Most job applicants fear the job interview. Some, who are highly anxious, will even go as far as turning down an interview offer due to excessive low confidence.
This fear is real. In fact, the fear of speaking in front of strangers or in public – also known as glossophobia, is the number one fear in the world.
The job interview can double the impact of glossophobia and many candidates put an ‘all or nothing’ association on the job they are applying for – “if I fail this job interview, I will always be stuck in a job I hate”.
An article on Psychology Today explained how confidence comes from experiencing achievement in a task. There more you are successful in a task the more confident (in that task) you will be.
Most people fear public speaking, job interviews, or talking to strangers because of a previous negative experience. The experience of failure increases anxiety and fear.
As an example, a job hunter will fear being invited to an interview for a job they truly desire because of a past memory: when they were asked to read out a text in front of their classmates in school or their first public speaking experience that ended in disaster.
The job interview should be easy. Interviewees are asked questions about something they know well – themselves. Job applicants’ confidence should be high. If an application has resulted in a job interview offer from one company, it should then result in a second interview from another organization. This means a failed job interview can be a learning point that will increase future job interview performance and the applicant’s interview identity.
These 7 ideas will help you improve your interview confidence and interview performance.
People buy what they like.
In the psychology of sales, the ‘liking principle’ is quoted as one of the key determinators in persuading customers to make a purchase.
It works through creating a likeability association. As an example, many brands will use celebrity endorsements to sell their products. Example: The audience likes George Clooney, so they will like a coffee brand if they see Clooney drinking that coffee brand in a TV advert – even though the audience knows Mr. Clooney was paid to star in the TV commercial.
Tupperware famously embedded likeability into the sales of its product. Rather than have their products in retail stores (they tried this approach and it failed) they created Tupperware parties. A host would invite friends and family round for a party and promote the Tupperware products. People purchased the products, not because they were good or they needed them, they made purchases because they liked the host – their friend or relative.
To improve your interview outcome, you can create likeability.
Likeability can start prior to the job interview. We know from recent data that 70% of employers check social media before a recruitment day. Create likeability through a second persuasion law – authority. If an employer views an applicant’s LinkedIn profile and the feed is filled with relevant industry insights, sector-related intelligence, and positive opinions the employer will create a halo effect that will have a big influence on the interview outcome.
Research has also found that commonality creates likeability. By disclosing information that highlights commonalities with the hiring manager a positive impression will be made. Commonality can include, well anything: same interest or hobbies, attending the same university, or living in the same town.
Which interview timeslot to choose
Timing makes all the difference. The interview timeslot allocation given to each interviewee makes seem unimportant. In fact, the timeslot can change the way an employer scores the applicant.
The timeslot is related to the hiring manager’s confidence in conducting the interview, the interview panel’s tiredness or alertness, and if you become the baseline applicant.
Research has found that the first interviewee becomes the baseline applicant – following interview scores for other candidates are influenced by the original scores given to the initial interviewee.
The final applicant of the day is often interviewed by a panel of hiring managers who are tired from a full day of recruitment affecting how they view the last interviewee. And post-dinner candidates are affected by biology – the process of digesting food affects a person’s decision-making processes.
It’s the second or third interview time slot around 10:30-11:00 that is the ideal interview timeslot.
What we see we feel
Whatever the mind focuses on the body feels. A person looking forward to a holiday, a networking event or a job interview will feel positive. Whereas someone who fears flying, is anxious about meeting strangers or someone who hates talking about themselves will have a negative response to a holiday, networking event, or job interview.
If what you imagine you feel, you can feel positive about a job interview by imagining yourself being successful in a forthcoming recruitment process.
To have a lasting impact, the process has to start with a relaxed state. Taking deep breaths or imagining being in a relaxed place; a countryside or peaceful beach helps to calm the mind and body. In this peaceful state imagine by relaxed during a job interview, then imagine being confident in a job interview, and final imagine being charismatic in a job interview. Make each visualisation vivid; see yourself confident, hear yourself being confident, and feel confident.
The repetition of the visualisation creates new neuro-pathways that create a positive association: job interview = calm and confident.
The hands have it
A little technique to help improve the first impressions is to manipulate the hands.
Anxiety kicks off the fight or flight response which sends oxygen from non-virtual parts of the body (hands and feet) to essential organs. The redirection of the blood cells leaves hands feeling cold and clammy.
At the initial introduction, where a welcome handshake is expected, the first impression is weak as a damp and cold handshake has a negative unconscious bias.
To be viewed as confident requires a warm and firm introductory handshake. When you arrive for the interview, either accept a cup of coffee (and wrap your hands around the warm cup) or visit the bathroom and hold your hands under the warm water for a few seconds, to warm the hands.
Turn off your phone the night before
One sleep study showed how using your phone three hours before you plan to go to bed can disrupt your sleep.
In addition, many people charge their phones overnight in the bedroom. If the phone is left on small LED lights will be on display. The brain is trained to stay more awake when there is light. Charging the phone in a different room, and having thick curtains to cut out any streetlights allows for a deeper sleep.
Deeper sleeping restores energy, increases blood supply, and improves cognitive ability. All this helps the brain to respond to tricky interview questions.
Create high status
How we view ourselves, as high or low status, is leaked through our language. The language used in a job interview is subconsciously filtered by the hiring manager creating a ‘gut feeling’.
As an example, a low status would use weak language such as ‘try’ – ‘I would try my best’ compared to a high-status person who uses assertive language ‘will’ – ‘I will achieve the task’.
One experiment found that writing a letter to yourself that assertively states skills, strengths and abilities increase self-worth, creating high status. The letter must use positive language, be true, and be assertive.
Get good at asking questions
The tip to improve a job interview outcome seems a little odd, it’s to be good at asking, not answering questions.
Obviously, in a job interview, the ability to confidently communicate competencies within a job interview answer is essential. But what makes a person stand out is their ability to ask the interview panel questions.
Questions create a conversation. Conversations improve likeability. Likeability, or rapport, increases job offers.
Also, the ability to ask questions relaxes the interviewee and helps them to clarify the required content of the interview answer.
At the interview start, the applicant can ask the interview panel questions about their day or the company.
During the questions, the candidate can ask for specifics to generic questions and can ask the employer’s opinion or an aspect of the interview question.
Towards the interview end, the employer will allow the interviewee to ask any questions to help clarify the company culture and job role.
Asking questions shows confidence, and confidence is a quality that all employers want staff to possess.
Questions, or their answers, also allow the applicant to decide if the employer is one they want to work for.
Technical interview to check a candidates competencies – this may include practical tests
Group interview and/or values interview to review suitability/company culture fit
Final interview for shortlisted candidates
A large number of career professionals on platforms such as LinkedIn express their concern over the high number of interview rounds – or ‘hoops’ they are made to jump through to secure a job offer.
So, why do employers have multiple interview rounds?
From the employers perspective, when paying a high salary for a highly skilled role, the hiring manager needs to ensure they recruit the right person. Often a single interview gives an indication of a persons suitability but doesn’t always highlights the individuals temperament, skills, knowledge, work-ethic, and values.
For low to medium skilled roles, most employers will have one or two interview rounds. For leadership positions, high-skilled roles, technical jobs the recruiters must hire someone who can add value, this requires a more in-depth recruitment process.
What does a final job interview mean?
Research shows how the top three candidates in a job interview will only have one or two points between them – the structured job interview is a close run thing.
Having such a close match can result in the interview panel being influenced by an unconscious bias. Rather then being forced into a decision, the recruitment team, often led by a human resources hiring manager, will invite the top performing interviewees to a final interview.
The final interview means that all the candidates are employable, they all meet the essential criteria and can add value to the team.
Only three to five applicants are offered a final interview round. This shortlist of candidates will all hold relevant industry qualifications , many years of sector experience and the confidence to delivery high-scoring job interview answers during the recruitment process. In short, they have a strong interview identity.
Competition, therefore, is high in terms of quality but low in terms of quantity – as the weaker candidates have already been dismissed.
Interview Specifics:
Can you demonstrate the relevant knowledge and experience to pass a final job interview?
Do you give detailed examples?
Do you state measurable data during examples?
Do you reference industry models and theories?
Do your answers meet the job criteria?
Are you a self-promoter?
Are your answers delivered confidently?
Do you use an excessive number of filler words?
Does your unique selling point stand out during the interview?
Check the average pay for your job role.
How to prepare for a final interview?
The biggest mistake most career professionals make during a final interview is not repeating examples from previous job interview rounds.
For all rounds, the job interview panel must score applicants based on the answers given in that interview round. Remember that each interview round maybe conducted by a different interviewer.
Not that all previously used examples will be needed. Each employer has their own way of conducting a final interview.
Some employers, will ask similar questions throughout all the interview rounds (worded a little different) to check that the applicant does possess the required skills and knowledge for the job vacancy.
In this approach, the final interviewers – often trained HR and senior leaders will ask more specific interview questions looking for data and evidence that they can measure.
As an example:
Interview round 1 question: “Tell me about a time when you worked with stakeholders?”
Interview round 2 question: “Tell me about a time when you had to influence a stakeholder?”
Interview round 3 question: “Give me an example of when you have influenced a senior stakeholder to overcome an objective on a collaborative project?”
Interview round 4 question: “Explain the specific steps you took to get a stakeholder with an objective to a project to agree with a proposal you had created?”
In other organisations, the final interview round will be focused on added value. The interview questions maybe open, even informal, to understand how an applicants experience will make a difference in the current team, on a project, and/or to achieve the company vision.
The employer is looking for:
Unique selling points
How an (experience) can be used to improve production or output/increase profit
What industry related knowledge can help progress the company
Specific skills and how they can be used to influence the workforce/achieve an objective
How the (applicant) can raise the bar
Final job interview tips
By the final interview stage, the employer has a high opinion of the candidate. The opinion must be reinforced.
This is because employers value confidence. A self-assured employee gets things done. Humans also associate other positive personality traits to confident people. We believe they are hard-working, skilled, knowledgeable, and that they possess good personal skills; communication, listening, teamwork.
To be viewed as confident:
Be assertive with your communication
Use the power of a pause – don’t rush your answers
Add characters and storylines to your examples – entertain as we as explain
State researched information about the company within the interview answer
Be a master of the basics; eye contact, positive posture, power voice
Be ready to answer scenario interview questions.
Employers recruit for a reason – there is a recruitment to gain a person with the knowledge and experience to achieve a key objective.
The final job interview often focuses on the candidates abilities to achieve these objectives. The questions asked can be both open or closed:
What do you know about X?
What would be your 5 step plan to achieve (objective)?
We are facing a (barrier) who would you turn this around?
Describe the operational plan, over a 5 year period, you would implement to achieve (objective)?
Tell me more about that?
The employer leaves it to you!
In the final interview, don’t wait to be asked follow up questions. If questions are ambiguous:
Tell me more about that (often used in informal job interviews)
Describe your leadership style
Give me an example of success
It is up to the interviewee to provide the detail. Research shows how the higher number of words per answer often results in a high number of job offers.
Give detailed and specific answers as this increase word count. This can be achieved by:
Talk about the pro’s and con’s of a situation, management style, product, machinery, process
Use multiple situations in answers. As an example, to answer a ‘leadership style question’ talk about using different leadership styles in different (sector related) environments
State a theory or model and give an example of the theory/model in use
Embed short metaphors and examples into a longer example, ensuring their is a golden thread
Create a conversation.
Dont wait until the end of a job interview to ask the employer questions about the company.
Ask questions throughout the recruitment process and use the answers to give your own suitable replies. As an example if, by asking the interview questions, it is clear that the company value innovation, ensure you reference times you have been creative and innovative.
Mirror the language an employer uses; build on their metaphors, copy jargon and acronyms. By using a similar level of language a stronger level of rapport will be built.
Final job interview questions and answers
Final job interview question: Tell me what would you do in the first 3 months of working for the organization?
The interviewer here, is checking that the applicant is a self-motivated individual who can get things done.
Explain:
Understanding the vison/project brief
Planning for risk
Reviewing budget spend
Team motivation
Taking action
Being results driven
Final job interview question: How will you motivate the team to achieve the objective?
A leader creates a vision that the team work to achieve. The two parts vision and action(s) come together by ‘motivation’.
Discuss:
Different leadership styles
Staff motivation models
Operational plans
Previous examples of motivating teams
Final Interview Questions: What problems do you foresee?
Nothing is streamless in the world of work.
All managers, senior leaders and project managers can predict and manager risk. To answer the ‘problem’ question:
State potential problems
Discuss risk management models
Give solutions to common industry problems
Explain reactive and proactive approaches
Talk about risk budgets
How competitive is a final job interview?
Final job interviews aren’t competitive in terms of numbers.
The average number of applicants per vacancy is around 250. The average number of interviewees for each role is 8-10. The average number of final interviewees is just 2.
The two final interviewees will be highly skilled, knowledgeable and experienced. In these terms competition is high, because both job candidates are equally matched.
Often, the job offer goes to the candidate who has best prepared, and therefore the most confident in delivering high-scoring interview answers.
For a final job interview, high scoring answers are the answers that give specific and measure data that highlights the candidates competencies relevant to the job criteria and beyond.
In years gone by having a degree open the doors to a new career.
In more recent times the number of people attending university has risen meaning having a degree alone isn’t enough to secure an entry level position.
One study precited that ‘the number of young people aged 24 to 34 completing a tertiary degree across OECD and G20 countries is expected to increase to 300 million by 2030, up from 137 million in 2013‘
This is because the data shows that having a degree will:
Increase your chances of employment
Help gain a high-skilled job role
Increase earnings compared to non-degree employees
An entry level job role is a the starting position on the career ladder. Employers, in the main, will create an entry level position with additional support, training and mentoring to introduce the new employee to the word of work even though they lack industry experience.
With an increase in degree level applicants an increase in competition has become common, with job offers going to the candidates who perform best in the job interview.
This article will explain what a graduate can do to pass an entry-level job interview.
How competitive is an Entry Level job interview?
Interview Specifics:
Can you demonstrate the relevant knowledge and experience to pass a Entry Level job interview?
Relevant qualifications
Any sector related experience including placements, internships, and work experience
Personal skills and work ethic, related to the job role
Knowledge of industry related model and theories
Being a life long leaner
Commitment to organization as they invest time and money into the graduate
Skills gained from being a graduate
Any unique selling points
Check the average pay for an entry level job role.
Job offers are given to the graduate who is viewed by the employer as being the best fit. This means the way a candidate is perceived by the interview panel, the applicants interview identity, which is based on their perceived level of knowledge/experience vs their level of confidence, is an important aspect of the hiring mangers decision making process.
In fact, the applicants interview identity for an entry level position is important for a second reason. On average, all the interviewees will have a similar level of qualification (the sector related degree) and therefore a similar level of knowledge.
Each candidate, in the main, wont have in-depth experience of recruitment processes, so will be nervous during a job interview. And most will have equal work experience and/or placements.
In short, an entry level job interview is a level playing field. That means the interview performance can be the difference between or job offer or job rejection.
Job Interview Questions and Answers for an Entry Level Job Role.
Most employers adopt an informal job interview process for an entry-level job role. This is because, in many cases, the candidates wont have enough experience to answer behavioral job interview questions.
An informal job interview is a 30-45 minute job interview where the employers ask several planned job interview question that create a conversation, before asking follow up question depending on where the conversation is leading.
Whereas, a structured job interview – the most common type of job interview will ask the same questions to all applicants, with no ad-hoc follow up questions.
Entry Level Job Interview Question 1 – why did you apply for this position?
Before planning the answers to interview questions, it is wise to first think about the interview environment.
Has the employer requested a virtual or a face to face interview? Tips for a virtual interview can be found here: Online Job Interview Advice
The most commonly asked entry-level job interview question is the ‘why this position?’ question, sometime framed as ‘Tell me about yourself and whey you applied for this role?’
Unstructured job interview questions are often ‘open’ allowing the interviewee to discuss anything they think may be relevant.
Two mistakes graduates make is either 1) not giving enough information and detail, or 2) discussing experiences and skills irrelevant for the advertised position.
To answer the initial opening question discuss three key elements:
Your character
Your journey
Your reason for applying
“I have always had a passion for (industry) this is due to (give reason). What I particular interested in is (give a specific element of the job sector that you care about). My experience (in university studying an X degree/working in job sector) has given me an in-depth knowledge on (job sector criteria) as an example (state 1 or 2 job sector relevant data/knowledge)
I recently completed my (qualification) at (university name) where I (give selling point: achieved a 2:1 or had a work placement at (famous company). In addition to studying I also (describe relevant work experience gained)
People describe me as a (name three qualities). This is because (give reason for the character reference). The reason I applied for this position is because of the company reputation. I am looking to work for an organization that (add facts about the company) which is why I want to work here. I was also impressed with the company vision (state company vision) which is something I also deem important”
Entry Level Job Interview Question 2 – how do you develop yourself?
Employers understand that entry level employees lack sector knowledge and industry experience.
The reason for the lower waged than a more experience career professional is due to the fact that the employer will train, mentor and support the graduate in the position.
Hiring managers are looking to recruit staff members that are life long learners. Technology, politics, customer demand, globalization, among other things, are the drivers of change that evolve each industry.
In time gone by these same drivers of changed happened, but at a slower rate. The fast pace rapid sector changes require a flexible workforce who can absorb new knowledge, changes in industry policy and quick adopt to new ways of working.
On a smaller level, a graduate new to the world of work needs to have the ability to pick business-as-usual tasks and job duties quickly. Over a 3 year period, an entry level employee will learn the same level of knowledge as they did during their degree course.
In short, employers need applicants to demonstrate they are keen on professional development and learning.
“I’m a life long learner who values personal and professional development. Over the past three years I studied for my degree where I gained a (qualification level). As well as attending the lectures, I also decided to improve my sector knowledge by (add any additional studying; attending online courses, watching additional lectures on YouTube or attending study groups). Because I have a clear career direction, I also applied for and gain a (part-time sector job, placement, internship, etc) where I learned about (describe a sector related knowledge).
Because I value development, I often reflect on my strengths and weaknesses and attend short training courses to improve skills and knowledge. Recently I felt I could do with improving a (soft skill) as I knew this skill would be important when (completing a job duty) so I attending a (course) which helped me to (course objective).”
Entry Level Job Interview Question 3 – what can you bring to the team?
The informal job interview is designed to get to know the applicant.
The goal of the informal interview is to find out what the candidate can bring to the team and if they would work well within the company culture, which is why many employers directly ask ‘what can you bring to the team?’
To answer the interview question well, a candidate must remember the tree rules for a successful job interview outcome:
Identify the job criteria – the skills, qualities and experiences an employers deems relevant for the job role
Be a self-promoter – detailing experiences, explaining knowledge and using self-promoting language
Communicate with confidence – delivering interview answers in a clear, concise and confident way
One barrier to gaining a job offer is the relevance of a job interview answer. Some applicants will give detailed and self-promoting answers but still struggle to gain a successful job interview outcome.
The reason is the content of the interview answer. By identifying the job criteria (knowing what the employer is looking for in a new team member) helps to craft an answer that references the job criteria.
“The three key elements that I can bring to the team are X, Y and Z. I’m am highly skilled at X, which means I can (describe how being skilled in X will be a benefit to the organisation). My key strength is Y. As a team member I can use this strength (to gain a positive outcome). And finally, being highly knowledgeable about Y can help in (describe a future scenario where the knowledge would be of high importance).”
Entry Level Job Interview Question 4 – tell me about your course/degree?
The trap, most entry level applicants, fall into when asked a question about their time at university is that the interviewee will simply describe the duration of the course, the course content and their opinion of the degree.
What an employer is really asking is: ‘what skills and knowledge did you gain from studying a degree and how will those skills and knowledge help you in this job role?’
Again, as with all job interview questions it is important to first identify the skills, qualities, and experiences and employer deems to be important and then to reference these throughout the interview answer.
“What I really enjoyed about the course was how it improved my knowledge in (a specific area). As an example, I know have a level of understanding about (technical element of the job role) that would be of great use when (describe relevant work-based scenario). I also have a great knowledge based of (describe three additional knowledges).
Throughout the course, I also able to recognize and build upon some of my skills and qualities. In particular, one of my key strengths is (add strength). On the course I (describe a situation/problem). To overcome this barrier I (state three actions took, describing in detail how yo use your strengths, skills and qualities). This resulted in (state a positive outcome).”
Entry Level Job Interview Question 5 – what were your favorite classes and why?
The ‘favorite classes’ job interview question is asked as an alternative to the ‘tell me about your degree’ question. It is mainly asked in apprenticeship job interviews.
The format of the interview answer is the same for both questions – a focus on how a particular class or classes gave the interviewee the skills, knowledge and experience relevant to the job role.
The above interview answer template can be tailored for both questions.
Entry Level Job Interview Question 6 – what do you like to do outside of university/work?
Businesses complete risk assessments on all aspects of the business, including recruitments.
Hiring a highly experienced and qualified employee is deemed as low risk, as the cost of recruitment vs the experienced gained is viewed as beneficial.
The risk of recruiting a graduate with no industry experience and therefore no way of knowing how the react the pressure of a job role, how they work within a team and their work ethic is viewed as high risk.
In addition, employers spend time and money to support and develop entry level employees. The pay off, for the employer, is that they get to train the new employee to work in a way that suits the culture of the organization.
But culture fit also depends on an applicants personality. By asking ‘what do you do outside of work?’ is an indicate to that persons temperament.
Stay ways from answering the question with anything to do with:
Drinking
Staying in bed
Parties
“I like to make the most of my time. I spend a lot of my evenings exercising, going for short runs, walks and doing yoga. Exercise is one of the best ways to stay fit and healthy but also helps to build a positive mindset.
I mentioned previously that I enjoy professional development. I am currently applying to attend (short course) that will teach me (state course objective).
I also enjoy (describe hobby). What is interesting, even though the hobby doesn’t directly related to the job role, is that this hobby helps me build up (a skill) that can be used when (job duty).”
Entry Level Job Interview Question 7 – 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.
What will the first few weeks as an entry level employee look like?
How would you describe the team?
What have previous graduates gone on to do in your company?
Why do you proactive employee graduates?
Do you offer training for new employees?
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.
A third of retail staff are under the age of 25 and over half are part-time employees. This role attracts both students, looking for a part-time income and full-time retail staff looking for a career in retail.
In the main, the larger retail organizations have an ongoing recruitment campaign and like to hire a diverse workforce.
Due to the time spend on recruitment, many employers deliver short informal interviews that are designed to check a applicants work-ethic, attitude and personal skills.
This article will list the commonly asked interview questions for a retail position, and explain the best way to answer each question.
How competitive is a Retail job interview?
Interview Specifics:
Can you demonstrate the relevant knowledge and experience to pass a Retail job interview?
Customer service skills
Communication skills
Numeracy and literacy
Reliability
Flexibility
Teamwork
Till/handling cash experience
Stock rotation knowledge
Sales techniques (for some roles)
Check the average pay for a Retail job role.
Retail job interview questions will vary from one retailer to the next. As an example a food retailer will ask about stock rotation and food hygiene awareness, whereas a clothing company will focus their interview questions on personal skills – being helpful, smart in appearance and communication skills.
One – identify the skills and experiences each retailer requires you to possess
Two – be a self-promoter by highlighting customer service skills, reliability and your work ethic
Three – communicate confidently. In retail communication and customer service is a key skill. The whole of the job interview is an assessment of how you come across to a potential customer.
Job Interview Questions and Answers for a Retail Position.
To pass a job interview for a retail position is relatively easy.
Employers don’t ask tricky interview questions, they are rarely ‘scary’ and in the main try to create a relaxed environment to help the interviewee to open up.
At the bottom line, the interviewers want to get to know the potential employee.
The barrier here then is the number of applications each employer receives, which is much higher then the number of job vacancies.
To pass a retail job interview, it is important to predict the interview questions and practice the delivery of the interview answers.
Mock interviews help to practice an interview in full
Re-writing interview answers helps with memory
Talking in slower pace (as interviewees then to speed up due to nervousness) helps the employer to record your experiences and skills
Below is a list of retail questions and an explanation of how to answer each question.
Retail Interview Question 1. Tell me a little bit about yourself?
In all retail job interviews, the hiring manager will ask a generic opening question:
“Tell me about yourself?”
“Do you have any retail experience?”
“Give me an overview of your relative experience?”
The idea with asking a generic interview question is for the interview panel to get to know the job applicant, while at the same time getting them to open up.
By talking about oneself often gives confidence to the candidate, which helps later in the recruitment process when the hiring manager will ask more specific questions.
Employers will make a hiring decision based on the interview answers each candidates give. For a retail job role, the employer using a applicants retail/customer service experience as well as their personality/confidence to create an opinion.
“I have worked in (retail/customer service) roles for ‘X’ number of years. I really enjoy the (state a positive challenge) aspect of the role.
One of my key skills is (add retail related skilled IE customer service, sales, problem-solving) an example of this is when I was working as a (job role) at (company). A customer (describe action) to help get a positive result I (describe actions). The outcome was (positive outcome)
People describe as (list qualities). In my last role I was known as the employee who would (add quality; arrive on time, help customers, go above and beyond).
I am currently (studying full-time/looking for a career in retail) and I applied for this position because of (reference a positive aspect about the company)”
Retail Interview Question 2. Why did you apply for a job with our company?
Retail managers know that there is a vast amount of retail job roles, all with varying pay and conditions, available for people to apply for.
With this in mind, a high number of hiring managers will ask the reason why a candidate is applying for their vacancy rather then another.
The reason for this interview question is due to staff retention. The longer a staff member/retail team work for one company the more skilled that team will become (as well as saving on recruitment cost).
Don’t answer the ‘why us’ question with any of the following reasons:
Financial
Near to my home
I just need a job
Don’t know
Instead create an interview answer that highlights how the company values, vision and culture appeal to you.
Interview Answer Template.
“When I started job searching I saw a high number of retail vacancies, but when I saw that your company was advertising I knew I had to apply.
What I like about your company is the fact that you (add a company value/vision). This is something I can relate to. I also am passionate about (add a passion that relates to the company value/vision).
I also like where the company is heading. When I was researching the organization I read how you are (add a recent quote from a media source) I think this is a great idea as more people are (give a future action related to the quote IE shopping online).
One of the main reasons I applied for the role, is because I shop at your company and I love (the products/the way customer are treated/the environment)”
Retail Interview Question 3. What does customer service mean to you?
Customer service is a fundamental part of any retail job role.
Retail employers always ask a customer service related interview question:
“Tell me about your customer service experience?”
“What would you do if a customer did X?”
“Give me an example of going above and beyond for a customer?”
An article on Salesforce talked about the 8 principles of customer service:
Teamwork
Listen and share
Friendly
Honest
Improved empathy
Deep product knowledge
Timeliness
Improving processes
One way to answer the customer service interview question is by stating what makes good customer service and then giving an example of delivering excellent customer.
Interview Answer Template.
“For me, customer service is the key part of my job role. Good customer service includes being a great listener and communicator, while being able to build rapport. It is also about being a time-sensitive problem solver and looking at a customer problem from their viewpoint, and most importantly its about helping to create loyal customers.
I have always had a natural ability to give great customer service, as I am a natural peoples person. An example of this was when I was (describe a situation), to help the customer I (add 3 steps: Listened to the issue, discussed options and used my personal skills to get a positive outcome)”
Retail Interview Questions 4. How would you handle a rude customer?
Helping a pleasant customer is easy, they ask for help, help is given and everyone is happy.
On the other hand, having to deal with an angry, rude or disruptive customer is much more difficult.
In fact, the whole reason that customer service is the hot topic in retail job interviews is because of the fact the employers need to hire retail staff that can respond professionally to any customer service situation.
An article on MindTools explains 5 steps to dealing with a rude customer:
Stay calm and don’t react
Don’t take it personally
Listen and apologise if needed
Stand firm
Solve the problem
Interview Answer Template.
“I have helped many rude customer in the past. I don’t get affected by a rude customer as I don’t take the rudeness personally. I know that many customer s act rude because they are frustrated and once they see that I am willing to help them resolve their issue, they will calm down, often applogise and become helpful.
An example of helping a rude customer is when I worked at (company name) and a customer was angry because of (state issue). First I stayed calm and listened to their complaint without interrupting. I then summarised their problem and asked what outcome they wanted. I then though about two options (describe options) and asked the customer a few questions to help them decide which option was best. By being calm, patient and by wanting to solve their problem I was able to get a customer, who initially was rude, to leave a positive comment on a store feedback card.”
Retail Interview Question 5. Do you work well within a team?
A retail store is a well oiled machine.
All the various cogs; shelf-stackers, cahiers, cleaners, security guards, customer service desk, buyers, warehouse staff, etc, etc work together to display products that customers want to buy.
The team collectively works well when all team members embrace being team.
Many retail company’s will create a team culture through teambuilding activities, team meetings and highlighting team achievements.
In a retail recruitment process, the hiring manager isn’t just looking for a skilled worker they are searching for a team player.
The best answer to give is to share an example of teamwork in action. When sharing a teamwork example it is important to explain the problem the team were facing before the candidates shares what actions they took to help the team achieves its goal.
Interview Answer Template.
“I really enjoy working within a team. I like that everyone helps and supports each other to achieve a common goal.
An example of me working within a team is when I worked at (organisation). The team had to (achieve an objective) but the problem was (describe a barrier the team faced).
The team didn’t know what we should do, so I suggested that everyone should share an idea. We all did, and that led to a natural discussion. I took the lead and asked my team mates for their opinions on the ideas and before long it was clear that we all wanted to try a particular suggestion. We the divided up the jobs, I was responsible for (task) and went to work. By the end of the (day/project/task) we had (positive outcome).”
Retail Interview Question 6. 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 new staff members?
What are the busiest times of the year?
How would you describe an average day?
How would you describe the culture of the company?
How many staff work full time and part time?
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.
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.”
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”
The employer’s decision-making process is influenced by the applicant’s perceived level of knowledge and experience vs their level of confidence – the candidate’s interview identity.
Confidence is presumed by the interviewee’s body language, posture, walk, handshake, eye contact, and communication skills.
Therefore the initial impression, when the employer first meets the interviewee, is a key moment.
A confident first impression based on the appearance of an applicant, prior to answering any job interview questions, is an unconscious bias.
Biases act as an initial filter. At a basic level, the bias creates a likeability filter. If an employer has a positive opinion of the applicant, based on their confident initial impression, the interviewer will subconsciously search for evidence to back up their belief.
In short, utilizing confident body language encourages the interviewer to see the applicant as a potential team member.
A second gain to having confident body language is the body-mind cycle.
The mind-body cycle works by a person’s stance, confident or nervous, sends signals to the mind – I am feeling confident or nervous, which creates positive or negative thoughts: “I am going to ace this job interview” or “I am going to fail!”
The negative or positive thoughts, cycle back to the body reinforcing the confident or nervous posture – the applicant will stand more confident; head held high, should backs, good eye contact. Or more nervous; head hung low, arms crossed across the body, shaking legs.
The new reinforced body language sends a reinforced message to the mind, starting the cycle all over again.
Research shows how a confident interviewee will:
Actively promote themselves
Use positive and enthusiastic language
Give longer and more descriptive interview answers
Confident Body Language
The body can be broken down into four parts; the head, arms, torso, and legs.
Actors look confident when on stage.
One technique used in the acting world, to help people with poor posture, is the Alexandra technique:
Stand up
Imagine a piece of string going through your body and coming out the top of your head
Imagine someone pulling the string, so it pulls your body up until you are on stood on your tiptoes
Allow the string to relax, so you land on the balls of your feet
This ends with a straight back and an assertive posture
Head confidence
Microfacial expressions give away internal emotions. In the book, Emotions Revealed, Paul Ekman explains the 7 universal micro facial expressions:
1. Sadness – narrowed eyes, eyebrows together, down-pointed mouth, and a pulling up of the chin
2. Anger – lowered eyebrows, tense lips and eyelids, and wrinkled forehead
3. Contempt – single raised corner of the mouth, a slight tightening of the eyelids (sneer)
4. Disgust – raising of the upper lip, narrowed eyes, wrinkled nose, and narrowed eyebrows
5. Surprise – dropped jaw, relaxed lips and mouth, widened eyes, and slightly raised eyelids and eyebrows
6. Fear – eyes and mouth open rather widely, eyebrows raised and nostrils flared
7. Happiness – raising the corner of lips and cheeks, narrowing eyes to produce “crow’s feet” on the outside of each eye
An interviewer meeting the applicant for the first time will subconsciously register the interviewee’s emotions via fleeting micro-expressions.
Some research explains how a judgment of an applicant’s intelligence is based on the candidate’s face and expressions, with a narrow face, with a prominent nose being viewed as an intelligent face.
At a more basic level, a candidate with low self-esteem will often break eye contact quickly and look towards the floor, as they feel under pressure. In addition, nervous candidates are known to frown or scowl.
The lack of eye contact and the frowning and scrawling of an anxious person is an invisible wall to building rapport.
On the other hand, confident career professionals create likeability through smiling, direct eye contact, and holding their chin up.
Arm confidence.
Fidgeting is a sign of worry.
Nervous candidates will disclose their anxiety by:
Putting their hands in and out of their pockets
Pulling at invisible pieces of cotton on their shirt
“Speech and gesture are integrated not only at a speaker’s thought conception, but also in perception; listeners integrate information from speech and gesture into a single mental representation.”
The Role of Gesture in Communication and Cognition: Implications for Understanding and Treating Neurogenic Communication Disorders
Hand gestures affect how the interviewer perceives the applicant. Interviewers aren’t trained to understand each gesture. Communication is subconscious.
Open hands are viewed as being open and honest
Hand over the heart is viewed as sincerity
Fist shows anger or frustration
When talking, people communicate with their hands. The gestures reinforce the words they are saying.
The emphasising of words with the hands helps the interviewer to picture the point of the communication, the story, or the message.
Gesturing unlocks tension, helping the mind-body cycle, and shows energy, passion, and enthusiasm.
The advice is simple; relax and allow natural gestures to communicate your communication.
Torso confidence.
The body speaks.
The torso is the main factor when it comes to body language, The central piece of the structure.
Stand up as straight as possible
Put your feet shoulder width apart
Put your arms down and relax
Keep your shoulders back – push your shoulderbaldes slightly together
Pull your stomach in
Place the weight on the balls of your feet
This type of stance increases the lung’s capacity for oxygen, a confident stance creates deep breathing.
In an article on uchealth, they say: “Deep breaths are more efficient: they allow your body to fully exchange incoming oxygen with outgoing carbon dioxide. They have also been shown to slow the heartbeat, lower or stabilize blood pressure and lower stress.”
Nervous people will often sit with a hunched-up body, which can be viewed as the nervous applicant being bored or indifferent.
When anxious, the candidate is in fight or flight mode. The shortness of breath is the body’s natural response to help save your life – the original design behind the evolutionary fight or flight process.
The feeling of a tightening of chest muscles, shortness of breath, and short rapid breathing from the top of the chest is how the body prepares your body to run or attack – oxygen is sent to the muscles.
Leg confidence.
As with arm fidgeting, leg fidgeting is a visible sign of feeling uncomfortable with the situation.
Leg fidgeting can include:
Tapping the foot
Swinging a leg (corssed over the second leg) up and down
Shaking legs
Famously, crossed arms across the chest, creating a physical barrier between the interviewee and interviewer, is known to be one way to protect oneself when feeling vulnerable.
Cross legs are the same. Nervous applicants will put one foot behind the other, crossing their legs for protection. With highly anxious candidates constantly changing which leg is on top – a secondary nervous gesture.
The direction of the feet, towards someone or away from them (and towards an exit) is a telltale sign of interest. We point the feet to where we want to go. If confident and interested in the interviewer, an applicant’s feet will point towards the interviewing person.
When nervous, the applicant will point towards the door or exit. Unless the seating area for the interview doesn’t a fontal exit area. In this case, the feet will point away from the interviewer.
Job applicants can use this knowledge, by checking the recruiter’s feet direction – towards them the applicant, or away from them, to get an insight into whether or not the employer has an interest in them.
To be viewed as confident, and to feel more confident, stand with legs together (a natural stance) with a straight back. To feel more dominant, spread the legs apart a little. When sitting, lean back in the chair, hold the head high with strong eye contact.
Overley confident applicants, the egocentric interview identity, will sit in a ‘figure of four’ with one leg on the floor, and the second leg crossed over the first at knee level creating the figure of four.
Whereas a nervous interviewee will ‘ankle lock’ placing one foot behind the other.
