How to answer Elon Musk’s favorite job interview question

The biggest question for a job hunter is ‘what interview questions will I be asked?’

The worlds richest person, Elon Musk, shared one of his hiring tactics during his talk at the World Government Summit in 2017.

In this speech, the Tesla CEO, explained how he always asks this one question during a job interview.

Unfortunately for Musk, sharing job interview questions prior to the job interview allows candidates to create high marking answers.

But the worlds most successful businessman uses his secret interview questions to detect deceit.

What Musk look’s for in a potential employee is “evidence of exceptional ability.” “If there’s a track record of exceptional achievement, then it’s likely that that will continue into the future,” Says Musk.

The question Musk uses is a behavioral interview question. Behavioral interview questions ask questions based on past behaviors. Promoters of this recruitment process believe that a zebra cant change it stripes – how an employee has previously behaved indicates their future job performance.

What interview question does Musk ask to challenge applicants?

“Tell me about some of the most difficult problems you worked on and how you solved them.”

The question seems pretty straight forward. So why is it so special?

This question can help interviewers spot liars. Part of the interview process is checking the accuracy of an applicants claims on their application form. If a career professional claims they can do X, the interviewers job is to clarify if the statement is true.

Musk explains his reasoning during an interview with Auto Bild “And of course you want to make sure if there was some significant accomplishment, were they really responsible, or was someone else more responsible?

To score high on this job interview question applicants need to give detailed answers “Usually, someone who really had to struggle with a problem, they really understand [the details], and they don’t forget.”

Detailed answers also have a high word per answer ratio which research show’s increase the scores given by an employer.

How to answer the ‘tell me about some of the most difficult problems you worked on and how you solved them?’ interview question.

The ideal answer is part of a 4 point structure process:

Problem and the negative effect
Creative problem solving
Steps taken
Positive outcome

Problem and the negative effect

Example answers are in essence a story telling technique.

Stories work best when they are emotional, and people are more emotional when listening to stories that they resonate with.

With this in mind, the interviewee should, initially, start their story by evoking pain. Charity adverts do this all the time. The advert starts with a film about someone suffering, the audience observing the suffering feel the pain they are seeing.

It’s the same within a job interview. Instead of just stating the problem, as most candidates do, give detail – this was what Musk encourages during job interviews.

Explain the projected outcome if the situation got out of hand. If no-one dealt with the problem or found a workable solution, what would the negative outcome be?

Ideally, the real-life story will have an emotional effect on the employer, especially if the situation is industry-related – the employer may have also been threatened by a similar situation.

Creative problem solving

Most interviewees, during the answering of behavioral interview questions, skip the creative problem-solving process required to take action. Techniques like the STAR model miss out on this fundamental part of an interview answer.

An applicant’s level of knowledge and expertise can shine out here, as an explanation of the employee’s thought process is being explained. By dissecting why one solution was discussed and dismissed over another, shows a level of competencies, as the applicant shows they didn’t need to learn from a mistake as their current level of understanding was enough to make an informed professional decision.

This is why Musk explained that: “Usually, someone who really had to struggle with a problem, they really understand [the details], and they don’t forget.”

Steps taken

The crux of the interview answer is to showcase the applicants ability to take action.

Here, without adding irrelevant detail or steps, explain the actions the interviewee took to solve the problem being discussed. Ideally, split this into 3 parts “to solve the issue I did A, B and C…”

Positive outcome

Returning to the charity advert example, the steps they want the customer to take is, often, to give a donation. The advert ends showing a positive outcome; the once suffering individual is now happily living a positive life – the customers feel good.

It’s the same in the interview; you explain the suffering of the situation, the required actions, and end with a positive solution.

During the job interview answer, state the outcome the company received from the actions the applicant took. Like the charity advert or like the end of a good story, this should evoke a positive feeling. In fact, if your solution to a problem was unexpected or creative this whole process can create the feeling of desire, increasing the applicant’s chances of landing a job offer.

Job Interview Advice

January 30, 2021January 30, 2021

Successful Language for a Job Interview

The focus on job interview language is underrated.

In the main, career professionals to prepare for a job interview will direct their time and energy on predicting the job interview questions. This is very wise, and valuable, as research suggests that knowing the job criteria, and therefore having a good idea of what questions will be asked, is one of the key elements for a successful interview outcome.

In fact, there are 3 rules for a successful job interview;

Identifying the job criteria
Being a self-promoter
Communicating with confidence

With a list of questions most applicants, prior to the interview, will create a number of scenarios to use as examples during the interview. Again good practice.

But, what most candidates fail to do is to reflect on the language they can utilise to highlight a high level of knowledge and experience.

In addition, language helps to build rapport, frames what information is taken in and creates emotion.

Career professionals understand how individual words, phrases and sentences influence and persuade, in short successful interviewees are skilled communicators.

Words that influence

How a sentence is phrased influences how an employer views an applicant.

Generally speaking applicants with a track record of interview failures use weak-sounding phrases. On the surface, the chosen words seem suitable for the interview question, but each sentence has an emotional attachment. At a basic level, the emotional equals desire or unsuitability.

Imagine, an employer asks a question to better understand the candidate’s related experience. 3 interviewees answer with 3 separate replies:

I am experienced in (job role)…
With 15 years of industry experience as a (job role)…
An industry professional with over 15 years experience specialising as a (job role)

Each answer states the same message – experience in (job role) but the structure of each answer creates a different image of the applicant – the level of expertise they possess.

This is because individual words have different emotional attachments. Fine, good, excellent, excel, all have a similar meaning but feel different.

The take away here is to choose words and the interview answer formula that allows an employer to view your skill set and experience in the best light.

Don’t be disingenuous

Rule 2 for a successful job interview outcome is being a self-promoter.

Much research shows how self-promoting in a job interview will increase the allocated scores for each job interview answer, as the ‘promotion’ easily allows an employer to cross reference the data within the job interview answer against the criteria for the advertised position.

Self-promotion doesn’t have to be an exaggeration,

In fact, stay away from comments that, on the surface, sound like a positive interview answer, but in fact are disingenuous.

Questions that ask about mistakes, failures or work ethic are designed to understand a candidate’s attitude in the workplace; how they deal with failures and mistakes.

Saying:

‘I have never made a mistake’
‘I always put 110% into every task I undertake’
‘I am the best at everything’

sounds weak and stupid. Employers would prefer to hear the ‘mistake’ and what this error taught you.

When self-promoting, talk up your strengths and successes, ensuring the answer clearly states actions you took in team projects, while staying away from throwaway comments such as the 3 examples above.

Never apologise

Decisive interviewees come across as confident and hirable.

Opening an interview question with a ‘confidence statement’ reassures the hiring manager that the candidate has the required skill/experience being discussed as part of the interview question.

A confidence statement is an opening line that confirms you have/know the required criteria:

In all my roles I (add criteria IE worked as part of a team)…
This was a common situation in my last role…
This is a passion of mine…
X situation is something I have experience in throughout my whole career…
I’m very experienced in this, an example of this would be…

Rule 3 for a successful job interview is confident communication. Removing filler words and hesitations, along with a good pace allow the communication to be understood by the employer.

Nervous, fast-talkers, often fail interviews, not because they don’t meet the required job criteria but due to the speed of their communication – the employer doesn’t have time to analyse everything that has been said in such a short timeframe.

A common interview slip up is the ‘apology’ Nervous interviewees will sometimes apologies when they need to clarify the desired answer – ‘Sorry I don’t know what you mean’

Apology statements sound weak.

When asked a generic interview question never presume to know what the employer is trying to gauge from the interview question, instead ask for specifics; ‘would you like to know about X or Y?’ or even ask the employer to repeat the interview question – but do this assertively.

Increase duration, increase scores

There is a distinct link between the number of words per reply and high scoring interview answers.

The more an applicant talks, especially when using varied language, the more likely they are to mention the required criteria to hit a high scoring answer.

High scoring answers aren’t based on duration alone, as the topic being discussed has to be relevant to the job role.

When, ideally relaxed, and chatty, an applicant will often use several examples, quote industry-related models, while structuring the answer with an opening, body and summary. Some applicants, skilled at answering tricky interview questions, will also discuss the pros and cons of sector models showing a high level of understanding, therefore a high level of industry knowledge.

Embedding varied language, including positive emotional words, into a long interview answer results in keeping the employer engaged and interested.

Furthermore, highly confident applicants will create a conversation embedding their own questions into the interview answer. This dialogue creates rapport and changes the employer’s opinion of an applicant.

Be a ‘can’ not a ‘cannot’ person

Interview language is often the frame created by a statement given.

Much research shows how using positive language increase likeability. The framing of any reply, at a basic level, creates a positive or negative emotional response.

If asked a strength-based interview question: ‘do you prefer to work within a team or on your own initiative?’ any answer should highlight your preference – you prefer to work as part of a group or as an individual.

But how the answer is framed creates a different emotional response. Some applicants will use a negative frame ;

‘I’m never worked on my own…’
‘You get more done working on your own, rather the relying on others..’
‘Isn’t this a ‘team’ position?…’

Framing alters what information is noticed by the interviewer. A positive frame creates a positive focus, whereas any ‘negative’ framed answers can cause concern as the employer associate negatively with the applicant.

What research tells us is that the language embedded within a job interview answers influences, positively or negatively, the interviewer’s decision-making process. By making a few alterations; the framing of the reply, the removal of weak phrases, and focusing on positive words can help an applicant be viewed as hireable.

Job Interview Advice

January 19, 2021January 19, 2021

3 Persuasion Techniques to use in a Job Interview

The goal of a job interview, from the applicansts perpsective, is to persuade the employer to hire them for the advertised position.

To be hired, each candidate will show their level of competencies through their chosen interview answer structure, with the common option being the use of an ‘example’.

At a basic level, giving examples to highlight a required skill is one method to influence the interviewer, but more cunning candidates use a number of persuasion techniques to increase the likelihood of being offered the job role.

Interview persuasion techniques isn’t a type of ‘dark art,’ instead, psychologists have completed experiments to understand why some career professionals are more successful in a job interview then others?

Some people have a natural ability to influence; their persona, communication style and their interview answer(s) convince employers that they are a sure-bet.

Using evidence based-research, we have created a list of simple techniques that can be used to persuade the employer.

Message Framing Theory

The frame of the job interview answer changes a persons viewpoint.

Framing is persuasive as it influences how the mind sorts and organises information. The world is interpreted, differently for each individual person, depending on their own filters created through their own experiences, beliefs and values.

Meaning, two people seeing the same thing can attach different meanings to it. In the job interview, a late applicant, due to a faulty car can be viewed by one employer as ‘lazy’ – lateness = laziness, or by a second interviewer as ‘unlucky’ as they also have ‘car troubles’ so have empathy with the applicant.

Framing helps to influence the filters used to give meaning to things. As an example, if I was to talk about rivers and then asked about ‘banks’ the frame of the conversation would influence how the ambiguous word ‘bank’ is understood – as a riverbank.

Whereas, if I started a conversation about money and asked about banks, the meaning of the word ‘banks’ would be viewed differently to that of a riverbank.

In the job interview framing affects how an applicants answer is perceived.

A glass half full or half empty has the same quantity of water, but one frame is perceived to be negative and the other positive.

In fact, the way the glass is framed has an emotional response to a person hearing the chosen statement.

Imagine being in a job interview and after explaining that you worked for X organisation, the employer responds by asking ‘You worked at X? Isn’t everyone lazy over there?”

This negative stereotype creates an emotional association between you and the employers opinion of the ‘lazy’ organisation.

In this example, a ‘re-frame’ is required to break the association and to create a new, positive, emotional response “Yes, they are, that’s why I am applying for a position here, your reputation tells me that you appreciate hard work, good ethics and quality – the 3 things I personally value.”

The use of positive emotional words, compared with negative ones, throughout the job interview, can instill a positive image of an applicant, just as the glass half full metaphor feels more optimistic.

Research shows how the more positive words used during a job interview correlates directly with high scoring answers.

The interview answer, therefore, in the main should be frame a positive perspective, not focusing on negativity.

Encourage the employer to hire another candidate

People have a deep need to feel free to make a choice.

The interview, depending on an applicant’s interview identity, results in candidates attempting, sometimes quite obviously, to persuade the employer to hire themselves over other suitable interviewees.

Because humans value free choice, being forced, or feeling that you have no choice, creates resistance.

A review of 22000 people over 42 psychology studies found that the ‘but you are free‘ technique can increase the chances of someone saying yes by 50%.

The idea is simple, to reassure an individual that they have free choice.

In the experiments, asking for donations or take a survey, all gained an increase in participation if the ‘but you are free’ technique was used.

As an example, a charity collector may ask for a recommended donation of £5, and then add ‘but you are free to donate whatever you would like’ which would increase the donations received.

Or a surveyor would ask ‘can you complete our top-standards survey?’ and add, ‘but obviously you don’t have to feel obliged to complete it’

In the job interview framing the answer as if you will be hired for the position and then stating ‘but you are free ‘ can increase the likelihood of an employer saying yes to hiring you.

Imagine being asked ‘what can you bring to the team’ interview question.

Embedded into the interview answer can be ‘…if you hired me, but obviously you have a free choice, I would….A, B and C’

Rational Persuasion

In the main, persuasion experts talk about influencing people through the emotional part of their brain the limbic system.

But logic influences.

Presenting data, facts and using rational counter-arguments, research shows, helps to support a positive outcome in HR decision making.

The logical approach is easy to utilise within the job interview.

When asked a question many applicants revert to an example answer. The example is a powerful influencer, as storytelling talks to the emotional brain, where snap decisions are made.

The analytical process, created through the structured job interview, allows for and uses logical decision making.

Imagine, as an interviewer, you have asked a question and presumed the applicant will give another ‘example’ answer, but instead, the interviewee highlights their level of knowledge and experience by presenting evidence in terms of a target sheet, a data set, statistics or a written reference.

This proof of expertise, rather then a suggestion created within an example answer, can be more persuasive as it is harder to argue against facts then it is the possible fictional example answer.

Successful career professionals don’t simply prepare for their job interview by finding examples to the predicted job interview questions. Instead, expert interviewees focus on the frame of their answer, use purposely chosen positive words and make their persuasion feel like a free choice.

Job Interview Advice

January 12, 2021January 12, 2021

How Varying Language Improves Interview Outcomes

The focus, in a job interview, has always been on the content of the job interview answer.

Content is important, as the description given within a job interview answer determines the score the interviewer(s) allocate to each job interview answer.

In short, an employer will cross-reference the elements discussed by the applicant to the job criteria on the interview scorecard.

Generalising, the more criteria reference within the job interview answer, the higher the score an applicant will receive.

This makes logical sense. It’s the same as scoring a boxing match; the more punches a boxer gets on an appointment the more points they receive. The best boxer, or interviewee, wins.

Research is showing how the referencing of job criteria, alone, isn’t enough to create high scoring job interview answers.

What is also key to a successful interview outcome is the language, or the varying language, used throughout the whole recruitment process.

Language creates an emotional response in others, changing how an employer views an applicant, therefore affecting the scores allocated in the job interview.

Interview language.

Highly confident interviewees have a natural tendency to utilise strong assertive communication, whereas low confident candidates fall back on weaker language.

‘Try,’ as an example, presumes failure, whereas ‘will’ presupposes action will be taken. This small change in language, consciously choosing an appropriate verb, creates a different reaction – how they view a candidate, from the employer.

Substitute passive words;

‘Try’ to ‘will’

‘Think’ to ‘know’

‘Could’ to ‘Always’

‘I believe’ to ‘I’m confident’ (or ‘convinced’)

Read the following two interview answers and compare the impression gained of the two interveiwees from the language used.

“I believe I am a good fit for the team and would always try to meet my targets. In my previous position I worked on a similar task and I always achieved my KPIs.”

“I’m convinced I am a good fit for the team and I will meet my targets. In my previous position I worked on a similar task and I always achieved my KPIs.”

Weak communication.

Other language barriers come in the form of unnecessary communication.

Anxious applicants are known to add additional ‘weak’ words to job interview answers that simply aren’t required. Any low scoring words need to be removed from job interview answers.

Say more with less.

When planning to give a detailed interview answer, candidate are advised to pick only strength words that will ensure they standout from the group.

Delete the following unnecessary sentences/words during a job interview;

‘In my opinion..’

‘Did my best..’

‘Maybe..’

‘Only..’

‘Sorry..’

Any filler words.

Filler words.

An example of unnecessary communication is ‘filler words.’ Filler words are subconsciously used by nervous interviewees to fill the gaps between sentences while delivering an interview answer.

Common filler words are sounds ‘er’ ‘um’ ‘ah’ but can also include the words ‘so’ ‘like’ ‘well’ ‘you-know’. This constant interruption, created by filler words, distracts the employer from the value of the applicant’s interview answer, resulting in a lower-scoring outcome.

“Um, well, yes I do have experience, but, er, like it’s relevant but…”

To reduce filler words applicants can replace the ‘filler word’ with silence in the form of a pause.

As filler words are used naturally while a candidate is thinking of what to say, the applicant during this time can count to 3 in their head to divert their attention. The focus on counting is a conscious process that removes the unconscious process of using filler words.

Another technique, prior to the interview, is to practice the delivery of answering interview questions by making a mark for each filler word used. The process of recognising the number of filler words used, which is often more than expected, creates an awareness that helps to reduce this subconscious habit.

High scoring language.

Varied language is a key element to high scoring answers.

Finding new ways to say common words can create the desired variety to improve interview language. As an example, the words begin, start, commence, and initiate are all synonyms of one another.

As referenced earlier, words have different emotions attached to them. If asked about a particular skill, an interviewee might state they’re ‘good’ at the skill, but the words ‘great’, ‘excel’ or ‘highly skilled’ all answer the question positively, but each word has a different emotional association. Word choice, therefore, elicits a different emotional trigger from the interviewer.

Pronouns, ideally, need to be mixed. Singular pronouns (I) help to reference personal actions in team activities, whereas plural pronouns, which research shows are in coloration with high scoring interview answers, are used by confident candidates to help build inclusion and rapport, as ‘we’ is viewed as being ‘friendlier’.

Positive emotional terms, embedded throughout the job interview, again improve interview scoring as the words used have an emotional attachment and help applicants to communicate persuasively.

Positive emotional terms:

Joy

Happy

Gratitude

Pride

Interest

Amusement

Excited

Hope

Kind

Negative emotional terms:

Fear

Sad

Angry

Disgust

Rage

Loneliness

Annoyed

Nonverbal communication.

A common misunderstanding of hiring decisions, is that the content of the interview answer is the most significant part when it comes to scoring an answer.

As we have discussed in previous articles, prejudices, unconscious bias, the interviewer’s behaviour and the applicant’s level of confidence create ‘filters’ that answers are viewed through.

Studies show how nonverbal behaviour influences the interview. For example, research has shown that smiling increases attraction and likeability.

Confident communication, eye contact and posture also help to shape the appraisal of an applicant.

Research into micro facial expressions shows how a fleeting expression can be read by an observer, even though the expression only lasted milliseconds. Therefore, faked happiness isn’t believed as an applicant’s microexpression, as an example, showed fear before the fake smile is applied.

There are 7 basic human emotions; anger, contempt, disgust, fear, happiness, sadness and surprise, each with its own unique characteristics. Each expression, which is an expression of an emotion, is involuntary and outside of the awareness of the individual.

Facial expressions can also elicit different meanings depending on the schema of the interviewer. A smile could be seen as sarcastic or joyous.

Generally speaking, though, the following nonverbal cues will increase rapport with an employer, improving the interview scoring:

Initiating interaction to show confidence.
Giving your full attention to the employer – being externally focused.
Smiling and laughing.
Strong eye contact.
Gesturing to reinforce verbal communication.
Taking up space with your body as this creates authority.
Confident firm handshake.
Head held high shows self-assurance.

Job Interview Advice

April 26, 2019January 12, 2023

Common Asked Housing Officer Questions

A housing officer will often be employed for housing associations or the local authority, supporting clients with the assessment of needs in terms of housing applications.

The housing officer may also specialise in working with homeless people and/or service users with additional needs.

How competitive is a Housing Officer job Interview?

Interview Specifics

This article will list the commonly asked job interview questions for a housing officer.

By understanding the job interview structure and by knowing the commonly asked housing officer interview questions, applicants can prepare answers that highlight their level of competencies within this industry.

Common Asked Housing Officer Interview Questions

Can you tell me about your housing officer experience?

This housing officer interview question is asked for two reasons; 1 it is an open question to get you talking/feeling relax at the job interview start. 2, to gain a general overview of your experience (generic because the follow-up questions will go into more detail)

To answer this job interview question, start by summarising your experience as a housing officer, your relevant qualifications and a key unique skill relevant to the industry – something that makes you stand out, this could be a specialism you have IE working to house homeless service users.

How do you assess the needs of a client?

This interview question is key because this is the crux of the job role.

Split this answer into two sections. Section one is your people skills; explain how you build rapport, how you use effective listening skills, how open and closed questions have a powerful impact, and how you remain calm in stressful situations. Give a short example to highlight your level of expertise and competencies.

Section two should explain the interview structure; the questions you should ask, the information you need to collate, and how you follow GDPR, data protection and confidentiality legislation.

What does customer service mean to you?

You may be asked several customer services-related interview questions.

In the housing association sector often the service users can be stressed or angry. Some service users may have alcohol or drug addiction. In some cases, you will be speaking to clients who are struggling with finances and have been turned down for financial support.

When answering interview questions relating to customer service and communication, explain how you can handle these situations;

What was the situation – why was the service user angry or upset?

How did you handle the situation – what did you say or do to help calm down the client?

What was the positive outcome – how did the client respond to you?

What do you look for during a housing inspection?

Competency-based job interview questions require you to fall back on your experience.

Give an example of when you have carried out an inspection that had issues (you need to pick an inspection with issues to show that you can deal with this in a professional way)

In the example explain what you look for during a general inspection, the inspection process you follow and quote safeguarding regulations, and how you, when required, challenge a service user.

Follow this up with the example “one time during an inspection I saw…” Give details of what you found, the potential safeguarding issue, and what you did to address this

How would you have a positive effect on your colleagues and team?

A big part of the housing officers’ job criteria is to have the ability to work as part of a close-knit team. You will be asked one way or another about your ability to work within a team.

Open the teamwork answer by simply explaining how you enjoy working as part of a team and how in all previous housing roles teamwork has been an important aspect of the role. This opening confirmation statement shows how you have this required skill.

Now you have ticked the ‘teamwork’ box, you need to give a real-life example. A good frame for this job interview answer is to give a ‘helper’ perspective.

Describe how a colleague was having a problem with a housing issue and how this problem affected the output of the whole team.

Go on to describe how you took action and explain the action you took. Follow this up with the positive outcome focusing on how the whole team benefited from your quick actions.

You can also talk about the larger team – in this role, you will need to work with a range of agencies and stakeholders, including social services, jobcentre plus, citizens’ advice service.

Which other agencies would you refer a service user to?

Part of a housing officer’s job role is to work with the tenants to help them to be successful.

To be effective in this job duty you will need to work with, signpost or refer to a large number of partner agencies from social services to the local job center, from doctor surgeries to career advice officers.

In your answer list the relevant agencies you would partner with and give an example of when you would make a referral compared to signposting.

The example has to be specific. First, explain the service users situation and the key block that was holding them back. Explain the limitations of your roles and how the service user required expert advice.

Go on to explain how the service user had attempted to get support but had failed. End the interview answer by stating what you did to ensure the client got the support and advice they required.

Do you have any questions for me?

A guaranteed question is the “do you have any questions for me?” question. And your answer should be YES! Always ask a question.

Good questions to ask in a housing officer job interview are;

What is your approach to supporting service users with their many barriers?
What development opportunities do you have to help upskill a housing officer?
How many hostels/houses do the organisations look after?
What is the best part of your day?

August 19, 2017

Job Interview Questions for a Job at Rise in Manchester

Rise Manchester offers a tailor-made space for the FinTech community, drawing together the city’s vibrant startup culture and its rich industrial past. In staff they are looking for friendly and fun staff who know there coffee and who can improve their customers experience.

If you want a job at rise, here is some questions you will need to answer

Below you can also access 101 Interview Questions and techniques to Influence the Job Interview. Good luck with your next job interview.

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Job Interview Questions for a Job at Rise in Manchester

Job Interview Question 1:

“Tell me about your customer service experience?”

The opening question at Rise, will be a generic interview question to gain an insight into your customer service and barista experience. Summarise your experience and have a focus on the key skills required for this position; how you welcome customers, how you promote the rise philosophy and how you go above and beyond

Ensure you mention

customer service skills
strong written and spoken communication skills
the ability to solve problems
the ability to deal tactfully with customers
your friendliness and rapport building skills

Job Interview Question 2:

“How do you handle difficult customers?”

For situational job interview questions, answer using a real life story or example

state the situation – why the customer was angry/difficult
explain how you remain calm and how this calmed down the customer
discuss what you did to support the customer while following processes and procedure
explain the outcome of the situation ***ensure this is positive

Job Interview Question 3:

“When have you gone and beyond to help a customer?”

Rise isn’t just a coffee shop, its an experience. In an employee Rise are looking for staff members who go that extra mile. Answer this interview question by first stating your work ethic and your temperament. Second give a real life example of when you went above and beyond to help a customer. Remember at Rise the customer base isn’t just shoppers, in fact the percentage of customer are entrepreneurs who spend their day at Rise working

Job Interview Question 4:

“What questions do you need when booking a room for a customer?”

Many customers book rooms and the stage area. This task requires a level of organisation. When answering this questions explain your strategy for keeping the administration side of things on point. How do you ensure that you have the correct details; customer detailsl, booking details

Job Interview Question 5:

“Why do you want to work at Rise?”

Be honest when answering this question – Rise has to be the right fit for you, and you need to be the right fit for Rise. What made you apply for this role? Why do you like the environment? To answer this question, start with “The three reasons I want to work at Rise are…” and then give 3 real reasons.

Job Interview Question 6:

“Do you have any questions for me?”

Good interview questions to ask interviewers at the end of the job interview include questions on the company growth or expansion, questions on personal development and training and questions on company values, staff retention and company achievements.

Conclusion

Many people are afraid of job interviews. The truth is if you prepare for your job interview, by predicting the job interview questions, you can easily prepare your job interview answers. If your job interview answers highlight your unique selling point, are stated in the positive and are said in a confident manner, then you can influence the job interview to increase job offer.

Interview Preparation Resources

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September 25, 2016November 21, 2020

Out Of The Box Interview Tips

Think Out Of The Box To Pass a Job Interview

Run of the mill interviewing techniques are becoming talk of the past.

“Tell me about yourself”?, A question that has been out there for so long that candidates tend to just learn the answer to it by heart with minor tweaks here and there.

If the questions aren’t going to change so will the same patented responses will be given during interviews. There is no advancement in the interviewing procedures and no learning for graduates coming fresh out of the universities.

career

Let’s consider a situation where a candidate (you) gets the call from HR representative of the company you applied to.

A unique feature about this call would be (we’ll get into that) but how normally a candidate would respond to one such call:

HR: “Hi, is this Mr. X I’m speaking to?”

Mr. X: “Yes, who’s this?”

HR: “This Ms. Y from ABC Co., you applied for the position of XYZ. Have you got a minute, I have to ask a couple of questions?”

Mr. X: “Please go on”

HR: “Ok, so have been you working somewhere?”

Mr. X: “Both yes and no, actually I resigned from my previous employment and am currently serving my notice period”

HR: “Ok, it says here you’ve been with the firm for last 5 years, what makes you want to switch?”

Mr. X: “Although, I have had no issues here during the tenure of my employment, all I feel is a bit stagnant where I’m and want to challenge myself in pursuit of new and better opportunities”

HR: “Alright, let me schedule an interview with you tomorrow say at 11am?”

Mr. X: “Sounds good to me, will be there.”

HR: “The directions to our office will be emailed to you shortly.”

Mr. X: “Sure thanks. Bye.”

That is how a normal telephonic interview appears as. But if we could improvise and candidate can earn the seat in front row? Startling? We pick it up from point no. 10 above and see how it changes.

Mr. X: “Can I suggest a date, as I have some things to take care of in the days to follow? Hence I won’t be able to squeeze time for the meet.”

HR (based on the availability): “When it would be possible for you to visit, then?”

Mr. X: “On so and so date (suggest a date for 2-3 days ahead)

The idea is to buy time so you can thoroughly search about the company, its stakeholders, review their profile on LinkedIn and prepare yourself well.

HR: “How does day after tomorrow sound?”

Mr. X: “Great!”

Now if the counter argument is not up to your liking, best lock in the day as it maybe that the organization is interviewing other candidates or the interviewing authority may not be available in those days.

At least by making a request you have made your presence felt and that you are not typical instead expressive. Just that is the purpose of asking to schedule at a later date. This gives you leverage in negotiations at the time of offer.

You don’t need to insist on scheduling for the day/date you have in mind or you’ll lose the opportunity, altogether. An attempt suffices and generally employer allows for a day or two in scheduling meets for candidates.

Secondly, the questions needs to be revisited to allow candidates to speak open-endedly and when someone is provided the platform to speak, their frame mind is reflected and the person interviewing can gauge whether or not the person would be a suitable fit for the organization.

Questions could be:

“How much element of fun is part of your life?”

“Do you cater to sarcasm?”

“What if I were to ring up a close friend of yours, will he/she be able to tell me your weaknesses?”

Author Bio

Rayanne Dany is an HR consultant and can be reached for assignment writing service via her twitter handle. She has tons of experience in different organizations amounting to a total of 10 years. Her insight over the years as an HR professional has paved way for writing improvement techniques.

October 4, 2013December 11, 2020

6 Principles of Job Interview Persuasion

The Psychology of Influence is an insightful read on the principles of influencing and persuasion techniques Dr. Robert Cialdini.

This book is often quote in other books on influence, persuasion and manipulation, which shows how regarded this book is by professionals.

We have taken what Dr Cialdini researched and taught us and made it relevant to the job interview situation.

Dr Cialdini talks about the six principles of influence, we give examples of how any interviewee can use this psychology to influence their next job interview outcome.

COMMITMENT

People have a need to follow through on their commitments; we all strive for consistency and when we commit verbally or in writing to something, we often won’t want to back out of this personal commitment.

To win job offers you first need to gain the employer’s commitment, if they commit to employing you during the interview they won’t want to change their mind.

During the interview you can ask a mixture of questions while answering the employer’s questions, that subtly get the employer to commit to employing you through answering yes to each of your questions, as these yes answers build so does the employers commitment.

“Do you want to hire someone who can (add a unique selling point) example increase your sales?”

“If I could give you real evidence of how I have doubled profits in my past 2 companies, would you want me to show you how I can double your profits?”

“Imagine you hired me, and we worked really well together, increased the sales and made a bigger profit than any previous year, would you want me to teach other people to get the same results that we are getting?”

“Would you hire me, if I could bring over the customer base that I built up?”

All the questions designed to make the employer say yes, even the last question which asks “would you hire me?”

RECIPROCATION

People feel indebted to others who do/give something to them. In the interview, you can’t offer to buy the interviewer a coffee (giving gifts works well for the reciprocation rule) instead you need to give them advice or an idea that would add value to their company.

This has to be unselfish; tell them how X technology will improve production, or how X company have a contract they want to subcontract or explain how a certain sector needs X

It doesn’t matter what the gesture is, what matters is the employer will realise how valuable you are. They will first feel indebted to you because you have told them something that can help increase their profit, and secondly, the interviewer will think if you will give this gem away for free, what else will I get when I employ you?

SCARCITY

Make yourself scarce, unique or valuable. You need to think about the value you can bring to the organization, what do you possess that others don’t? How will you increase company profits? How will employing you add value to their organization? And more importantly, if they don’t employ you what will they miss out on, especially if you become the employer’s competition as an employee at a competitive company.

Once the employer realises how valuable an employee you are, let them know how employers from other competitive organizations have already offered you a position and there troubling you for an answer.

Now you are becoming scarce, the employer might miss out on recruiting you and we all want something we can’t have more.

AUTHORITY

People listen, trust and follow experts. The more you learn about your industry the more you will sound like an expert.

With all this expertise in your head, share it with the employer, explain how this knowledge of yours will benefit the organization, how you can increase productivity, how you will win new contracts and save on overheads.

In the job interview you have to be seen as an expert in your industry, as this will increase your value, the rule is, if your an expert your worth more to the company. People believe experts and won’t always question your general statements if they believe you are an authority on the subject.

LIKING

People find it hard to say no to people they like; people like people who are like themselves.

During the job interview, you can increase liking by finding common ground; you both enjoy the same sport, you both went to the same school, you both holidays in Greece or you are both interested in history.

To find common ground, ask friendly questions as the interviewer takes you from the reception area to the interview office, there may be signs of the employer interest in the form of photographs or books/magazines in the office.

Ask open questions about these pastimes and if the employer sounds interested in this, explain how you also enjoy this hobby.

SOCIAL PROOF

Most people are followers not leaders, especially when their uncertain about a course of action – to feel comfortable we will go with the crowd. In panel interviews, there will always be a leader.

During the interview make eye contact and answer everyone’s questions, but ensure you meet the values of the leader, impress this personal over all others, as in many cases they will have the last say.