between time-served and knowledge is closely linked. Reinforcing sector knowledge by describing industry related qualifications backs-up the time-served/knowledge link. But as many interviewees will have a similar background, applicants need to stand out by highlighting an unknown unique selling point – explaining what they can bring to the team.
Suitable for the following types of interview questions:
‘What is your experience in this sector?’
‘Why should I hire you?’
‘What can you bring to the role?’
Example answer:
“With over X years in the sector and a qualification in Y, I have worked as a Z (add various roles). In that time I have been able to (add unique selling point)”
Problem, Actions, Outcome (PAO)
Behavioral interview questions are designed to predict job performance based on an applicant’s previous actions. Therefore, candidates must ensure they explain the circumstances of the situations they will describe as this offers context to the employer, allowing the interviewer to better understand why certain actions were undertaken. The interview answer needs to end with an outcome, which could include lessons learnt, a new approach or an increase in profits.
Suitable for the following types of interview questions:
‘Give me an example of…’
‘When have you ever…’
‘What experience do you have in…’
Example answer:
“When working at X, Y happened (add specific problem) which could have resulted in Z. To solve this problem I (add specific actions) which resulted in (add positive outcome)”
Barriers, Solution, Projected Outcome (BSPo)
For future scenario interview answers it is important for an applicant to show how they understand the threat of the potential situation – the barriers this problem would create, as this shows industry insight. Stating the specific actions that need to be taken shows expertise and competencies, and stating how these actions would have a positive intent can highlight the added value the applicant can bring to the team.
Suitable for the following types of interview questions:
‘What would you do if…’
‘How would you approach..’
‘If you were working on X project, what would you need to consider?’
Example answer:
“If this situation was to happen, my concerns would be A (add potential barriers). To take action I would B (add specific actions). The outcome of this would be C (state positive outcome including the benefits to the company)
Pro and Con (PC)
The frame of some interview questions can be seen as a trap, with an interviewer asking for an opinion. If the opinion given by an applicant is one that resonates with the employer the interview answer will score high, but if the opposite is true the answer will be marked low.
In this situation, applicants can hedge their bets by answering all options in all ways, ensuring one of the elements of the interview answer will resonate.
Suitable for the following types of interview questions:
‘What is more important X or Y?’
‘What is your opinion about X?’
‘Are you A or B?’
Example answer:
“What I like about X is (add pro’s) but you also have to consider (add Con’s)”
For the multiple-choice answer, applicants can repeat the formula for the second part of the question. The 3rd example interview question is often stated to check an applicant’s temperament or working style – “Are you a task starter or task finisher?” This type of interview question is used in strength-based interviews. Similarly, applicants can explain the pro and con of each trait, but it is likely that the interviewer will push for a direct answer.
The job interview is one of the most important meetings in life.
Why? Because being successful in a job interview has a direct impact on a person’s work/life balance, their stress and motivation levels, potential salary earning which links to the person’s lifestyle.
So, it makes sense to prepare for this highly important event.
This article will cover everything any job seeker and career professional needs to do to prepare for the job interview.
To help job seekers find employment, we will link to relevant articles under each of the interview sub-headings allowing each interviewee to read the source article for a more in-depth understanding of each job interview topic.
What to wear to a job interview
Your outfit is your armor.
What you wear in a job interview makes a difference in two distinct ways: 1) ‘dress to impress’ increase personal confidence levels, 2) a professional look changes the employer’s initial impression of a candidate.
Down to basics:
Wear smart professional clothing.
What an applicant wears influences the interviewer’s first impression of a candidate. Interviewer’s, as does everyone, has ‘unconscious bias’ – an opinion is made based on how one person views another. Research shows how an interviewee’s outfit can create a positive or negative opinion.
The ‘professional look’ can only help to increase likeness.
Avoid:
Unironed clothes
Casual wear
Not shaving
Dark colours
Getting caught in the rain (resulting in you looking helpless)
There is something about the choice of clothing that affects the emotional state. Dressing in gym wear, as an example, will result in a person being more likely to complete exercise. In the same sense, dressing confidently creates confidence.
The company – does the company vision and values align with your own?
The boss – does the boss’s managerial style motivate you?
The co-worker(s) – does the company culture draw you in?
The pre-interview research on accepting a hiring decision can save time – only attend the interviews with employers you are interested in.
Once an applicant knows which organisations they are interested in, the next step is to prepare for the job interview by researching the potential job interview questions.
Check potential questions by reading the job profile for the advertised role. Each essential duty will be referenced as a job interview question
Understanding how each job interview is different gives the pro-active job seeker an upper hand. As an example, most screening job interviews are conducted over the telephone.
The interview itself needs planning for. For an online interview, ergonomics is key. A clear background, eye-level screen and clean space, not only helps the applicant feel relax, there are no visual distractions for the interviewer.
A common mistake career professionals make is their interview preparation. Most job seekers will check the duration from their home to the interview establishment, this is good, pro-active. But the mistake is made at the time of night they choose to prepare for the job interview.
Most people prepare for interviews at night and plan, using an online map, the duration of travel. But if the job interview is scheduled early in the morning, the duration to the venue can change, as travel times vary depending on the time of day.
The barrier here is that a late applicant creates a negative impression that distorts how the interviewer views the applicant during the course of the job interview. Is easy to make error can have a lasting effect on the job interview.
The first impression defines the rest of the job interview. The initial barrier is the interviewers unconscious bias, and then their reaction to how they perceive the applicant will perform once employed.
The initial impression is formed by the senses taking in billions of pieces of information, which is then filtered by the interviewers values, beliefs and experiences, resulting in an impression being created within milliseconds of the interviewer coming face to face with the candidate.
These 5 factors affect the initial impression:
An applicant’s smile – smiling helps build rapport. Research has shown how a smile improves likeability
What the candidate wears – association from clothes to persona is powerful. If you dress ‘professionally’ you will be seen as a ‘professional’
The firmness of the handshake – a firm handshake shows strength and confidence, both of these traits improve how an employer views an applicant
Eye contact – strong direct eye contact shows confidence. Weak people will often look down or away. Employers for all job roles are looking for confident employees who can make decisions and take action
The level of confidence in communication – asking questions, varied tonality, a strong pace are all ways to communicate confidently. Confident communicators score well in job interviews as they are able to give answers that reference the job criteria
Job interview anxiety is the number one reason why job applicants fail in job interviews. A lack of confidence can only result in a poor job interview performance.
Confidence can be improved. The biggest barrier to self-doubt is comparison. Often employees will compare themselves to another colleague prior to the job interview. This behaviour is unhealthy and effects the nervousness level in a job interview.
The comparison leads to self doubt. Self doubt, is extreme cases, lead to some career professionals finding excuses not to attend the job interview, and those that do often perform badly.
Confidence in the job interview can be improved by making a few tweaks to your thinking. Having self-appreciation instead of self doubt increases self-esteem.
For career confidence, listing your achievements, your skills and abilities change the focus of thinking, helping applicants to realise their worth, improving their self-worth.
The competition for the advertised position is competitive as everyone attending the job interview has a similar level of skills, experiences and qualifications, at the minimum the applicants all meet the job criteria or they wouldn’t have been invited to be interviewed.
A simple and underplayed stand out tactic is being enthusiastic.
Think about it! Most interviewees are nervous, resulting in standard job interview answers communicated in a monotone voice. If the next interviewer delivers strong interview answers, delivered with passion and enthusiasm, they will grab the employer’s attention.
Creating an interview conversation, rather then just answering questions is enough to be uniquely, as is bring evidence of your expertise in the form of stats, graphs and references. Having a growth mindset, showing you can take the initiative and simply becoming confident create a string persona because most applicants are, well, nervous wrecks.
Telephone job interviews are, in the main, viewed by employers as a recruitment cost saving process.
Think about it, to deliver a structured job interview requires time, resources and of course money. It makes much more time to plan for a face to face job interview than it does a telephone one.
With employers receiving hundreds of suitable application forms from high skilled applicants, recruiters need to be able to reduce the number of job seekers they will eventually offer a job interview to.
Initially, the employer will reduce the ‘suitable’ applicants down to a reasonable number through the application process, but as the number of applications received for each position rises, the employer needs to add in a ‘screening’ interview which is designed to result in only the most suitable candidates being offered a face-to-face job interview.
The telephone interview is the most common way to ‘screen’ applicants.
What questions are asked in a telephone interview?
A telephone screening interview is short. Unlike a structured job interview, where each interviewee is asked the same job interview questions, the telephone screening interview is an investigation.
Employers, after reading the job applications from applicants that they feel have the required skills and experiences, still need to reduce the applications to around 6-10 applicants that they will invite to a job interview.
While reviewing the application forms, employers may require specific information to ambiguous statements: “12 years sector experience…” The conscious interviewer will be asking “12 years experience in the same position? company? level of responsibility?”
It is this specific ‘data’ that will be the basis of the screening interview. In this way, each screening telephone interview will be different.
