A job interview is one of most stressful situations you can put yourself in.
This is because, most people, fear being the center of attention.
It is the fear of being rejected by the hiring manager that creates stress and anxiety. Job interview stress changes the candidate’s behavior which in turn creates a weak interview identity. Answers are weak, lacking detail and filled with an excessive number of filler words and weak language.
This article will explain how to handle job interview stress to create a strong interview identity that results in job offers.
Is a job interview a stressful situation?
Stress happens:
When we experience something new
When something unexpected happens
When we feel we have little control over something
All three stress activators can happen during a job interview. On the other hand, a well prepared career professional will feel confident if they:
Carry mock interviews and/or attend public speaking training – this reduces the ‘something new’ fear
Understanding the job interview process – this helps overcome the ‘unexpected’ fear
Humans are confident in familiar situations. Routine, processes, the norm, are all things that reduce stress. This is why some career professionals who are unhappy at work don’t search for a new job. The fear or something new outweighs the fear of the staying in an unhappy job role.
Do Employers Make the Job Interview Stressful on Purpose?
The myth that all job interviews are difficult, with employers asking awkward curveball questions designed to increase pressure on the applicant is just that – a myth.
Employers may asked: ‘how do you handle stress?’ for stressful positions, or ask problem solving riddles in engineering, IT or mathematical roles but for most advertised vacancies each job interview question will be based on the essential criteria for the job role.
In fact, employers will go out of there way to make the interview an ‘enjoyable’ or at least informative. Think about it, a recruitment manager is looking to hire the best person for the role.
All employers know that job seekers will be attending several job interviews over a short period of time, often with a rival company. It is in the employers interest to hire the best applicant.
If the employer did created an unnecessary pressurized job interview environment it is quiet likely that the 1st choice candidate will take the job offer with another, more friendlier’ employer.
Most employers use a ‘structured job interview’ process, by familiarizing yourself with this process will help you feel more in control and less stressed.
Reduce Job Interview Stress
Some well known basic stress reducers include:
Drink water
Eat healthy
Regular exercise
Learn to say ‘no’ as this increases assertiveness
List your skills and talents as positive reflection increases confidence
Use deep breathing or mindfulness to feel more calm and in control
Use a blackout curtains and a soundless room (no mobile phones, etc) to get a good nights sleep
Negative self-talk
Remove negative self-talk.
‘I’m not good enough’
‘Others are better skilled then I am?
‘I don’t have the relevant experience’
What you focus on you feel.
If you focus on negative statements you will feel negative. Instead focus on your strengths your skills, qualities and what you have to offer the new employer – your unique selling point.
Make a list of your key skill set
Reflect and record key experiences where your ideas, hard work or leadership resulted in a positive outcome
Re-read past appraisals and focus on what a previous manager liked about you
Perception
Perception creates or reduces the power balance.
Viewing the job interview as a life or death situation increases the body’s flight or fight response.
Breakdown what a job interview is. At the bottom level, the interview is you talking about you. And you are the expert on you!
View the interview as a meeting where you are teaching other people about what you have learnt; your knowledge, your experiences, and the techniques you have picked up to get a job done.
Reframing a job interview changes the perceived power balance. Being stress makes you feel you have no power, no influence. Feeling confident about talking about you makes you feel powerful, invincible.
Interview Questions and Answers
Repetition is the key to mastering a skill and practice creates perfection.
The more job interviews you attend (or mock interviews) the more confident you will be as an interveiwee.
This is true with any task. To be a good tennis player, play more tennis. Master chefing by cooking on a regular basis. Learn to speak a second language practice, make mistakes, and learn.
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.
The ability to confidently communicate competencies during the job interview will give the interviewee a significant advantage over other, less confident, applicants.
Highly skilled and highly experienced career professionals often fail job interviews due to stress created by wanting to be viewed as knowledgeable.
It is the fear of being rejected by the hiring manager that creates job interview anxiety. Anxiety, sometimes at a subtle level, changes the candidate’s behavior which in turn creates a weak interview identity.
This article will explain how to reduce anxiety during the recruitment process to help answer job interview questions confidently.
Are you worried about the hiring manager’s opinion?
Humans worry about employers’ opinions as they don’t want to be seen as incompetent. Someone who consistently worries about other people’s opinions can become depressed.
Belonging is hardwired in the human psychic, to belong is to be safe. The desire to belong comes from our ancestors, the hunter, and gathers. Back in time when humans roamed the earth competing for food with wild animals, humans needed to be part of a tribe to survive.
A group of hunter and gathers were stronger together, but if one of the tribe rejected their survival rate diminished. Tribes were created on shared beliefs, values and through the individual skills, each person brought to the tribe.
In the job interview, how an interviewee thinks affects their behavior.
Research into the recruitment of staff has shown how applicants with low self-esteem have an internal focus, worrying about the hiring manager’s opinion. Whereas, a confident candidate is externally focused – giving the same quality of answers no matter how the employer acts in the job interview.
The research shows how the more confident a person the less they care about the opinions of others because self-worth out powers the self-worry.
Eggs in One Basket
Caring about a hiring manager’s opinion increases depending on context.
The advice that an interview coach would give, is to apply for new roles while in a position you are happy with.
Being employed in a good job takes the pressure off during the recruitment process, as the belief that ‘if I’m not successful I still have a job I like’ creates a win-win situation.
The increased confidence gained from the win-win scenario has a slight change in the candidate’s interview behavior. Confident interviewees will:
Give detail examples
Share their opinions rather then looking to agree with the interviewee panel
Stand up for themselves
Be a self-promoter
Have an open conversation
Tell the employer what they want from a job
In most cases though, career professionals look for new positions because their current job role is one they now detest. Many interviewees are desperate to leave their current employer and/or are highly stressed.
The new job role is viewed as a ‘last chance’ with applicants saying ‘if I’m not successful i don’t what I will do!’
A last chance mind-frame has an effect on the candidate’s attitude, as they focus more on the employer’s opinions than focusing on showcasing their skills and experiences.
Employers hiring decisions are emotionally led, which means the psychology of a job interview plays an important part in the recruitment of new staff. This includes:
Unconscious Bias
The power of likeability
Prejudices
Commonality and rapport
The applicants language and word choice
Action – apply for jobs while in a position you love
Answering Interview Questions Confidently
The first task then is to have an external focus – a focus on the delivery of high-scoring job interview answers.
Low confident interviewees use generic statements:
‘I’m not good enough’
‘Others are better skilled then I am?
‘I have less sector knowledge than other people’
Limiting beliefs limit the possibilities of a successful job interview outcome.
To change a limiting belief requires challenge. Question the belief, look for evidence to the contrary, request specifics.
Ask specifics:
‘Not good enough of what specifically?’
‘Good enough compared to whom?’
‘Who are these other people?’
‘Which skills in particular?’
‘Name your own strengths’
Language shapes our reality. Challenging oneself (a technique used by career and interview coaches) changes perception. Perception creates confidence. Confidence creates a stronger interview performance. A stronger interview performance increases job offers.
The language used to describe an interview also influences an applicant’s interview confidence.
Some confident career professionals view the job interview as a:
Meeting
Discussion about their experience
An opportunity to find more out about the employer
The frame of an interview, a life or death situation (if I don’t succeed in this job interview I will have failed), or an opportunity (a chance to develop my career), changes the candidate’s approach to the recruitment process.
Interview Questions and Answers
Repetition is the key to mastering a skill.
A job interview – communicating high-scoring answers confidently, is just another skill. A job interview is essentially a public speaking engagement. Many people initially fear public speaking but become more confident once they practice their oration skills.
One of the biggest barriers to a successful job interview is the lack of practice. The fear of rejection creates procrastination, which can increase anxiety if the applicant suffers from imposter syndrome.
The more an interviewee predicts the job interview questions, craft high-scoring job interview answers, and practices the delivery style of those answers, the more they are likely to feel confident throughout a hiring process.
5 Steps for Practicing Job Interview Answers
Step 1 – Turn each essential job criteria into an interview question
Step 2 – Draft an interview answer for each question
Step 3 – Rewrite the answer by adding an example
Step 4 – Tweak the answer 3-4 more times embedding positive language
Step 5 – Practice, out loud, saying the answer as you would in a job interview
Pre-interview preparation can help to increase confidence. Some basic advice includes:
Stay hydrated drink lots of water prior to the job interview
Exercise on the morning of the interview
Use mindfulness or a positive visualization to feel more relaxed
The candidate’s mindset is key to building confidence. Self-worth increases self-promotion. Become aware of your skills, qualities, and experiences by:
Re-read passed appraisals and make a list of all the skills, strengths and qualities a passed employer has stated
List of the key project you have been part of – focus on what you did to make the project a success
Breakdown your personality – What are you naturally gifted at? How do you work best? What are your natural strengths?
It is important to remember the power play of a job interview.
In the main, the job applicants frame is that the employer has something they want (the job role) rather than the realization that the candidate has what the employer needs (that is why the employer is currently recruiting).
The candidate’s frame – how they view the job interview, changes how they perceive the power balance themselves and the employer.
The Formula for a Confident Job Interview
Confidence, therefore, is created by perception – how the candidates view the job interview and the number of hours of interview preparation.
Mindset x Practice = a confident job interview
If we summarize the above advice, to answer job interview questions confidently:
Create an external focus – a focus on the delivery of high-scoring job interview answers
Decrease the internal focus – worrying about the hiring managers opinion
Apply for jobs while in a position you currently enjoy as this releases stress
Challenge limiting beliefs by asking for specifics
View the interview as a conversation or meeting
Follow the three rules for a successful job interview and practice answering interview questions
Identify your own skills, strengths and qualities
Use meditation, exercise and staying hydrated to increase confidence
Remember the employer needs you more then you need them – be in charge of the power play of the recruitment process
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.
One of the most common questions an interview coach is asked, is ‘What questions should I ask the interviewer?’
In fact, more people search on Google for the term ‘interview questions to ask an employer?’ around 100,000 a month, than they do ‘tell me about yourself?’– the most commonly asked job interview question, which generates around 1000 search queries a month.
To help solve this query, this article will:
Explain if asking an employer a question(s) is important
Discuss when in the interview it is best to ask an employer a question
List questions to ask an employer
Should I ask the interviewer a question?
The all-important question is, do I need to ask a hiring manager a question?
Technically the answer is no.
Don’t get me wrong. Asking the employer questions at the end of an interview is a key part of the recruitment process. The asking of unique questions can help a candidate be remembered by the hiring manager.
More importantly, for the career professional, questioning an employer can help the candidate decide if the organisation and job role are the right fit for them.
First choice job applicants – a candidate who consistently receives job offers following a recruitment process, ask numerous questions about the job duties, company culture, potential advancement, and the realistic future achievements of the business plan.
The first-choice interviewee asks questions to check the employer’s suitability, not because the asking of questions to the employer is expected.
Many employers adopt the structured job interview process, as research shows that a structured job interview, compared to an unstructured job interview, is more likely to accurately predict the job performance of each candidate.
In a structured job interview, the employer will ask a set number of job interview questions, in the same order to each applicant. The interviewee’s job interview answers are scored against a set of essential criteria. Each interview answer is given point(s), on average on a scale of 1-4, and the highest-scoring interviewee is offered the advertised position.
The reason that asking the employer questions at the end of the interview doesn’t affect the job interview outcome is that the ‘do you have any questions for us?’ part of the interview doesn’t receive any points on the interview scorecard.
That means, if two people are equally scored at the end of an interview, and one asks 4-5 questions to the employer, and the other doesn’t ask a single one, the scoring allocated to be candidates will not change.
But….
The logical process of a structured job interview has a significant flaw. The human hiring manager is an emotional being. Emotions change how we perceive others.
The asking of questions shows an employer that the candidate is interested, passionate about the role. It helps build rapport, trust, and likeability. It’s the last chance to make a first impression, and it’s the first impression that creates an emotional reaction – I like or dislike this applicant.
Imagine the two equally scored interviewees. The one who asks the 4-5 questions has a chance to highlight more of their experience. As an example, the candidate may ask ‘can you tell me more about the day-to-day duties?’ After the employer responds, the candidate excitedly explains how they are highly skilled in (add duty).
This additional ‘sell’ isn’t added to the interview scorecard. But common practice is for the interview panel to make notes during the job interview itself and to allocate scores after the interviewee leaves.
If the asking of questions helps to build a positive emotional association with the candidate it is likely that the employer will score the interviewee higher than the applicant who didn’t bother to ask any questions. This is called the halo effect.
When to ask the interviewer a questions?
A higher number of interviewees when asked ‘do you have any questions for me?’ will say ‘no!’
As explained above, the asking of interview questions to an employer can create a significant advantage for the savvy interviewee.
But why wait until the interview end?
As we have already stated, first-choice applicants (which is what all career professionals should be aiming for) in fact ask questions to check the suitability of the employer.
Instead of saving a number of questions to the interview end, questions should be asked throughout the recruitment process as this allows the candidate to check:
Does the leadership and management style suit the way they work best?
Does the culture of company fit thier temperament?
Does the business vision match their career objective?
Is the company likely to stay ahead of the game and therefore reduce the likelyhood of having to make redundancies?
Will this company help me to grow and develop?
Is this the right fit for me?
To ask questions throughout the job interview, follow this process:
Wait to be asked an job interview question
Give an interview answer that communciates competencies confidently
Ask the employer a follow up questio
As an example, if the job interview question is ‘what have you done to update your skills over the past 12 months?’ the applicant will give an answer highlighting the required criteria. In this example, the list is long impressing the employer.
At the end of the interview answer, the panel will spend 30 or so more seconds making notes. In that short time, one of the interview panel will break the silence, in this case by saying ‘that a long list, it sounds like you really care about your professional development?’
It’s at this stage where there is a natural opening for a follow-up question: ‘Yes it’s really important to keep developing your skill set, does the company have any training opportunities for new staff members?’ which creates a natural conversation while building authority.
Another technique is to ask a follow-up question before answering the interview question. In this scenario, the interview question is: ‘give me an example of managing your time?’ Instead of diving straight into the interview answer, the candidate can ask a specific follow-up question: ‘One of my key strengths is time-management. I often use technology to help with time management. Do you use Microsoft teams by any chance?’
The specific question is a hack to ensure that the detailed interview answer isn’t irrelevant. If the employer answers that they do use Microsoft teams, the candidate, in this example, will explain their knowledge of teams and how they use it to create Gannt charts, manage projects, diary management etc – as the employer, because they use the same technology, will see this as highly relevant.
If the employer states they don’t use the referenced technology/system/model the applicant can flip over this and answer the interview question without delving into detail about something the employer doesn’t need to know: ‘No, ok, I mentioned it because there are many tools that can assist with managing time, but the key to managing time is….an example of this is…’
Creating an interview conversation, rather the just answering the interview questions builds rapport. But even with a number of questions being asked throughout the job interview to check the suitability of the employer, you will be asked ‘do you have anything you would like to ask anyone of the interview panel?’ which means you must prepare a list fo questions to ask at the end of the job interview.
Questions for interviewers
Rob Jenkins in an article on what to ask and not ask in an interview (specifically talking about college interviews) said: “Do ask questions that demonstrate not only a knowledge of the college where you’re applying but also an enthusiasm for its mission and an earnest desire to be there”
It is the same in a job interview, each question should be planned to demonstrate a high level of knowledge and experience while expressing enthusiasm for wanting to work within that organization.
The top 3 questions to ask an interviewer
Questions that are unique, intriguing, or a little challenging will be memorable.
The top three questions to ask are designed to make the employer reflect, think, and feel good about themselves.
What makes you want to stay working for this organisation?
This question will highlight the culture of the company and the values of the employer. For many employers, who aren’t expecting a self-reflecting question, they have to think about their answer.
Where in the team do you see my experience best fitting in – is there any particular project that you think I would be able to add value to?
An interviewee would only ask the employer this question if they know the interview has gone well. From a psychological point of view, the candidate is forcing the employer to view them as being successful in the team/on a project.
It’s the same psychology as if I said ‘don’t think of a pink elephant balancing on a blue ball’ to not think of the suggestion, you first have to imagine it!
How will you measure how successful I am?
Asking about a measurement will highlight what the employer values. They might answer with customer satisfaction, targets, data, income, quality, quantity. This is a chance to break through any generic statements relating to values and vision and get a specific on what the employer deems is important.
Questions that impress the employer
The goal of the job interview is to create a strong impression that leads to a job offer.
Even though the asking of questions from a candidate can improve the impression created throughout the recruitment process by highlighting inside knowledge that shows how the candidate is interested in the role.
This is achieved by sharing researched guised as a question. Researched-based questions take more preparation but increase the value an employer associates with the candidates.
The idea is to state the research and ask a question based on the stated research. The research can include:
Contracts/tenders the employer is bidding on
Sector-related technology
Changes to production/vision/values the employer is making
New markets the business is moving into
Risk from competitors, globalization, politics, etc
Below are three different ways to phrase the question to an employer:
While researching the company, I saw that you are looking to (add research), how will this effect the day-to-day activities?
I know that the sector/company is facing big changes because of (add research), how do you plan to approach this challenge?
I was interested to hear about the new direction the company is heading in, what do you think will be the biggest challenges and biggest rewards?
The best questions to ask in an interview
Each job applicant needs to be armed with at least 10 questions to ask an employer.
A high number of questions is required because some of the answers may be discussed during the job interview. Not all ten need to be asked, often three to five questions are enough.
Can you tell me more about the day-to-day duties and my responsibilities?
What are the main challenges that the team/company face?
Do you collaborate with other organisations?
Is this an office job or do you offer hybrid working?
Who is the company’s biggest competitor?
What changes is the sector facing due to globalisation/technology/demand/politics?
Are there plans to expand the business?
What development and training do you offer new employees?
What is the average duration of an employee working for the company?
How would you describe the culture of the company?
10 Killer Questions to ask an Employer
Killer questions are the question that makes a candidate memorable. They can be a little risky, as some questions are framed to state the candidate’s skill set and can sometimes be seen as self-serving. But when delivered right, with confidence, employers will view the candidate as a high-status individual.
What is the one thing that you know I will be able to bring to the team?
To lessen the self-serving aspect of the question you can replace ‘I’ with ‘the successful candidate
2. What was it in my application that made you want to interview me?
This can be awkward if the employer doesn’t remember the reason for inviting the applicant to interview – this is more common than you might expect.
3. How can I advance myself in this role?
Many employers like to see that a potential employee has a focus on progression. But some may worry that the candidate may jump ship for an early promotion.
4. Why did the last employee leave?
This in fact is a great question, as the question can help the interviewee decide if they should take a role if offered to them. Some employers may feel awkward answering this question.
5. What are the expectations of me in my first 6 months?
A candidate can get a real insight into the role/expectations by asking this question.
6. What have previous staff advanced into after holding this job role?
Asking about future progression shows eagerness and that the career path is important to the employee, but some employers worry that the candidate is wanting to run before they can walk.
7. Is there anything about my interview answers that worry you?
A dangerous question. Here the candidate is directing the employer to think about any negatives they have shown during the job interview. On the other hand, if an employer states a concern the job applicant can address the concern during the interview and create a re-frame to help ensure they are viewed as hirable.
8. What challenges might I expect to face?
The challenge’s question is often asked for managerial positions, project lead roles, and for job roles when collaboration is a key feature. But it can also be asked in most job interviews.
Some employers dislike this question as they have to be honest about any ‘problems’ the business has.
9. Why do you think other people have failed in this position?
This question should only be asked if the employer has referenced that others have previously failed. By asking the question, the candidate can follow up with actions they would take to ensure success.
10. Do team members meet outside of work?
A team that meets outside of work is one that is normally happy – a good indication of a positive workplace. It is good to frame this question by adding ‘for exercise, or food’ so the employer doesn’t believe you are asking about social drinking.
The interview is the wall blocking the path to career success.
Knowing how to interview for a job helps to break down the barrier, giving career professionals the upper hand in the recruitment process.
This article will explain:
How an employers perceives an applicants suitability
How to prepare for job interview questions
How voice and content create high scoring interview answers
In short, this article will help job candidates get interview ready.
Are you seen as employable during the interview?
The goal of any job interview, from the applicant’s perspective, is to be seen as hirable.
Showcasing one’s suitability is the objective, but the question is what does suitable look like?
A bottom-line approach would say that the applicant who best meets the listed essential job criteria would be offered the advertised position.
By ticking that an applicant has X qualification, or X experience doesn’t result in the best hire. This is because employers value creative problem-solving skills, innovation, and work ethic, among other things – these are all hard-to-measure qualities when using a tick sheet approach.
Employers overcome the tick-sheet hurdle by requesting ‘example’ interview answers. The example, when delivered well, showcases personal qualities and skills as well as duration in the industry and sector-related qualifications.
Many hiring managers also look a ‘fit’ – asking ‘will the interviewee’s temperament fit within the current team and company culture?’
The searching for a good ‘fit’ has resulted in a new style of job interview; strength based interviewing and values job interviews.
In all job interviews; behavioral job interview, situational job interview, unstructured recruitment processes and values interviews, suitability is based on two key elements: The applicants perceived level of industry knowledge and experience and their level of confidence during the job interview.
The combination of a career professional’s level of perceived knowledge/experience vs their level of confidence creates one of sixteen job interview identities.
A strong (highly suitable) interview identity is created by the confident communication of competencies through story-telling, facts & figures, stating sector models, the use of industry jargon and acronyms, and highlighting relevant skills and experiences.
Weaker interview identities are formed from a nervous applicant who uses excessive filler words, self-discloses weaknesses, fidgets, mumbles, and gives answers that don’t reference the job criteria.
How to interview for a job starts at the beginning, the interview introduction:
A highly skilled career professional was running late for his job interview. The traffic was a nightmare: horns beeping, drivers shouting and all traffic lights turning red. After a few detours and maneuvering, the interviewee arrived just on time, flustered, stressed but on time.
Running through the entrance, he announces himself to the receptionist. After making a few notes, the receptionist starts making small talk, asking about his journey and the weather. The flustered interviewee wearing a well-fitted pinstriped suit is dismissive to the receptionist as he checks his documents in preparation for the forthcoming interview.
The receptionist, a tall blond lady, takes a sip of water, looks at the man, and attempts to engage the job applicant in conversation. After another curt reply, the receptionist takes the man upstairs to the interview room, where she introduces him to two hiring managers. To the man’s surprise, the receptionist sits down next to the hiring manager ‘she must be taking notes’ the man thinks to himself.
As the man takes a seat and straightens his tie, he smiles at the interview pane. Just then the receptionist starts the interview by explaining that she is the CEO and that she likes to meet all new candidates at reception to get to know them better, informally, before the interview started.
The job interview starts as soon as the candidate walks into the employer’s building.
First impressions are hard to change. This is why the appearance of an applicant; their clothing choice, handshake, body language, and voice, is an important factor.
The applicant’s appearance and all the underlined ‘appearance’ categories create an unconscious bias, which at a generic level is based on likability.
If an employer, based on first appearances, ‘likes’ the candidate, the candidate has a smaller upper hand at the interview start. This is because humans search for evidence to back up their beliefs, meaning that at a subconscious level an interviewer who initially likes or dislikes a person (through unconscious bias) will look for evidence that proves this opinion to be true.
A positive initial impression is easy to create by using the advice below, but some hiring managers may be ageist, sexist, racist, or any other ‘istems’. An employer with a strong negative association towards any group will be a hard person to influence, as their prejudices create an invisible barrier.
To be seen as more likable:
Wear a clothing style that suits your body shape
Possess strong eye contact – this can be practiced in advanced
Hold your head high, shoulders back and don’t slouch when sitting down
Use a firm handshake and smile
Have a well rehearsed introductory line
Think of a few ‘small talk’ questions to ask while walking to the interview room
In the interview room
Each company is different, but in the main, a hiring manager will introduce the interview panel, before explaining the interview process: The duration of the interview, the number of questions, and the interview rules (that you can ask for a question to be repeated). Any additional tasks; presentations, assessments etc, that may be required as part of the recruitment process and when the candidates will be informed if they have been successful or not.
In most cases, you will be given a glass of water. But as a back up take a bottle of water for this interview hack.
When asked an unexpected interview question, it will put most job applicants on the back foot, resulting in them waffling on about an unrelated subject.
Instead, whenever your brain is too slow to catch up with the curveball question, take a sip of water. Interviewers expect applicants to be nervous and to take sips of water (to wet a dry throat). These 3 seconds of sipping water allows the mind to search for a suitable interview answer.
After or before the introduction to the interview panel, you will be asked to sit down.
It is important to be seen as a confident person. Humans are drawn to confident people. We believe confident people will be a good fit and possess excellent social skills.
Confident people will:
Relax in the chair while having good posture
Possess strong eye contact, looking at all members of the interview panel
Gesture as they talk and become animated in their voice (lots of vocal variety)
The job interview
A number of interviews are now conducted online. The virtual interview requires additional advice that can be found here: how to interview virtually.
For a traditional face-to-face job interview, employers preference the ‘structured’ job interview process.
In short, a structured interview is a set of interview questions asked to all candidates (unlike an unstructured jo interview which is an open conversation where different candidates are asked different questions based on the discussion) which are scored logically based on the job roles essential criteria.
As an example, for a job role that has 30 essential criteria’s an employer will create 8-10 interview questions.
Each interview answer, for each question, to score high must reference several of the 30 essential criteria. This can be in the form of:
Stating a sector related theory or model
Giving an example or story
Listing facts and data
Physically presenting data
Through the applicants persona for essential criteria relating to personal skills
Job Interview Questions
The average number of questions asked in a job interview is eight.
Commonly, the opening interview question is: ‘tell me a little about yourself’ and the final question is: ‘do you have any questions for us?’
In between these two questions will be 6 competency-based interview questions. Questions that ask for evidence that highlights if the applicant possesses the essential criteria.
One of the best approaches, to create a high-scoring answer, is to split the answer into two sections. Section one will state the process/theory/model relating to the interview questions, and part two is an example of using the said process/theory/model.
This two-part job interview answer will cover a large number of essential criteria.
As an example, if asked ‘give me an example of being prioritizing tasks’ the answer would start with an explanation of how to prioritize tasks using, as an example, the time management matrix theory before an example of being organized and planned is given.
Its not what you say, its how you say it
One mistake career professionals make is focusing solely on content to their interview answers.
Any good public speaker will tell, ‘it’s not what you say, but how you say it that is important.
Inflection, as an example, can change the meaning of a statement. The statement ‘I could do that has a different meaning depending on how it is spoken.
I could do that – I can do that and I am happy to do that
I could do that – You want me to do that?
I could do that – I don’t want to do that!
Watch this video for a great example of inflection
The voice is a powerful communication tool, to engage the interview panel:
Using vocal variety
Reduce the amount of filler words
Pause before a key point
Increase pace when excited
Slow down pace when making a powerful statement
Show emotion through your tonality
To pass a job interview, the three rules are:
Identify the job criteria as this allows an applicant to predict the job interview questions and to practice high-scoring job interview answers
Be a self-promoter – talk about skills and experiences relevant to the job role, the essential criteria
Use confident communication to engage the interview panel
2022 will see an increase in job interviews as employers recover from pandemic and great resignation.
Already there has been a significant rise in job vacancies. The office for national statistics said “The number of job vacancies in October to December 2021 rose to a new record of 1,247,000, an increase of 462,000 from the pre-coronavirus (COVID-19) pandemic level in January to March 2020”
Competition for job roles is at an all time high, with a higher number of degree-level qualified career professionals looking for new career opportunities.
Technology and remote working has open the job market up to a global audience.
To be successful in a job interview, the candidate not only has to have the best experience, skills and qualifications, they also have to be the best interviewee.
Below is a list of the 5 best job interview books for 2022 to help you land your next job role.
Job Interview Book – what is your interview identity?
Pre-released at the end of 2021, the interview book ‘what is your interview identity, both paperback and hardback versions, were in top ten of Amazons new release books list.
The books explains the psychology of the recruitment process and how an employers perception of an applicant at the interview start creates a lasting impression that influences the scoring of the candidates job interview answers.
The ‘interview identity’ is the Myers Briggs of job interviews. The book also discusses the power of unconscious bias and explains the academic research findings of what creates a successful job interview.
Suitable for all job sectors, a must have for any career professional.
Job Interview Book – Cracking the Coding Interview
The programming sector, and the technology industry as a whole, is one of the biggest recruiters,
In tech job interviews you are asked very specific tech related job interview questions. To prepare for a programming job interview it is important to have technical interview answer prepared.
Cracking the code shares 189 programming interview questions and solutions to help any programming interviewee prepare for the job interview.
Job Interview Book – Crucial Conversations Tools for Talking When Stakes Are High
With over 4 million copies sold, the crucial conversation book is a wide read book.
Crucial conversations explains how to communicate in high stake situations. The book delves into the emotional reactions of individuals helps to influence and persuade.
The book explains the seven step model for crucial conversations; start with the heart, stay in dialogue, make it safe, don’t get hooked by emotions, agree mutual purpose, separate facts from the story and agree a clear action plan.
Job Interview Book – Why You 101 Job Interview Questions
The forth book in the list is why you – 101 interview questions that explains an approach to answering the various job interview questions from the classic ‘tell me about your weakness’ to the famous sales job interview question ‘sell me this pen’
A six month pilot, to test the benefits of a four day work week, has seen hundreds of businesses register their interest.
If a four day week becomes the norm, employers will want to know how employees will adopt to working less hours. It will be in the job interview where hiring managers ask about productivity in the hour-day week world.
In this article, we will list potential four-day week job interview questions and answers.
Less hours equals more productivity?
The 4 Day Week Global will see a reduction in the number of hours an employee with the hope of increasing production.
Three universities; Oxford, Cambridge and Boston college (US) plan to sign up around 30 companies during this new initiative. The idea is that less work equals less stress, and less stress increases productivity.
The trio of universities will collect data from the trial, including evaluations via an interview method, to check the advantages and disadvantages of working just 80% of the (current) working week.
Currently three official businesses have signed up to the trial, with the experiment needing a variety of job sectors to participate to test the impact of a reduction in working hours. MLB Seminars (a training company), Yo Telecom and Hutch Games (computer) are currently testing the four day week.
The data gained from the UK companies will be assessed along side data taken from similar experiments across the globe. It is predicted that different sectors will have to vary how they adapt the four-day week to meet the needs of their industry.
In a four day week trial in Iceland the results show how reducing working hours increased smarter working, with staff managing their time better, reducing time spent in meetings and improving internal communications.
Employee wellbeing had a significant improvement, with staff stating how they felt more positive and happy. Experiments has shown this before, where overworked staff working more hours are less productive then staff working the average number of hours per week.
The goal is to offer employees less hours with the same pay (rather then compressed hours in a four day week), not to decrease hours and pay. The concept is referred to as the 100:80:100 model. Employees receive 100% of pay for 80% in exchange for 100% productivity.
As AI becomes more embedded within organizations, a 20% cut in working hours could easily be accommodated with technology automating business as usual low skilled tasks. The pandemic has taught businesses time-saving lessons, as an example virtual project meetings has reduced the total number of travel hours, to and from the meeting, of the participants.
Looking at the wider picture, a four-day week can also support the green agenda. In 2019, Microsoft Japan’s trailed a three-day weekend that resulted in a recorded 40% productivity but also increased efficiencies, such as 23% electricity savings.
Employers look for productive staff
Each recruitment process is designed to predict the job performance of the interviewee, their productivity.
The evidence is clear, happy fulfilled and trained employees are more productive. Whereas a stressful working environment reduces each employees productivity.
From an employees perspective, the workers expect that employees create processes and procedures that help create a productive workforce. Herzberg’s Two-Factor Theory states that their are two categories for workplace motivation:
Motivation factors that give employees a sense of satisfaction
Work that has a purpose
Greater autonomy
Recognition
Hygiene factors that determine the basic level of stability and job security:
Pay
Job security
Working conditions
On the other hand, employers expect a level of output from a paid employee. In the job interview the job candidate, through their answers, makes a pledge of their skill set and work ethic which the hiring decision is based on.
As with all new initiatives that get launched, the organizations that take part in the trail will have a vested interest in the initiative and happy to work within the guidelines. As the initiative becomes common place, other organizations get on board rather then being seen to rock the boat.
The problem here is that the latter employers may need commitment from the interviewee, at the interview stage, that they can and will offer 100% productivity during a four-day week.
Four day week job interview questions
In the main, employers will ask four day week job interview questions that come under one of three categories:
Time management
Output
Wellbeing management
How will you maximize output while working a four day week?
Employers are looking to hear what tasks or last time activities can be reduced to increase productivity.
Job interview answers should cover time management processes, the use of automated technology/systems and task priority.
Job Interview Answer:
“Output is improved through the management of tasks. The time management matrix explains how tasks can be prioritised based on their urgency vs importance. Tasks that are highly urgent and important must be completed straight away, this could include (example).
One of the common task in our sector is (add task) which often takes up (number of hours per week) but can easily be automated through (system/procedure/software). Another common task is (second task and third task) which is required in several departments. I propose, to save time, that these tasks are job shared. With one department completing all (task one) and the other all (task two).
One the reasons why I always have a high level of productivity is due to my wellbeing management. The research shows how stressed employees have less production, whereas motivated staff are highly productive. Personally, I keep motivated by regularly (add activity)”
What ways can you think off that will help reduce time spent on non-productive tasks?
Each sector varies, but generally speaking their are a number of ways to reduce time.
When answering the time saving interview question, it is important not to use examples that make the candidate to be viewed as lazy IE ‘I would talk less’. Instead think more strategically, as an example having ‘task and finish’ team meetings or shared calendars that reduce planning time.
Job Interview Answer
“Thinking about our industry there are two areas that could be changed to reduce the amount of time spent on non-productive tasks. The first is (add specific situation). Time is wasted here because of (give reason), instead we could save time by (give solution).
The second area is (add specific situation). A number of hours are wasted because of the amount of people who do (add time wasting task) Instead if we were able to implement (solution) we could save a (give percentage) of time.”
An example of a solution to a time wasted tasks is in the recruitment sector, where many companies are now using AI bots to read job applications rather then leaving it to humans.
Give me an example of how you managed your stress levels during a busy period?
When giving a real life example of part of a job interview answer, it is important to create context by describing the situation – the why this was happening.
Then, specifically explain what actions were taken to create a positive outcome. Ideally, the example used must be relative to the position being applied for.
Job Interview Answer.
“A couple of years back, I was working at an organization named (company name). I was part of a team working on (a specific project). The project was highly important as (describe how the successful completion of the project would have a benefit to the employer).
The timeframe for the project was tight, we had to complete (task) within a (add timeframe). the reason this was difficult was (give specifics).
It was a very stressful time for everyone, but I was always able to manage my stress and stay motivated and productive.
To stay motivated and to have good wellbeing I (generic stress management technique). When on a tight deadline I always (stress management technique)which helps me to stay on track. When working in a stressful environment or when other colleagues are stressed I will (stress management technique).”
There has been an increase in learning mentoring roles as education providers employ supportive roles to help struggling students.
In the main, learning mentors work with children, but some positions include mentoring adults. Other vacancies are for specific areas IE young offenders, SEND pupils, etc.
Employers are looking for ‘skills’ as well as experience. When giving examples, applicants need to check if the new job role is mentoring groups and/or 1-2-1s.
This article will help mentors prepare and pass a learning mentor job interview.
How competitive is a Mentor job interview?
Interview Specifics:
Can you demonstrate the relevant knowledge and experience to pass a Mentor job interview?
Discussing pupils learning needs to create a plan of action
Creating strategies and supportive actions to help increase a pupils confidence level
Working in groups or 1-2-1 to help an underperforming pupil achieve realistic educational outcomes
Understanding safe-guarding practices
Have an awareness of learning styles and techniques
Monitor and report on a pupils progression
Great questioning and listening skills
Support with transition, including report writing
Check the average pay for a Mentor job role.
Job Interview Questions and Answers for a Mentor.
In addition to a structured job interview, many high-school mentoring recruitment process also include the delivery of a presentation. To prepare for your interview presentation click here: How to deliver a job interview presentation.
This article, though, will focus on the answers to behavioral job interview questions.
Behavioral job interview questions ask for examples of passed experience. This means that giving examples is the best way to answer the job interview question.
Mentoring Job Interview Question: Tell me about your experience as a mentor?
Not all employers require the successful job applicant to have direct mentoring experience.
Instead, most employers are looking for certain skills – the ability to mentor a (specific group).
Identify the job criteria – the skills and experiences required for the mentoring job position
Be a self-promoter – giving detailed descriptions of relevant skills
Communicate with confidence – engage the interview panel with tonality, expressions and gestures, while having clear diction and a nice pace
Example interview answer:
“I have worked as a (job role) for the past (number of years) where I was responsible for (list duties).
I have undertook (list relevant qualifications) which taught me the importance of (a particular knowledge base).
The reason I am so passionate about mentoring is because (reason IE supporting/helping) An example of this is when I was working at (company) where I was mentoring (cohort). to support the client (describe mentoring technique in detail) which resulted in (positive outcome).
To summaries, I have X number of years experience and I am highly passionate and skilled at mentoring others.”
Mentoring Job Interview Question: Give me an example of mentoring a student who was underperforming?
When answering specific ‘example’ questions it is important to give context by describing the situation.
Context allows a hiring manager to understand the difficulties and actions taken.
It is also key to explain any ‘basic’ everyday tasks. A large number of interviewees don’t state ‘obvious’ duties because it is a task they complete everyday.
But, because interviewers follow use a structured job interview process, candidates must state all essential job criteria to receive full marks.
Example interview answer:
“I was working with one mentee recently who was undeforming in (subject) due to (reason). Because of this (reason) the mentee was (describe state – quite, angry, demotivated).
Because I was aware of the situation I, prior, to the mentoring session (actions took to help make the mentee more relaxed, open and feeling safe. This could also include any research undertaken)
When I met the mentee I split the session into three stages: contracting, open questions and goals. It was important to contract because of (reason).
In the mentoring section, I asked, initially very open questions, including (add questions) to help the client open up. The conversation become more specific as we built trust and talked more in-depth about underperformance. We focused mainly on (add detail).
By the end of the mentoring session I signposted to (source) and encouraged goals, including (state goals)
The result of the planning and my communication style was (describe a positive outcome for the client)”
Mentoring Job Interview Question: Tell me about a safe-guarding issue you have had to deal with?
When applying for a mentoring role that works with children’s or vulnerable people, you will be asked a safe-guarding job interview question.
Employers need to check that a mentor knows the correct procedure when a young person discloses that they are in harm.
It is important in the safeguarding interview answer to highlight a level of knowledge of safeguarding.
Employers ask for a safeguarding example, to check how the principles have been used in a real situation.
Example interview answer:
“I was mentoring one mentee who disclosed a safeguarding issue. At first the disclosure was made in passing and the mentee, aware of what they have said, tried to deflect the statement by talking about other things.
This where my excellent listening skills come into their own. I also make lots of notes when I am mentoring someone to ensure that the information I have is accurate.
I was aware that the mentee was (embarrassed/upset/angry) and initially I used (open body language/soft tonality/additional questions) to (desired outcome).
I then asked a direct question about the disclosure, this resulted in the mentee (outcome). To gain more information I then asked specific follow up questions. At this stage it was clear that their was a risk of harm to the young person. I asked the mentee to remember at the beginning of the session where I had ‘contracted’ explaining what I have to do if there is a safeguarding concern.
In that company we had to follow a strict procedure when a concern was disclosed, which included 1) informing a line manager, 2) making a social service referral and 3) completing the paperwork.
The mentee was in fact happy to be getting support, but was scared about the process and what would happen long term. To support the mentee I (action – confirmed that I would be able to be in the interview with the social worker/talk to professionals on their behalf/gave an explanation of what would happen in the way of a case study.
The long-term outcome was (state details).”
Mentoring Job Interview Question: Give me an example of successfully mentoring a group?
In the main, mentoring is delivered on a 1-2-1 basis.
Often, though, mentors will deliver group mentoring workshops.
Delivering workshops takes an additional skill. Many employers, to test the delivery styles of applicants, will request for the interviewee to deliver a short interview presentation.
In addition to the presentation, there is often an interview question about group delivery.
The focus of the interview answer should be aimed at the session impact:
Was the trainer able to engage all pupils?
Did the session fulfil the training objectives?
Did the trainer think about individual learning styles?
Example interview answer:
“As well as having (X) number of years experience mentoring in 1-2-1 situations, I am also highly experience in the delivery of groupwork.
The barrier with group engagement is the number of participants. In a 1-2-1 mentoring session, it is easy to adapt the delivery style to encourage and support the mentee.
Whereas in a group setting, it is the planning of the activity which is key. When I plan an activity I first ask about the group – do any have support needs? What are their learning styles? have they volunteered to attend the session?
To plan the session in full, i think about the desired outcome and how I can embed visual, audio and kinesthetic learning styles. I also think about any objections or challenges the participants may have and think of ways to overcome this.
An example of this is working with introverted pupils. As I am experienced with this, I know to ask the group a question IE anyone can answer, and then to follow by asking individuals questions to help engage the whole class.
Last week I was working with one group to help them think about (career goals, improving exam results, motivation, etc). The group was made up of (age/gender/generic barriers). To engage the group I (told stories/created a game/presented facts/played a video).
I also set individual and team tasks, and walked around the room looking for anyone who would need support.
Because I knew that (group/person) had (describe barrier) I (state actions took) which resulted in (positive outcome).”
Mentoring Job Interview Question: Tell me about a time when you have successfully mentored someone to achieve their goals?
In short a mentor will help an mentee achieve their goals.
When giving an interview answer to a 1-2-1 mentoring experience question, it is important to state the required skills used while following a mentoring model such as GROW. These include:
Listening
Communication
Empathy
Creating accountability
Encouragement
Note taking
Safe guarding awareness
Example interview answer:
“I have many examples I could use. My favorite is when I was working at (company) and I was mentoring a client who wanted to achieve (goal).
The mentee, when I first met them, was (add barriers; quite, reserved, extravert, demotivated, scared) This was because of their (describe situation).
My first task was to establish rapport, I did this by (sharing stories, listening, finding commonality, not interrupting).
Once the mentee trusted me, which was reinforced by my ability to listen without interrupting, being patient and communicating of their level, I helped them establish their goals.
Initially their goal was ambiguous, which was one reason why they struggled to take action. By asking questions to gain a specific and measurable goal, the client was able to see the realism of achieving their objective.
We discussed option and I would often challenge their goal, thought process or suggestion to help them reflect on what they would need to do and achieve to feel successfully. This reflection technique was something the client hadn’t done before and the outcome was that they felt excited about their potential future.
The reason this was a real success, was due to my emotional intelligence. Because I was working with the client over a number of weeks, there were time when the client was feeling good and other times when they felt down. Having an agile approach allowed me to communicate in a way that suited the situation, increasing trust between myself and the mentee.
There were also times when we went off-topic and talked about hobbies and interest instead of the (goal), which was suitable at that time. And sometimes, when needed i would sign post to suitable agencies where the mentee could gain expert advice and support.
The outcome was that the mentee achieved (long term outcome) and short term felt (motivated/inspired/excited) helping them to take more action.“
Mentoring Job Interview Question: Do you have anything you would like to ask us?
Can you describe the duties in an average day?
What development opportunities can employees access?
Do you specialize in any particular mentoring areas?
Are you looking to expand the business?
How would you describe the culture of the company?
What, would you say, is the management style of the company?
How is the mentoring project funded? Do you see nay future risk to funding?
Customer service manager job roles vary across a wide range of industries. Depending on the company the job title may differ:
Customer service manager
Customer care manager
Customer relationship manager
In all customer service managerial role the main duties are similar; providing a customer focused service to exceed standards that results in an increase in customer loyalty.
In recent years, the role has evolved into customer service in the virtual world as well as physical customers.
A large part of the job role is to:
Develop and implement customer service policies and procedures
Use data to measure customer satisfaction, needs and sales
Improve the overall customer journey
Increase online positive reviews
Manage a customer service team and/or collaborate with senior stakeholders
The job interview has a large focus on understanding the applicants approach and previous experience in excelling in improving customer service,
How competitive is a Customer Service Manager job interview?
Interview Specifics:
Can you demonstrate the relevant knowledge and experience to pass a Customer Service Manager job interview?
Create a customer service process and procedure for business as usual tasks
Lead on new customer service initiatives and project lead on customer service strategies
Investigate and solve customers’ problems, which can include online negative reviews
Authorise refunds or compensation to customers as required
Analyse customer data and statistics to be used in project planning
Develop customer relationship building activities
Write detailed reports
develop feedback or complaints procedures for customers to use
Staff recruitment and management
Check the average pay for a Customer Service Manager job role.
Job Interview Questions and Answers for a Customer Service Manager.
Generally speaking, customer service managers for medium sized organizations will be invited to one structured job interview.
Senior managers overseeing customer service at a strategic level are likely to attend an average of three job interviews including a structured job interview, a strength-based interview and an assessment.
This article will cover the commonly asked interview questions for a customer service manager in a structured job interview.
Tell me about your experience in customer service management?
The initial job interview question is designed to check suitability – does the applicant meet the job criteria?
Opening questions are also generic, to help the interviewee to speak with a view that they will be more relaxed when asked specific job criteria questions later in the interview process.
A savvy candidate can use the opening question to help create intrigue by stating their unique selling points.
Interview Answer Template
“I am highly skilled in customer service management for roles. For the past (number of years) I have been responsible for (add job-related duty). This included (A, B, and C – give detail).
I possess a qualification in (add sector-related qualification) which taught me the importance of (sector-related model or theory), an example of using this in day-to-day tasks is when (add example).
My main strengths include (add unique selling point). To conclude, I am a skilled customer service manager with over X number of years experience, qualified to X level.”
Give me an example of how you would implement a customer service policy?
As one of the main job duties of a customer service manager, explaining the process what implementing a customer service policy is one of the key job interview questions.
The ‘policy’ question must be answered by using the interview answer model – ME (Model and Example).
The model and example interview formula is highly powerful when it comes to technical job interview questions.
By stating the model, in a step-by-step process, all elements of setting up a customer service policy will be discussed analytically, ensuring that all the job criteria on the interview scorecard is referenced.
The power of emotions is the reason why a logical answer alone isn’t enough. Once a step-by-step process has been explained, a real-life example must follow.
Interview Answer Template
“Policy creation and implementation is one of my key strengths. The five steps for creating a policy are, 1. identify the need for the policy, 2. gather data to support the creation of the policy, 3. involve stakeholders and draft policy, 4. gain approval for senior managers, 5. implement policy.
An example of creating and implementing a policy is when I worked at X company. At the time (explain barrier/problem). To help define the policy I (searched for data) which helped to create a policy that embedded (a particular requirement). Also, I worked with (stakeholder) as they had a vested interest in the policy outcome. After the policy was approved by (manager/board) I created an implementation plan which included (actions with reasons).”
Describe your managerial style?
There are various management and leadership styles. In the main, most managers have a natural preference for one or two management styles.
Often employers are looking to hire managers who possess the management style that fits within the culture of their organisation.
A safe way to answer the management style question is by explaining how you choose your management style based on the situation.
Interview Answer Template
“Situational leadership theory explains there are four key leadership styles; directing, coaching, supporting, and delegating. All managers have a natural tendency to prefer one style due to their temperament.
What an experienced customer service manager, such as I am, must do is choose the most suitable leadership style for each individual situation.
As an example, my natural preference is (name a leadership style). This is ideal when (state situation) but isn’t as useful in (second situation). In this situation, I would use (second leadership style).
I think one of the reasons for my successful career as a customer service manager, is my ability to manage tasks by reflecting on the situation, the project timeframe, and the skills of my team.”
How do you review customer standards within an organisation?
New customer service policies, processes, and strategic plans must be based on data.
Employers will check that a customer service manager makes logical decisions to create change through the analysis of data.
Customer service data can be gained from very sources:
Surveys
The number of customer complaints
Monitoring social media
Online reviews
Increase or redcutaion in footfall/sales
The customer service answer is best answered using the STAR method.
The STAR method uses an example to show the candidate’s level of competencies.
STAR stands for Situation, Task, Actions, and Results.
Interview Answer Template
Situation – start the interview answer (the example) by describing in a few lines the situation that the company was facing.
“While working as a customer service manager at (company name) we analysed data that compared (a good vs bad customer service outcome)
Task – The task part of the STAR method should state the specific required task. The task is different from the situation (many interviewees miss the task section of the STAR method). The situation is the big picture, whereas the task is the specific plan the team/employee was required to complete
The data showed how we needed to (improve customer service outcomes). To achieve this, I was responsible for (describe task)
Action – Each stage of the STAR job interview method is more specific then the previous one. In the action section, the interviewee needs to explain what is was the did to help bring around a positive outcome.
The action segment is the crux of the job interview answer. The employer isn’t interested in what the team did or a generic cover-all description. Instead, the hiring manager wants data that they can cross-reference against the job criteria.
Specific information can be measured.
To ensure that the best action was achieved I first spent some time planning. There were two possible actions I could take, the first was X and the second Y. The advantage of doing X was (add detail) but the dis-advantage was (add detail). Whereas the disadvantage for Y was (give detail), put the pro’s included (give detail)
I choose (X or Y) because (reason). To start, I first (describe initial actions) as this (add outcome from initial actions). Next, I (describe actions) which helped achieve (outcome). Throughout the task I reviewed my actions to ensure that the task would be completed to the highest quality. Finally, I (add action).
Result – To end the STAR interview formula, the interviewee must state the result or outcome from the action described.
The result should be a positive outcome that helped achieved a particular goal.
My planning, reviewing and my ability to (describe a positive trait) ensured that we were able to (positive outcome) which had a massive effect on (part of the business)
Give an example of helping an underperforming employee to be more successful?
A large part of a customer service manager job role is the managing of staff.
Most questions, relating to performance, are framed as a ‘support’ question.
It is important to talk about a process for managing underperforming staff and to give an example. Again, this question is best answered using the ME – model and example formula.
Interview Answer Template
Not all underperforming staff members underperform for the same reason. As an example if a staff member was previously one of the best performing employees and only recently started to underperform, this maybe an indication that something may have effected that persons motivation or stress.
Compare that employee to a staff member who has underperformed no matter part of the business they are working with.
Generally speaking, if an employee has started to underperform whereas the rest of team is performing well, indicating that the underperforming employee needs support tor motivating I following the three stages that most HR teams embed in their policies: review, training, disciplinary,
The initial stage is bringing the underperformance to the team members awareness, asking, in a 1-2-1 what support they need from myself? This is an informal discussion, that can lead to some actions being agreed.
If performance doesn’t improve, the next meeting is formal with an action plan being created. The action plan can include training, mentoring, work shadowing and a list of priorities action for the employ. The idea is that following the plan will naturally improve performance. The main discussion should challenge the employee to help understand the reason behind the underperformance.
Finally, if performance still hasn’t improved over the duration set out in the action plan, then a more formal meeting will be had that involves the HR team. In short, as a manager i would try to do what I can to support an employee until it is required for HR to get involved.
Do You Have Any Questions for the Interview Panel?
What areas is the business looking to expand into?
What development opportunities are available to new staff members?
What is the company’s biggest barrier to achieving its KPIs?
Who would you say is the company’s biggest competitor?
How would you describe the culture of the company?
