In fact, research shows how 5 % of employers make a hiring decision within a few minutes of meeting a candidate, and 35 % within 5 minutes of the initial introduction.
Therefore, the interviewee’s introduction is key to winning a job offer.
Many career professionals don’t bother to prepare for this initial interaction with the office receptionist.
Why should they, when the all important job interview is minutes away?
According to a recent post on Reddit, an interviewee made the mistake of not being professional during the walk-in introduction.
The applicant walked into reception and was greeted by a friendly receptionist who attempted to create a conversation. The ignorant applicant was dismissive and didn’t even bother to look the receptionist in the eye.
A few moments later, the candidate finds himself in the interview room, and who walks in…the receptionist! Well not quite. In turns out that the receptionist wasn’t the receptionist at all. In fact, she was the hiring manager.
First impressions are visual.
The employer makes a snap decision about the applicant as soon as they see them coming through the door.
It is the applicants outfit, postures and eye contact that creates an positive or negative impression.
How to be seen as positive as you walk into reception.
Wear professional clothes with a style that suits your body type
Smile – smiling is seen as a positive trait
Hold your head high and look directly at the receptionist
Walk with determination
Next, the impression can be alerted by the tonality and communication style of the interviewee.
Well paced and professional communication works best. Prior to the job interview, complete vocal warm ups . Warming up your voice helps to overcome any nervous giveaways by the voice.
Avoid:
Filler words
Whispering/mumbling
Shouting
Coughing
Hand over mouth (which anxious applicants are likely to do)
Short sharp breaths which alters the natural sound of your voice
Before introducing yourself to the receptionist, wait for the receptionist to stop what ever it is they are doing. When asked “How can I help?”, in a clear voice say:
“Good morning/afternoon, my name is X I have an interview appointment with (hiring manager) at (time)”
When speaking, look the receptionist in the eye.
As the receptionist would have been expecting you, they are likely to ask you to take a seat while they ring through to the interview panel.
If the receptionist makes small talk, reply back being friendly and professional.
Interview Introduction.
The introduction to the interviewer(s) happens in two stages.
In most situations, one of the interview panel will collect you from reception.
Often they will ask “Hi, are you (name) for the (time) interview?”
How you respond helps to shape a positive or negative impression.
Again avoid mumbling, looking down or a sweaty handshake. Instead, look the interviewer in the eye and say “Yes, nice to meet you” before offering your hand.
As the employer walks you to the interview room, generate small talk as this 1) warms the voice up prior to the imminent interview and 2) makes you seem more confident.
Meeting the interview panel.
As the employer takes you into the interview room, you will be introduced to the rest of the interview panel.
Commonly, the member of staff who met you at reception will introduce each interview panel member in turn and by name.
Pre-interview research is key here. As you are introduced to some of the interview panel, use your research to generate a conversation. As an example:
Employer: “this is Mrs X, he head of the department.”
Applicant: “Mrs X, didn’t you win an award last year for…..”
This referencing opener generates massive rapport helping to create a successful interview outcome.
3 rules for a successful job interview
Rule 1 – identify the job criteria
Rule 2 – be a self-promoter
Rule 3 – communicate with confidence
The power of the three rules is down to how, when combined, they help to sculpture a positive interview identity.
An ‘interview identity’ is one of sixteen interview personality types that are prevalent in the job interview. The identity is how an employer perceives the applicant.
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.
Out of all the common interview questions asked, the ‘what is your greatest weakness’ question, is among the hardest to answer.
Candidates, applying for an advertised position within a new organisations, struggle to answer a direct interview question that deliberately focuses on a negative, not a strength, because they believe that a ‘negative’ interview answer will score low, on the interview scorecard
Who is asked the ‘weakness’ interview question?
What many applicants don’t consider, is that all interviewees will be asked the same ‘weakness’ interview question.
Some of these applicants will try to influence the job interview by not directly answering the question: ‘I don’t have any weaknesses!’
This answer is weak within itself. It is the same as being asked ‘are you a team player?’ to then talk about working on your own initiative. Employers ask each job interview question for a particular reason – they want to know something specific about the applicant that is relevant to the job vacancy.
Job seekers who state: ‘I have no weaknesses’ will be scored low.
Interviewers are really asking ‘how do you develop?’ or ‘what have you done to improve an area of development?’
Mainly the ‘weakness’ interview question is asked for low skilled positions or within the ‘supportive’ sector that needs career professionals to be lifelong learners.
How to approach the ‘weakness’ question?
We have established that the ‘weakness’ question is really about a candidate’s approach to development. More specifically, self-reflection and development.
The 3 step process to answer the ‘weakness’ interview question is:
Self-reflection – identifying a weakness or area of development
Upskilling – taking action to develop the weakness
Ability test – completing a self-check to ensure the weakness or area of development has been overcome
How to answer ‘do you have any weaknesses?’ Interview question.
The 3 step process, when answering the interview question, can be framed with an opening and summary.
Interview answer opening.
“I believe everyone has areas of development…”
“One of my strengths is recognising my weaknesses, so I ca develop my skills….”
“Because I believe in self-development, I am always self-assessing my skills…”
Interview answer 3 step process.
Self-reflection – “…an example of this is when I (give an example of a self-development process IE during an employee review, completing a skill test, via a mentor, etc)…”
Upskilling – “….to develop this skill I focused my time on (add actions you took to improve the (area of development)…”
Ability test – “….I knew I had improved on this area when (give an example of using the skill with confidence and competence)
Working for a government department, a civil service administrator is responsible for the administration of government policies to serve the public.
Civil service administrative tasks can be a front or back-office job. Front office includes dealing directly with the public, requiring an additional set of skills. In fact, for each civil service role, duties will vary.
In this sense, applicants need to carefully read the job description to help predict the job interview questions. Below is a list of the most common interview questions and answers for a civil service administrator.
Civil Service Administrator Job Interview Questions and Answers
Each of the commonly asked job interview questions can be phrased differently for each particular job interview, but the required answer (meeting the job criteria) will be the same.
Read the interview question, relate the question to your own experience and skill set, and use the example formats as a basis to create an answer that will score high during the job interview.
Civil Service Administrator Interview – have you worked in a government office before?
Of course, the ideal answer to any interview question is ‘yes’, but if you haven’t worked with a government office don’t worry that this will be a barrier to employment.
The ‘experience’ question is designed to check that the applicant has the required competencies to confidently complete the day-to-day duties of a civil service administrator.
The opening statement to the interview answer needs to state clearly the administration experience the applicant possesses.
“Yes I have 12 years experience working in government offices, with the past 5 years being spent at …..”
Or for non-government experience, pass this question by focusing on the candidates office experience.
“For the last 22 years, I have worked in administration where I have been responsible for….”
For each version of the answer, the interviewee should state experiences and skills relevant for the role they are applying for.
“…my strengths include (list duties that match the job criteria) …”
Civil Service Administrator Interview – give me an example of dealing with customer/service users sensitively
As a civil service front-of-house administrator, the employee will be dealing with customers, and their sensitive issues, on a daily basis. Even back of office administrators often communicate with customers (this could be online or via the telephone), therefore, all administrators in one form or another need to possess customer service, interpersonal and communication skills.
‘Example’ interview questions are designed to see how the applicant has previously dealt with a situation (similar to a situation that they will face once employed).
When giving ‘examples’ applicants must embed the skills and qualities they used to gain a successful outcome. Don’t simply state the situation, several actions, and an outcome. Instead, explain the strategy behind the conversation.
3 steps for answering ‘example’ interview questions
Step 1 – set the scene. Describe in detail the customer, how they were feeling, their communication style, and the sensitive issue.
Step 2 – focus on thinking. Explain the strategy or thought process you went through to ensure the approach you took best fitted the situation. Give detail here by explaining that normally you would do X, but due to the nature of the situation you did Y (as this shows creative problem-solving skills)
Step 3 – conclude. Finally discuss what happened post the conversation, etherizing the positive outcome.
Civil Service Administrator Interview – when report writing, what do you think about?
As a civil service administrator, there will be an expectation to produce accurate and high-quality reports.
In many administration job interviews, a literacy test will be mandatory. In addition, the employer will ask questions are report writing,
A strategy for answering ‘skill-based interview questions is to set out the steps required for the task. As an example for report writing you may;
Quantify what is required
Research, collect data, find evidence
Plan the report structure depending on the intended audience
Draft, analyze and rewrite the report
Process report
A process answer needs to be wrapped around with a confirmation opening line that confirms the applicant is an experienced report writer, and a summary to close the interview answer.
Civil Service Administrator Interview – how would you ensure you are adhering to a high number of complex procedures?
Working in the civil service can be a stressful career, due to the tight deadlines, having to support customers with their complaints, and having to follow processes and procedures that often change.
The employer here is asking how the employee can adhere to the many processes embedded in the civil service sector.
By explaining the applicant’s understanding of procedures can help an employer to identify a strong or weak employee.
Initially, discuss how it is important to understand the ‘aim’ of a policy or procedure (by understanding the aim, employees are more likely to adhere to the policy) before embedding the process into business as usual.
Next, give an example of following a complex procedure in the workplace. explain the consequences of not complying with the process and, in the example, set out the outcome that was created from following the procedure.
Civil Service Administrator Interview – give me an example of your research skills
Research skills are paramount in the civil service sector. As a key skill, the answer to the ‘research’ question must showcase the applicant’s research skill set.
Stay away from giving an example that states an easy piece of research. Instead, explain the complexities of research- did the applicant use qualitative or quantitative data? Why does the data source matter?
By stating problems and solutions to research problems only helps to highlight an applicant’s research knowledge. After explaining the complexities of research, the interviewee can give a research example.
The example can explain the reason for the research, any potential barriers to the research project, and the actions the applicant took to gather and write up the research knowledge they found.
Civil Service Administrator Interview – tell me about a time you worked as part of a project team
A civil service office is a team within a much large, national, team. Within the office team, smaller project teams will be put together to complete mini-projects. Therefore, teamwork skills in this role are a must.
To answer ‘project’ interview questions, compared to answering an interview question relating to business as usual, the applicant needs to set out the reason and objectives of the project “I was part of X project, the project was a 2-year project designed to X, Y, and Z…”
Because ‘projects,’ within the civil service, are commonplace, applicants need to discuss the project tools they can use; Gantt charts, risk assessment, finance sheets, and how they utilize the tools within the project.
Finally, state the impact the project had on business as usual.
10 job interview pieces of advice, tips and suggestions to help ready you to face the interviewer.
This is a quick summary to help ace the job interview. Click the links for more a detailed breakdown of interview advice.
Job Interview Advice – What are the things you should never say in an interview?
A job interview is designed to test if an applicant is a ‘good fit’ for the organisation.
As each company is different, they all have their own values and vision, applicants should approaches each job interview differently.
But, a career professional excels in an organisation that has a culture that fits, naturally, with their temperament. In this sense, applicants can be themselves , and say whatever they like – for some interviews this would result in a job rejection (but the career professional may not of enjoyed working within this culture) or a job offer (and is likely to excel)
Saying that, though, there is a couple of common mistakes applicants make during the job interview; the common no-no’s during a job interview:
Don’t talk about salary until an employer brings this up
Don’t put up barriers by stating that there is an expectation to work out a long notice period
Don’t ask personal questions unrelated to the job sector or company
Job Interview Advice – How do you make a good impression during the interview
Likeability is the key to interview success
A confident self-promoter, research shows, is more likely to gain employment then a quiet applicant who easily self-discloses weaknesses.
Each Interviewer asks different types of interview questions. A good rule of thumb when answering any job interview question is to state, confidently, that you have the required skill or experience
“In my last role this was one of my main duties…”
Second, give an example “an example of this was….”
And finally create a summary “to end I have 6 years experience of (skill)..”
Job Interview Advice – How to prepare for the job interview
Job interview preparation is key to a successful career.
Once an applicant has been invited to the interview, it is the employer who will start the interview, often by making small talk (to relax the applicant)
Applicants need to be polite by introducing themselves to the other interviewers.
The applicant, to come across well at the interview start, can create a conversation by asking the interviewer questions rather than just answering their questions.
It is important at the interview start to communicate with confidence, discussing sector-related information as this creates a positive interview identity.
Job Interview Advice – How to be more confident in a job interview
Applicants can use mind tricks to increase confidence
Imagine a positive interview where everything is going well. By imagining a confident version of yourself creates the feeling of confidence
Remember industry-related successes to remind yourself of your high level of sector skills
Stand with confidence as the mind-body connection makes you feel confident if you stand with confidence
Job Interview Advice – What common mistakes do people make in a job interview?
There are 3 key mistakes applicants make who constantly fail in job interviews. These interview mistakes are often unconscious but have a terrible effect on the outcome of the job interview
Self-discloses weaknesses, past mistakes and negative traits without being promoted by the interview panel
Talk to quickly (and therefore not understood) or say to little (and not hit the job criteria resulting in a low scoring answer)
Makes no effort to build likability or rapport with the employer
Job Interview Advice – How does a structured interview work?
Each applicant, in a structured job interview, is asked the same 10 job interview questions. The question, recorded on an interview scorecard, comes with a scoring mechanism, often a score of 1-4.
The more job criteria a candidate states the high a score they will receive, with the highest-scoring applicant being offered the advertised role.
Probation officers work with a caseload of offenders to support each of them to make better life choices to reduce reoffending.
Probation officers can work in the community, in the courts or within prisons. Each probation officer is tasked to work collaboratively with the police, prison service, social services, housing agencies and a range of professional agencies to create a supportive program that will reduce reoffending.
To be successful in a probation job interview, applicants need to showcase a range of skills and qualities from interpersonal skills to teamwork, from case management to report writing.
During a probation officer job interview, applicants will be asked to give evidence on how they meet the job criteria. Each ‘essential’ job criteria for a probation officer will be discussed and challenged through a number of job interview questions.
Due to the complexity of work that a probation officer has to undertake, and therefore highlight in the interview, the applicant needs to prepare and practice the most commonly asked job interview questions.
Why have you applied for a probation officer position?
To be a probation officer you will either have a Professional Qualification in Probation (PQiP) – this is an industry recognised probation officer qualification and/or a number of years experience working with ‘challenging’ behaviors.
When explaining why you have applied for a probation officer role, the applicant can first state their level of knowledge and experience “Last year a passed by PQiP and have been working with ex-offenders as part of a local initiative…”
Follow up the opening statement by giving an example of relevant skills: “When working on X project, I was responsible for (case management, effective decision making, working with offenders, etc)
And end the interview answer with a short summary “I applied to work with youth offenders, rather than adult offenders, because (reason)…”
What do you have to consider when case-managing a large number of offenders?
Case-management questions are asking about an applicants organisational skills.
Start with an example: “In my previous role I successfully managed a caseload of 55 ongoing cases…”
Next, state the skills and strategies that were used to ensure that all key tasks and duties were performed on time and to a high level of quality.
“When case managing, I found it important to utilize management tools. As an example of this I would manage by time by using X tool, this allowed me to A, B and C…”
In addition, applicants can explain a common problem relevant to case managing offenders and state the solution: “When working with X company, we found that 50% of offenders would not attend their 3rd probation appointment. To increase attendance on the 2nd appointment, that many offenders attended, I would (add strategy)…”
Why is accurate report writing important for a probation officer?
Any interviewer that starts a question by asking why X is important is telling the interviewee that this is a key duty/skill that is required for the advertised role.
At the start of the interview answer, candidates can reassure the interviewer by agreeing to the statement “I agree report writing needs to be accurate….” The agreement with the interviewer increases liking.
After the ‘agreement frame’ explains the reason why (the applicant) agrees with the statement embedded within the interview question: “…because the reports probation officers write can be used as evidence in a court of law….”
End the interview answer by stating the process utilized in previous roles “To ensure accuracy of my reports I (make notes, write the reports during a meeting, check and recheck accuracy, etc)…”
As one of the key duties of a probation office, this question is bound to come up during the job interview.
How would you risk assess an offender?
The risk assessment is based on two key; the risk of reoffending and the risk of risk of serious harm.
When answering the interview question, applicants need to show their understanding of risk management. Interviewees new to this sector need to discuss their knowledge base, while experienced probation officers can give a real-life example. Either way will help create a positive interview identity from an employer’s perspective.
Explain risk level, who is at risk, protective factors and how the applicant would go about completing the risk assessment – what evidence they would use?
How would you support an offender not to re-offend?
The re-offend question is the bases of the job role. There are many approaches and potential answers here.
In short, this question allows an applicant to discuss their unique selling point – the reason they should be hired for the role.
A strong opening answer can win the interviewer over “in all my previous roles I have been able to reduce the number of re-offenders on my caseload by an average of 30%..”
By stating a confirmation of ability, creates interest. Follow up this opening line by stating the process used to achieve the stated results.
“To lower the number of re-offenders I…….”
Examples could include:
“Help to plan the diary management of offenders with community orders, this simple strategy ensures offenders attend their agreed number of hours working in the community”
“I have a collaborative approach with external agencies to ensure the offender has all the basics; housing, benefits, medical care. This collaborative approach not only reduces the hours the probation service needs to put in to support an offender but also ensures an offender doesn’t feel they have to offend to survive.”
“My ability to be trust and rapport with an offender allows them to open up to me. This mentoring approach has been proven to help me find the underlying issues the offender has and therefore gain the offender the right support to help them live a normal life.”
Most career professionals will state that the job interview is the most fearful activity they have to undertake. They are wrong! In fact, more people fear public speaking above all else.
Therefore, the job interview presentation is twice as scary.
To help applicants to have interview success, the following interview presentation guide gives a step-by-step process, from the construction of the interview presentation to the delivery, designed to help interviewees pass the job interveiw presentation section of the job interview.
How to create a good interview presentation
Presentation preparation is key.
The 3 steps to create an interview presentation are:
Step 1 – know your audience
Step 2 – time your speech
Step 3 – plan your delivery
Know your audience
The first task for any public speaker is to know what to say.
Employers will send candidates a presentation brief explaining the duration of the presentation (often 10-15 minutes), the topic/presentation title (or questions that need answering) and any additional requirements (must use slides, add a Q&A section to the presentation).
Once you have the ‘rule book’ or brief for the presentation, the next step is to think about the audience. Interviews that require a presentation will often have 2-3 interviewers assessing the interview performance.
Remember – the interviewers will want the applicants to perform well, as they are looking to hire the best applicant for the vacancy.
When the candidate enters the room, the lead interviewer will confirm the duration of the presentation and any of the key rules (Q&A).
It is up to the interviewee to start and stop the presentation within the allocated time slot. The audience, the interviewers, will remain quiet throughout the presentation. This can be off-putting for some presenters, or a positive for others.
The interviewers use the presentation to test presenting skills if that is a requirement of the job role, or for most non-teaching positions, the interviewers use a presentation to check the applicant’s level of industry knowledge.
How many slides do you need for a 10-minute interview presentation
A commonly asked question for interview presentations is how many slides to during a 10 minute presentation.
The answer is as many or as little as you like. Not the best answer I know, but what the presenter needs to decide is what will make them a more confident orator?
Two possible choices:
Maximum slides – having 10-20 slides to flick through has one key advantage; data, information and prompts can be added to the slide deck helping the interviewee to stay on track during the presentation, increasing delivery confidence.
Also, additional slides moves the audiences eye contact away from the speaker and onto the powerpoint (a positive for anxious speakers)
Having a high amount of slides can be a negative as some speakers, especially nervous speakers, will be overwhelmed by having to flick through slides that are linked to the speech.
In addition, some speakers with a large slide deck will rely on the slide deck in preference of practice – a big no-no!
Minimum slides – the second option, therefore, is to have minimum slides (2-3 slides) This shows confidence and encourages all eyes to be on the speaker.
By being the focus within the interview presentation, rather then beautiful visual slides being the main focus, employers will increase rapport through the confident, well-rehearsed, delivery of industry-related information.
If, however, the present lacks confidence the all eyes on them approach can be daunting.
The number of slides required for a 10-minute speech.
Returning to the question. A good rule of thumb is 1 slide per minute. This allows enough verbal communication vs visual data to create a professional style speech.
Interview presentation structure
When preparing for an interview presentation, applicants will no doubt google ‘presentation structures.’ There is a wealth of knowledge online, with speaking structure advice stating ‘add an intriguing hook’ ‘start at the end’ ‘use storytelling’ and any number of suggestions.
For an interview presentation keep it simple (unless you are an experience public speaker).
The easiest speech stuck to adopt is a 3 step speech structure:
State what you will be discussing
Discuss the topic
Summarise what you have discussed
Remember, for most interview presentations you are not being marked on your oration skills, rather the interviewer is looking for sector knowledge and insight.
By stating clearly what the presentation will cover makes it easier for the interviewers to record the essential criteria during the speech, as they know that each section is about particular criteria.
In the main, there will be 3 key points that each interviewee will be trying to get across, with sub-point for high skilled complex job roles. Step 2, discussing the topic, is the most important part of the interview presentation.
During step 2 give examples, state facts and discuss any relatable sector knowledge. If the presentation requires the applicant to discuss multiple criteria break the tep into 3 sections “to explain (criteria) I will discuss A, B and C. A is when….”
To end the presentation, it is important to summarise what has been discussed. The summary remains the interviewers of the applicants sector knowledge and experience as well as making it clear that the presentation has ended ” to conclude…..”
Body language tips
Non-verbal communication is just as important as verbal communication during an interview presentation.
Just before the applicant speaks, a good speaking trick is to pick a spot, front and centre, on the stage and stand with legs shoulder width apart. Stay silent for a few seconds, then open the speech with a solid line without moving from the chosen spot – this comes across as confident.
Move with purpose
After the first line the speaker can ‘move with purpose.’ After saying a statement, the speaker can move across the stage before discussing the next point. During the movement the sides can switch to the next one in line.
This creates hits 3 speaking element; visual aids from the slidedeck, movement which helps keeps an audience engaged and a focus on the speaker when they have an important point to make, achieved by speaking when standing still.
Eye contact
Confident speakers have a natural ability to hold eye contact. When making a point look at one of the interveiwers and hold their gaze through the point being made. at the end of the point flick yoru eyes across the other interveiwers. On the next point pick a different interview to maintain eye contact with.
Holding eye contact increases rapport, as the audience feels part of the speech – you are talking directly to them. It is also hard for an interviewer to lose concentration when they are maintaining eye contact, keeping the interview panel engaged throughout the presentation.
Open gestures
As well as highlighting the candidate’s competency level, the interview presentation also increases or decreases candidate likeability. Likeability can be increased through the speaker’s body language.
Crossed arms is a sign of defensiveness.
Open gestures; palms facing the audience highlights friendliness.
Smile increases warmth.
Talking with hands shows confidence and reinforces the vernal point the speaker is making.
Hand covering mouth, or ear rubbing while speaking is a sign of deceit.
Stay calm during the interview presentation
Each year psychologist poll people’s biggest fear and each year public speaking ranks as the number one fear.
Being anxious in a job interview only ends badly.
Increasing confidence is relatively easy. First, you need to understand how the nervous system affects the job interview outcome, by setting off the fight or flight response;
The thought of failing increases the heart rate which sends a signal to the brain stating that you, the applicant, are in danger. Once the brain detects a threat, the fight or flight response kicks in.
The mind can only truly focus on one thought – if you imagine being confident in a job interview; seeing yourself as charismatic, charming and a great communicator, your emotions (through the mind/body cycle) will be in confidence mode.
List Interview Successes
Focusing the mind on interview strengths rather than interview failures, increasing job interview confidence. The same process is used for daily affirmations. If you repeat to yourself your strengths you will believe these to be true, therefore perform better in the job interview.
Interview Humour
It is well known that smiling increases likeability with an interviewer. But a second additional benefit comes from smiling – it relaxes you. Thinking of something humorous, or even laughing at the fact you feel so nervous when all you have to do is talk about yourself for 45 minutes, can be enough to make you smile, and therefore relax.
To help applicants pass job interviews, career professionals can take the job interview prediction test to determine their interview identity.
