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How to Interview for a Job

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.

What is your interview identity? Take the test here.

The interview start

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.

A full list of interview questions and answers can be found here: questions and answers for an interview

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
Evolve the mind book on Amazon

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
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What Will a Job Interview in the Metaverse Look Like?

On 28th Oct 2021, Mark Zuckerberg announced the rebrand of Facebook to Meta, signifying to the world the importance of their investment into the Metaverse.

The Metaverse will be a crucial element in the future of hiring staff, requiring career professionals to understand what a Metaverse job interview will look like.

The Metaverse will be an interconnected online experience that merges work and life across a wide range of platforms, from VR headsets to AR implementations.

The Metaverse won’t just look like a virtual reality computer game where everyone communicates via their avatar, instead, it will be a mix of a physical and virtual world, with its own economy and users will be able to take their avatars and goods throughout the metaverse.

This video is an example of how the online and real-life workspace could interact.

Is the Metaverse a fad?

Skeptics say that the Metaverse could be a fad, and that Zuckerberg launched Meta as a ploy to divert attention from other issues.

No matter what the reasons were for Facebook to change to Meta, those who are looking at what is happening in the tech world know the Metaverse is coming and coming soon.

Facebook won’t own the Metaverse, instead, it will be open-source, just as one single website doesn’t own the internet.

Many large tech giants; Microsoft, Apple, and large gaming companies are investing tens of billions of pounds into the Metaverse. In a recent CBSNews article, they highlighted how tech companies have been working on virtual reality tech for several years:

  • Google Cardboard might be the most successful VR project in history
  • In 2015 Microsoft announced Holoens mixed reality glasses

During Zuckbergs Meta launch, he explained how the Metaverse could open up the global job market: “..giving people access to jobs no matter where they live..”

Verdict looked into the future of AR and VR, saying: “This could be just the beginning. While the AR market was worth a fairly restrained $7bn in 2020, Global Data estimates that it will generate revenues of $152bn by 2030.”

The article goes on to explain how workplaces will and are evolving into the virtual world: “One of the biggest trends in the AR and VR space in 2022 will be the use of immersive technology and VR in the workplace”

In an article on Reworked, they talk about the potential of VR in onboarding new staff: “VR has huge potential for the digital workplace as a training tool for remote workers and onboarding new employees”

This is because avatars will be able to mimic facial expressions, gestures, and body language.

It is the development of avatars that can mimic a hiring manager while testing the applicant’s competencies that will see a move to recruitment in the Metaverse.

While discussing online staff training, the Reworked article explains: “These VR modules can use video recordings or animations to simulate tense scenarios for managers to practice their handling and ability to navigate through the issue successfully.” This same tech could easily be adapted for an assessment job interview.

RCP mag, talking about Facebook and Microsoft, two tech giants who are keen to have a big presence in this future territory, said: “(Meta and Microsoft) just announced that they are partnering to integrate Microsoft Teams with Workplace by Meta (formerly Facebook Workplace), which will allow Teams users to live-stream video into Workplace groups, and to view, comment and react to meetings in real-time without having to switch between apps.”

Virtual Reality in Recruitment

In a recent article, Employment King said: “The metaverse will bring enormous opportunity to individuals who want to work from homes and employers will be able to test how the employee would work remotely (and in the metaverse) and collaboratively on projects.”

Virtual reality recruitment and training is already here.

Deutsche Bahn, the Berlin-based mobility and logistics company, in 2015 needed to hire 10,000 new employees. To help with recruitment, they would take VR headsets to assessment days and career fairs, allowing candidates to virtually observe a train electrician and engineer doing their job. The result was a massive increase in applications.

A Forbes article talking about AR and VR trends explained how Walmart used tech to train 17,000 staff in compliance and customer service. While going on to discuss the US Army’s deal with Microsoft to use Hololense technology in military training.

Metaverse Recruitment

Recsite design, in July 2021, discussed the increase in VR recruitment: “According to a study carried out by the Employment Law Advisory Services, 43% of companies that employ VR use it to help introduce new members to their existing teams.”

The British Armed Forces saw a 66% rise in applications after using a Samsung Gear VR headset to let candidates experience driving a tank.

Recruitment is as much about the applicant finding a suitable employer, as it is about an employer finding a suitable applicant.

The Metaverse will help applicants and employers find their match.

It is highly likely that future job fairs will be held virtually. Initially, in-person job fairs will use VR tech to allow future employees to view what it would be like to work at the organization by having them view the workplace with a VR set.

The natural evolution will be a live screen, via a VR set, of the workplace. Before long, the candidates will be meeting current employees, take part in a workplace walk around to better understand the company culture, and try out company benefits such as ‘cinema rooms’ or ‘skill training’ sessions all via the Metaverse.

Job Interviews Conducted in the Metaverse

It is predicted that staff recruitment, staff training, and staff onboarding will be some of the most commonly used functions, for employers, during the early days of the Metaverse.

Candidates, in the metaverse, will be able to ‘show off’ their competencies. Interviewees avatars can manipulate objects, create images, write and interact with other avatars.

Being able to physically move around (in the Metaverse job interview), applicants will demonstrate their skill set, from a retail candidate dealing with a simulated customer complaint to a surgeon demonstrating an operation in real-time.

Sounds farfetched? VR for training surgeons has been around for many years: “In 2009, a Halifax-based professor of neurosurgery, Dr. David Clarke, performed the first-ever virtual reality (VR)-based simulated surgery to remove a brain tumour”

Many recruitment processes, for high-skilled positions, have an assessment stage. Now, VR will take this one step further to help a hiring manager predict the job performance of a candidate through human and AI observation and interaction.

Scenario-based simulation exercises will test an interviewee’s skills and competencies, reducing any job interview deceit, white lies, or extensions of the truth, as increasing levels of complexity will be tested throughout the assessment, checking the level of each candidate’s abilities and knowledge.

Part of the recruitment process will be observed and assessed by humans, but as AVIs – Asynchronous Video Interview continue to be ever more popular with employers, AI bots will continue to play a large part in the hiring of new staff, reducing time and money employers spend on staff recruitment.

The 5 Stages of a Metaverse Job Interview

Much research is showing an increase in the number of stages of interviews for a high-skilled position, and the increasing use of artificial intelligence in the recruitment process.

The result of AI robot interveiwers, and the required interview stages to check the candidate’s suitability, will create a blended AI and human recruitment process in the Metaverse.

Metaverse Interview Stage 1

The initial interview stage is likely to be a short screening interview via an AVI – Asynchronous Video Interview AI bot.

Job applicants will enter the companies metaverse recruitment room and be given a short introduction to the AVI.

The AVI will last for around 15 minutes, and job candidates will be able to choose their own date and time to conduct the interview – ideal for career professionals applying from countries with different time zones.

The AVI will ask 3 job interview questions to check suitability. The questions will vary, but in the main, they will focus on the essential criteria for the job role.

During the interview, the AVI will ask each question in turn. Currently, interviewees have 60 seconds to digest the question before recording their interview answer which has a limited time capacity of 2 minutes.

As AVI technology advances, it is highly likely that the candidates will answer the interview question in real-time without a time limit attached to their answer.

Once the duration for conducting for all applicants to have completed the screening interview, the AVI AI bot uses a complicated algorithm that could include analyzing facial expressions, tonality, gestures, and body language to predict a persons temperament, will make a decision of which applicants will progress to the second stage of the recruitment process.

Metaverse Interview Stage 2

Staff retention is a big issue for many employers, as younger generations don’t consider a job for life and are more likely to job-hop at a moment’s notice. The great resignation is evidence of this new attitude.

To improve staff retention, employers will focus part of the recruitment process on selling the benefits of the organisation to increase demand for the position, allowing the employer to increase the number of first-choice applicants accepting the position.

Stage two of the Metaverse interview will be a virtual walkaround of the organisation. The virtual walkaround will be miles away from a simple VR walk-through of an office. Instead, interviewees will be able to visit, in live-time, the employer’s Metaverse workplace.

The walk-through could consist of visiting work-stations, observing meetings, attending auditoriums, lecture halls, and checking out the company benefits: relaxation rooms to de-stress after a hard day in the office, or a creative space for generating ideas. Companies will also have game rooms and specialist areas of increasing skills such as a brainteaser room or access to hundreds of volumes of industry-related books, academic research papers, and company history.

The main focus of the walk-around will be to showcase the company culture and its values. Employers, by highlighting how they conduct business as usual, their vision, and current projects, can attract career professionals with a similar attitude, helping to create high-performing teams.

Metaverse Interview Stage 3

From an employer’s perspective, the recruitment process is designed to predict the potential job performance of each applicant, resulting in the hiring of the (potentially) best performing interviewee.

Currently, assessment centers use standardized tasks that gather relevant information about an applicant’s capabilities.

In the Metaverse the assessment stage of the interview will go one step further. Imagine, in the near future that a high proportion of work-related tasks are completed partly or fully within the Metaverse.

AI will be able to replicate a previous project in the Metaverse, including the personalities and potential reactions of team members. Interviewees will then be asked to complete the task which is assessed on two levels. Level skills and competencies, and level 2 how the applicant would fit (or not) within the current team.

Employers will be able to observe the interviewee’s actions, but also compare the outcome from the tasks with the actual outcome from the original completion of the task in real-life. It is this comparison that can help a candidate to stand out.

Tasks that will be assessed will be the main duty for the job role, and could include:

  • Project planning meeting for a project manager
  • An operation for a doctor
  • Customer service scenareo for a retail assistant
  • A high risk situation for an air traffic controller
  • The delivery of a lesson for a teacher

In the future, large employers won’t hire for a particular role. Instead, global companies will have a constant recruitment program, via the Metaverse, to search for and hire exceptional career professionals.

For these exceptional professionals, job roles will be created for them.

In the assessment stage of the recruitment process, the assessment of a task will increase in difficulty to test an applicant’s ability allowing the human resource team to find the right role for each successful applicant.

Assessment centers will test for:

  • Creative problem-solving
  • Leadership
  • Communication
  • Stress indicators
  • Values
  • Temperament
  • Industry knowledge
  • Strengths vs weaknesses
  • Attitude and work ethic

Metaverse Interview Stage 4

The first three stages of the Metaverse job interview will be designed to reduce the number of applicants who are put forward for a human delivered structured job interview.

A structured job interview, research shows, is currently the best predictor of an applicant’s job performance. This is because each candidate is asked the same interview questions in the same order with answers being marked against a specific scoring system on the interview scorecard.

The human interview will also be conducted in the Metaverse, as the Metaverse will be part of day-to-day life.

Some interviews will be conducted by the employer’s hologram or their avatar, depending on the job sector.

Interviewers are quite likely to receive an ’employability suitability’ report prior to the interview based on the previous rounds of interveiwers, created by AI big data program.

Applicants will be asked 8-10 job interview questions by a member of the human resource department – a trained interviewer.

Questions will be a mixture of strength-based job interview questions and Metaverse related job interview questions:

  • Why did you choose that particular avatar and what does it say about you?
  • How do you decide what tasks to complete in the Metaverse and which duties to complete in the phyiscal work palce?
  • Give me an example of collaberating in the Metaverse?
  • What percenatge of your working week do you expcect to spend in the Metaverse?
  • How do you monitor your motivation and stress levels?
  • Give me an example of how you priotise Metaverse tasks?
  • How do you keep work orgnaised when working in the Metaverse?
  • What Metaverse ‘skills’ do you have?

Metaverse Interview Stage 5

The final round of job interviews will be only available to 5 successful candidates.

To be offered the position, the final job interview round will be conducted by the applicant’s future line manager – an expert in the job role/industry.

The interview questions will be focused on the business as usual tasks and the candidate’s sector knowledge.

Interview questions will include:

  • What do you expect the daily tasks to look like?
  • What is your approach to (task)?
  • Describe the theory for (task/process)?
  • Give me an example of doing (task)
  • If (problem) happned what would you do?
  • How you would you handle (X) situation)?
  • What would you prioritise first (X) or (Y) and why?
  • Give me an example of collaberating with stakholders?
Evolve the mind book on Amazon

The job interview process is evolving.

Over the past 12 months, there has been a significant increase in AVI – Asynchronous Video Interview and ATS – Application Tracking Systems with over 98% of the top fortune 500 companies using recruitment automated software.

And where large companies lead, small to medium size businesses follow.

Progress in creating recruitment tech that can be used in the Metaverse as well as applications for completing work-related tasks virtually is happening all the time.

It is clear then that the future of job interviews will involve the use of AR and VR technology.

Job Interview Coach and Author of ‘what is your interview identity’

Chris Delaney

Chris Delaney is one of the leading job interview coaches in the country, helping career professionals to successfully pass job interviews. Delaney is the author of several job interview reference books including ‘what is your interview identity’
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5 Most Common Types of Job Interviews

The recruitment process is changing due to issues such as the great resignation and the global job market.

Since the start of the pandemic, career professionals have been reflecting on how their employers have treated them.

The great resignation is an economic trend that started in the United States which saw a large number of employees resign from their job roles.

With a high number of vacancies on the increase: 2.4% of job roles were vacant in quarter 1 of 2021, career professionals are feeling confident when it comes to job-hopping.

Depending on the employer, businesses are being affected in various ways.

For small to medium-sized companies, the advice is to shorten the hiring processes as the number one choice applicant gets bored and quits the application when it is long and slow.

This ‘quit and jump’ strategy is a big problem when it comes to filling a position. Indeed state that the average number of days a job is live is 30 days and other sources indicate it is more like 42 days, which has led to employers having to sweeten the deal by increasing salary and company benefits.

Global brands are on the opposite scale with businesses receiving a record number of applications for an advertised role that has led to the increase in automated recruitment processes.

One reason for this is the global job market. With advances in technology and remote working becoming the norm for employees, career professionals living in one country can apply for a position in a second country.

Technology is set to change the workplace with tech giants like Mark Zuckerberg investing in the metaverse –  a digital environment where multiple people can interact in a 3D world, which could lead to a future where many jobs take place in the virtual world, from the comfort of your won home.

In an article on Microsoft, they stated how they received over 7 million visitors to the career section of their website.

As global brands see a year-on-year increase in the number of applications they receive for each job vacancy, many of them are turning to automated recruitment options such as asynchronous video interviewing and application tracking system software.

The great resignation and the global job market have resulted in employers testing new job interview processes.

Top 5 Job Interview Processes

Below is an outline of the various and most common job interview stages an applicant may have to attend to land their dream job.

Depending on the organisation and role, job applicants are likely to have to attend between 2-6 rounds of job interviews.

Preperation is key to a successful job interview. To prepare, career professionals must understand the various steps in the recruitment process.

Asynchronous Video Screening Interview

Global brands, big businesses, and high-paying employers are receiving record numbers of applications.

The extremely high volume of applicants is simply too much for a human to contemplate. Rather than hiring additional human resource staff to read and interview each career professional who has shown interest in the vacancy, organisations have turned to technology.

AVI – asynchronous video interviews are used as a screening process.

The AVI interviewed won’t be scheduled on a particular date and time. Instead, the applicant can choose a time most suitable for themselves (as the interviewer is an AI programme, not a human).

Each AVS lasts for around 15 minutes.

During the 15 minutes the interviewee has time to prepare themselves; check the voice and video systems are working correctly, take a practice interview test, before being interviewed by the AI programme.

The actual interview takes around 10 minutes, with an average of three job interview questions being asked.

The interview question will appear on the screen and the candidate will have one minute to prepare for their answer.

After the minute is up, the video recording takes place. During the recording, the interviewee has only two minutes (on average) to answer the interview question, before the recording stops, in readiness for the second or third interview question.

As the 2 minutes are coming to an end the AVI will let the interviewee know that there are 30 or 10 seconds left to go.

For more information on AVIs click here: what is an AVI

Values Job Interview

The days of a job for life have long retired.

Employees, more than ever before, job hop, resign out of the blue, and are approached online by recruiters and employers if a suitable vacancy is available.

Global problems such as the bank crisis and Covid19 have shown how a business one year is a success, but the next year is making redundancies.

No job is safe.

Employers, to help recruit the most suitable and ideally long-lasting employees are turning towards a new way of recruiting based on the values of the organisation.

The ‘values’ job interview is designed to hire staff members who are likely to 1) go above and beyond for the company and 2) improve staff retention as the job interview asks questions about the applicant’s own values before cross-referencing their answers against the values of the company.

In the main, the interview questions will be about the company values:

  • Can you name the 7 company values?
  • Which of our values would you say in most important to you?
  • When working in a team what is your main priority?
  • What does success sound like to you?
  • What motivates you to get out of bed on a Monday morning?
  • How do you know when you have done a good job?
  • How would you (value) when working on a project?

Research is required for a values job interview. Without an awareness of the employer’s company values it is unlikely that any of the job interview answers will state enough relevance to gain a high-scoring mark.

For more information click: what is a values job interview?

Strength-based Job Interview

A number of employers are embedding strength-based job interviews into their recruitment processes.

Similar to the ‘values’ job interview, the strength-based job interview is looking at suitability from the perspective of the ‘company fit’.

Each strength-based job interview question is about the employee’s preference – the way they prefer to work, their natural motivators and are crossed reference against the company culture.

There is an obvious cross-over with company culture and values which is why a values job interview and a strength-based one are similar.

In the main, but not always, the questions are asked about preference:

  • Do you prefer to work independently or as part of a team?
  • What is more importnat to you starting or finishing a project?
  • Do you like variety or routine?
  • How do you work best, when you are woking on one importnat task or when you have to multitask?
  • Choose a statement that best suits you: I prefer creativity or I prefer following processes and procedures?
  • When do you excel when being told what to do or when telling other people how to do things?

For more strength-based interview questions, read this article: Strength-based job interviews

Behavioural Job Interview

The final two job interviews that will be discussed are both from the structured job interview family.

Both the behavioral and situational job interviews are well-known and well-used recruitment tactics.

Previously, employers, especially in small to medium-sized organisations where the interviewer is the potential line manager, not a trained HR interviewer, the interview panel asked a mixture of behavioral and situational job interview questions.

More recently, employers are understanding the importance of how they frame a job interview question, as the frame can influence the type of answer an applicant gives.

This understanding has led to organisations using a specific structured job interview: Behavioural or situational. Amazon, as an example, is known for asking behavioral job interview questions and even going as far as referencing this on their career page.

“Behavioral job interview questions are questions framed in the past tense. The idea being, that past behaviors predict future actions – a zebra cant change it stripes”

Chris Delaney author of What is your interview identity

Behavioral job interview questions sound like this:

  • Tell me about a time when you were faced with a problem that had a number of possible solutions?
  • When have you learnt from a mistake?
  • Describe a time when you took the lead?
  • Tell me about a time that you collaberated with others?
  • Have you ever gone above and beyond?

Situational Job Interview Questions

Situational job interview questions are future-based scenarios.

Behavioral job interview questions are ideal when an employer is recruiting a highly experienced and skilled employee, someone, who must demonstrate their work experience.

On the other hand, many roles are suitable to a qualified individual without the need for several years experience:

  • Graduate positions

  • College jobs

  • Internships

  • Newly created roles/job sectors (as no one will have direct experience) created through the advancement of technology, politics, and globalisation

    • Situational job interview questions sound like this:

  • What would you do if you were working on a project and (X) happened?

  • If you were hired as a team member what would your first priority be?

  • How would you go about solving (X) problem?

  • How would you motivate your team?

  • What do you forsee the problems to be?

    • Other Types of Job Interviews

    Technical Job Interview

    Technical interviews assess the candidate’s technical ability to complete a certain technical task.

    Some technical interview questions look at skills required for the technical role: problem solving or numerical reasoning, with some questions being in the form of a brain teaser.

    Common in engineering, science, and IT roles.

    Group Job Interview

    Team to group interview tasks are common during full-day assessments.

    As part of the recruitment process interviewees will be put in groups to complete a simple task.

    Several interveiwers will observe the groups and mark each person on their communication, leadership, and teamwork skills.

    The task normally lasts around 30 minutes.

    Role Play Interview

    The use of actors and/or hiring managers acting a part and situation that the interviewee has to deal with while being observed and marked by additional interveiwers is very common in leadership and high-paid positions.

    The idea is for the employer to see in real-life (or as near to as possible) how the applicant will react in the (common) situation.

    The person playing the part/situation will often be having a problem or being disruptive, and it is for the interviewee to show their professionalism and skill set to find a solution to the problem.

    The recruitment process is changing.

    There will be an increase in automated job interviews and resume/CV selection.

    Large employers will continue to see an increase in the number of applications per vacancy.

    Competition (for many roles) will be global.

    Technology will continue to change the jobs on offer.

    Many employers will use multiple stages of interviews to help recruit a high-performing team.

    Hiring managers will ask more interview questions around company values and culture.

    Employers will continue to adopt the structured job interview process as it has been proven to be the best indicator of a candidates job performance.

    It is highly likely that recruitment will be completed in the metaverse or as part of a virtual reality interview process.

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    What is a Values Job Interview?

    A large number of organisations are choosing job applicants not just based on their experience and knowledge, but also on their personal values.

    More importantly, employers use ‘values’ interviews to review if the candidate’s values, their behaviors, and their likelihood to fit within the company culture.

    The values interview is very similar to a strength-based job interview which asks questions on the interviewee’s preferences – how they best like to work?

    Both, strength-based and values job interviews are often part of a longer recruitment process. Either used at the start or end of a 3-4 stage hiring process the idea behind the values interview is to help avoid recruiting an employee who may be, at worst, disruptive or simply not a good fit within the team.

    How to prepare for a Values job interview

    Value interview questions, in the main, are asking – do you embody the company values?

    More specifically, the vales job interview questions ask – how do you embed the company values into the day-to-day operations?

    There are two approaches to asking value interview questions:

    1. Asking direct vaue questions
    2. Embedding value questions into a structured job interview process

    An obvious first step to prepare for the values interview is research.

    Any organisations adopting this job interview strategy will showcase the company values on their website.

    Some businesses will have a dedicated values page (often an indication that values questions will be asked at some point direction the hiring process) or on the ‘about us’ page.

    Once armed with the company values, the career professional must understand their own values. As each interview value question will be about how the applicant’s values match the employers.

    Values are the drivers of motivation – you are motivated to action because of your values.

    An example of value motivation is working overtime. One employee will work overtime because they value money (the additional pay for the extra hours) whereas a second employee may value customer satisfaction (the overtime results in a completion of a task on time that makes the customer happy).

    Career professionals all value different things. There are no good or bad, right or wrong values, instead, it is (often) an unconscious trait that motivates that person.

    Values can include:

    • Quality
    • Quantity
    • Finance
    • A job well done
    • Being quicker/better/more knowledgebale than others
    • Praise
    • Fame
    • Caring for others
    • Independence
    • Collaberation
    • The end result/finishing a task
    • Professionalisum
    • Trust
    • The bigger picture or specfic detail
    • Processes and procedures

    Values are often viewed in the behaviors of colleagues and the language they use within the workplace:

    • Detailed value: “I like to cross the Ts and dot the Is”
    • End result: “Lets fisish what we started”
    • People: “Look how happy they are with (product)”
    • Finance: “One more sale and I will have made my bonus”
    • Praise: “I know my (manager) wil like that I did this”

    Carer professionals can identify their own values by asking:

    1. What five things are important to me in my job?
    2. Which is more important A or B? (ask this for all 5 values)
    3. What motivates me in the workpalce?
    4. What demotiavtes me?
    5. What makes me the most fulfilled?

    Which sectors use value interviews?

    There has been an increase in the use of value job interviews, as more employers are taking steps to hire long-lasting employees.

    The main driver for change in the recruitment processes of organisations is the data that is showing the increase in job-hopping from one employer to another.

    By hiring a career professional whose values are in line with the organisations values (and their vision) the new employee is likely to be happy, and therefore stay, with the employer.

    The following industries are adopting the values job interview:

    • Healthcare
    • Sales
    • Education
    • Animal care
    • Science
    • Finance

    Job Interview Structure

    As mentioned, there are two types of value job interviews – direct value questions, and embedded questions.

    A direct value job interview is when the employer asks questions based on their company values.

    Direct value interview questions can include:

    • Can you name the company values?
    • Which of the company values most resinates with you?
    • What are your personal values and how do they relate to the company values?

    Other direct questions ask about the implementation of the value into business-as-usual tasks:

    An example of this is when an employer values quality. The interview question may be: “How would you ensure the quality of (product/service) while increasing the number of outcomes?”

    Or, as a second example, an employer who values integrity, could ask: “Describe a situation where you have demonstrated integrity?”

    The hiring manager in a direct values job interview will ask one question for each of their list of company values.

    Indirect job interview questions

    Embedded value interview questions are hard to detect.

    Hiring managers ask standard job interview questions:

    • “Tell me about how you would fit this role?”
    • “How do you make a decision?”
    • “How do you manage conflicting deadlines?”
    • “Tell me about a time you have made a mistake?”
    • “What would you do if a client gave an unrealisitic timeframe?”

    On the face of it, the questions seem to be one of the most commonly asked job interview questions. The difference is, the employer is making note of the job applicant’s values, preferences and motivations.

    The framing of job interview questions

    Clues to what an employer is looking for, what will score high, is leaked by the structure of the interview question.

    An employer who asks: “Have you ever gone the extra mile to satisfy a customer?” is quite likely to value customer satisfaction.

    Whereas an employer asking: “how would you say no to an unrealistic customer demand without running the customer relationship?” may be more quality or process-focused.

    Employers who ask: “Are you willing to work overtime?” would only ask the question if they require flexibility in their workforce.

    Value job interviews often last for around 30 minutes and are conducted by a trained HR practitioner.

    Remember value questions can be, and often are, embedded within a behavioral or situational structured job interview.

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    Chris Delaney

    Chris Delaney is one of the leading job interview coaches in the country, helping career professionals to successfully pass job interviews. Delaney is the author of several job interview reference books including ‘what is your interview identity’
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    How to Answer the Interview Question ‘What are your greatest strengths?’

    The ‘greatest strengths’ interview question is one of the most commonly quoted job interview questions, used across all job sectors.

    Why is the ‘strengths’ question utilized so often? Because of the open nature of question.

    Employers pick specific interview questions to help gained an understanding of the applicants knowledge, experience and potential.

    Specific interview question will be directed at a key competencies:

    • “Give me an example of doing X?”
    • “How would you handle Y situation?”
    • “Have you ever used Z?”

    Competency based interview questions are easy to cross-reference against the job criteria, which is why employers favor the structured job interview.

    The barrier, when asking very specific job duty related questions, is that the applicant doesn’t have the opportunity to promote their additional skills, knowledge and experiences.

    This is one of the reasons why employers ask more open-ended interview questions such as the famed ‘tell me about yourself’ or the ‘strengths’ interview question.

    The article will explain how to approach the ‘what are your greatest strengths?’ job interview question. How to create a high-scoring answer, and how to make the high-scoring answer relevant to the job role.

    Preparing for the Job Interview.

    The key to answering the ‘greatest achievement’ interview question is in the applicants pre-interview preparation.

    The barrier with an open question is the high probability of the applicant going off topic.

    In a structured job interview, all interview answers receive points based on the number of job criteria referenced in the job interview answer.

    Research shows that the higher number of words per interview answer, equates to a higher number of job offers. But, the answers have to be relevant to the job position.

    When preparing for a ‘strengths’ interview question, applicants need to plan to talk about strengths required for the advertised position: an eye for detail, for a quality control officer, or calculations expertise, for a civil engineer.

    A good exercise is to list of the essential duties for the advertised position, and in a second column write down a list of strengths, that the applicant possesses, that are required for each duty.

    This exercise is to generate ideas, so details aren’t required at this stage. Applicants may list skills, qualities or experiences.

    Example – Project Manager Job

    Essential DutiesStrengths
    Stakeholder managementCommunication
    Able to influence and persuade
    Relationship building
    Having industry related connections
    Collaborative working
    Project planningExperienced in achieving project outcomes
    Analytical and logical approach
    Report writing
    Collaborative working
    Cost projection
    Risk assessments
    etc

    Next, look at the common skills, qualities and experiences that have been repeated throughout the list technique, in our example this is ‘collaborative working’.

    Breakdown the reason why the quality, skill, or experience is a strength:

    • What do you specifically do?
    • What is your approach?
    • How is what you do better the a general approach?
    • What is the common result from your actions?
    • Does your attitude/work ethic part of the strength?
    • Do you plan or use intuition?
    • Is this a team effort or is the strength a personal achievement?
    • If a team effort, what is your role within the team?

    Finally, think about a real-life (work) example, that will be used during the interview answer.

    Make the Strength question strong.

    To summarise the post so far.

    Employers are likely to ask the ‘greatest strength’ interview question as it is documented as one of the most commonly asked job interview questions.

    The interview question may be phrased as:

    • “Tell about one of your greatest successes?”
    • “What can you bring to the team?”
    • “How would you have an impact on the team/project?”

    The ‘strengths’ interview question is open to interpretation, which requires the candidate to focus the interview answer on the essential criteria of the job role, to ensure the answer scores high.

    The strength question needs to state strengths!

    The applicant must talk about their unique selling point, relevant to the job role. The answer should show added value, high achieving examples, and the applicants work ethic, motivation as well as a high level of sector related knowledge and experiences.

    Mistakes and mishaps.

    There are three common mistakes that career professionals make when answering the ‘strengths’ question.

    The wrong path.

    Taking the wrong path, often comes from a lack of pre-interview preparation.

    The unprepared interviewee is nervous and anxious, coming across as having an ‘incompetent’ interview identity.

    When asked a question, the lack of confidence leaves the applicant pleading for an idea – anything to create an answer. Whatever random idea pops into their mind becomes the talking point, the main message of the interview answer.

    In many cases, the unprepared interview answer lacks detail, is short, and most importantly doesn’t relate to the job criteria. This results in a low-scoring interview answer.

    Self-disclosed weaknesses.

    Consistently successful job applicants, in the main, aware of their skill set and possess a good level of confidence.

    Being confident increases self-promotion.

    Whereas, a lack of self-esteem, or having imposture syndrome increases the number of unprompted self-disclosed weaknesses.

    When asked a question, the low self-esteem interviewee will initially list weaknesses before picking a ‘strength’. This self-disclosure, is often outside the awareness of the applicant. It is like they are externalizing their thought process:

    Interviewer: “What are you greatest strengths?”

    Low self-esteem interviewee: “What are my greatest strengths? Well..urm..im not vey good at IT…urm…I don’t work well under pressure…urm, my greatest strength is my ability to (strength)”.

    Bragging.

    Some applicants are highly confident, but lack industry experiences.

    Highly confident applicants feel comfortable with communication. A high level of self-esteem increases self-promotion.

    Confidence without knowledge can create a pretender interview identity, where the interviewee attempts to manipulate the employer by exaggerating their skill set.

    Self-promotion is expected in the job interview, but when the applicant lacks experience and sector knowledge they rarely know what examples would meet the job criteria.

    Instead of giving specific industry related examples, the candidate will self-praise using generalisations:

    Interviewer: “What are your greatest strengths?”

    Interviewee: “Everything!”

    Other examples include:

    • “My passion, my attitude, my work ethic”
    • “I’m a good team player, I finish tasks and I am loyal.”
    • “In all my roles I put on 100% of effort. My previous managers often tell me that I am an excellent member of staff and that I have a positive impact on the team.”

    Some of the examples sound positive, and indeed they are, but they lack the specific data the employer requires to cross-reference the interview answer against the criteria on the interview scorecard.

    How to answer the what is your greatest strength interview question.

    A simple structure to answer the ‘strengths’ interview question is:

    Barriers + strengths + summary

    Relevance is key here.

    Employers working in the same sector will face similar barriers. By stating the industry barriers at the start of the interview questions creates relevance. It also helps to build intrigue, as the employer will presume you are going to state a solution, which you will do by highlighting your strengths.

    “As we all know, one of the biggest barriers we face in this industry is X. This barrier can lead to (add additional negative consequences)…”

    The body of the interview answer will state the applicants strengths. The exercise above has resulted in a list of relevant strengths relating to the job criteria.

    Don’t fall into the trap of just listing strengths, as this technique doesn’t result in a high-scoring answer.

    Instead, give an example of using the listed strengths in a workplace setting.

    Initially start the body of the interview answer, by stating a generic selling point. This could include the duration in the industry, a high-level sector related qualification or having worked on a well-known project that may impress the interview panel.

    “…My (duration, qualification, experience on project) has taught me that (give the solution to the stated problem or an indication that you have the solution)…”

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    The example follow the opening statement.

    Examples must include the situation, actions taken (highlighting strengths, positive outcome).

    “…To give you an example of this, when working (at company/on X project) we faced (problem relating to the initial stated barrier)…

    …my ability to (add first strength) allowed me to (state outcome). I achieved this by utilizing my (add second strength) which allowed me to (outcome). Throughout the task I faced (add additional barrier) but I was always able to overcome this by (state third strength)….”

    “..the end result was (add positive outcome)….”

    Conclude the interview answer by summarizing your key strengths.

    A summary reinforces the applicants strengths, and clarifies any ambiguity from the example given.

    “…To answer the question, my key strengths include (strength one, two and three).”

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    Border Force Officer Job Interview Questions

    Border Force officers are the frontline of law enforcement. Job interviews for a border force officer position are competitive. This article will explain the commonly asked interview questions and how best to answer them.

    The job interview process will focus, in the main, on skills and experience as having a particular qualification isn’t required for this role.

    How competitive is a border force officer job interview?

    Border force job interview is competitive

    Interview Specfifcs

    Behavioural job interview, last 45 minutes with 8 questions being asked

    The main duties of a border patrol officer include:

    • Patrolling the coastline, rail stations and airports
    • Observing people and items and making judgement calls to identify risks
    • Interviewing and questioning suspicious individuals
    • Search baggage, vehicles and cargo
    • Working with stakeholders IE alerting security services to people of interest

    Job interview questions will be based on these job duties and the required skills to complete each task.

    Recruitment Process for a Border Force Officer

    Successful applicants must meet the minimum requirements stated below to secure a job interview:

    • Fold a UK passport
    • Lived in the UK for the past five years
    • Be over 18 years old
    • Hold a UK driving license
    • Pass a medical examination
    • Pass a security clearance check

    The border force officer job interview is mainly a structured job interview process. Each question has been pre-written and the interview panel will allocate scores based on the criteria the job applicant references during the interview process.

    In addition, there will be several strength-based interview questions. With that in mind, a border force officer interview is a hybrid job interview. Below we will list commonly asked job interview questions and answers.

    The recruitment day may also consist of having to complete a group exercise and undertake numeracy and literacy tests.

    Border Force Officer Job Interview Questions and Answers

    Each region will have its own interview question for this position. But, due to the work duties, the questions may be worded differently but the required skills and experiences for the job role are the same. Meaning that the key message the answers should state is the same for all border force officer positions.

    For each of the below interview questions, an explanation of how to answer each question will be given. It is important for all applicants to make their answers unique by adding in their own knowledge, experiences, and skills.

    Interview Question One – Describe how your previous experience and skills suit the border force officer role?

    Self-assured job interview identities do well here. This is because the initial interview question – ‘describe your experience…’ is an open job interview question.

    Open questions allow applicants an opportunity to sell themselves by matching their skillset to the day-to-day duties of a border force officer.

    This interview technique shows an employer that you:

    1. Understand the job role
    2. Have transferable skills relevant to the position
    3. Can communicate with confidence – a requirement for the job interview and the job role

    First, job applicants need to understand the required duties and skills needed for the border force officer position. Which include:

    • Strong observational skills, to spot suspicious or unusual behaviours
    • The ability to gain vital information from the public through excellent listening and communication skills
    • Able to confidently deal with the public who may be deliberately being deceitful
    • A calm manner when dealing with stressed people and situations
    • The experience of working within a diverse team
    • Skilled at planning and collaboration
    • Decision making skills

    To answer the job interview question use the ‘duty x experience’ job interview formula.

    Example:

    “My past experiences and skill set is ideal for a border force officer job role. For the past 5 years I have (add previous job role) where I have learnt to (add essential skill for border force officer job role) An example of this is (give example).

    I know the job role requires (add job duty) when working at (give example of completing a similar job duty in a previous position). I am also highly confident when it comes to (add person related skill) when I was a (add job role) I (add example).

    Overall, i have a full understanding of the job duties for this position and my diverse work experience has armed me with a number of skills that I would utilise if recruited for this position.”

    Interview Question Two – Give me an example of when you have communicated with an aggressive person?

    As a border force officer it is highly likely that you will come face to face with hostile individuals.

    Some criminals may use their assertiveness and aggression in an attempt to frighten a border force officer to let them into the country. It is obvious why the ‘aggressive’ interview question is common during the border force officer requirement process.

    There are many ways to handle hostile and confrontational people. In the job interview it is good to focus on how you can remain calm during aggressive conversations.

    Use the job interview formula: experience x explanation x experience outcome

    First, state that you have experience communicating with aggressive individuals: ‘In all my previous roles working as a (a job role) I have had to deescalate aggressive situations. One example is when (state the situation but not the outcome)…’

    Next, state the step-by-step logical process for de-escalation: ‘…because hostiles people attempt to push your buttons it is important to remain calm, as this gives you the power balance. Some aggressive individuals will use generic statements or ambiguity, while constantly swapping the point of their conversation, trying to confuse you. Here, it is important to ask specific questions to bring the conversation back on point. Others will use their body language, posture, or voice to attempt to frighten you. Using string eye contact and speaking at a calm pace with an open posture shows that you are not affected by their aggressive display…’

    End with the outcome to the initial situation discussed in point one of the interview answer structure: ‘…going back to my example (add a reminder) I followed these steps which resulted in (add a positive outcome).’

    Interview Question Three – Would you have done anything differently the second-time round?

    Behavioral job interview questions are framed on past experiences:

    • Tell me a time you did…
    • Give me an example of when you…
    • Have you ever had to….

    The idea is that past behaviors predict future actions

    Employers are fully aware that people learn from experiences, mistakes, and even successes. With this in mind, some employers will ask a follow-up strength-based interview question on the back of the behavioral job interview question. In this example ‘What would you have done differently second-time-around?’

    This in fact is a great question to be asked. As an applicant can show growth and their distance traveled over a long duration in a job sector. In addition, any follow-up questions give rise to an opportunity to reference additional job criteria and therefore gain a higher overall job interview score.

    To answer this question use the interview formula: summary x learning point x future projection:

    ‘Great question. I always reflect on the work vs outcome after the end of each project. As I mentioned this project was a success as I (repeat your unique selling points/actions taken/skillset)…

    …..what I learnt from the project was (focus on what you learnt not the mistake)….

    …If I was hired as a border force officer I would use (add skill/knowledge) when completing (add border force officer job duty).’

    Job Interview Question Four – What are the main duties of a border force officer?

    Embedded within the behavioural job interview questions, are knowledge questions.

    Knowledge questions can be technical, such as: ‘What is the process when you suspect a person is a wanted criminal?’ These sector specific questions are mainly for border force senior positions and promotional roles. This is because a senior position, which has a higher salary, requires an experienced applicant.

    For recruitment of new people into the industry, IE those with no direct experience, the knowledge questions are mainly on the job duties or required skills.

    For the ‘duties’ questions, use the interview answer formula: Overview x specific duties x required skills.

    As an example, ‘The role of a Border Force officer is essentially to create a safe border ensuring on legal applicants enter the country and to stop illegal trade from coming into the UK…’

    Next add specific duties: ‘…the role consist of checking documents IE passports, travel documents and trade invoices. Also, a large part of the role is questioning passengers, searching people, luggage and vehicles. As well as, enforcing rules and regulations…’ Use the list of job duties above to make the answer unique.

    Finally, add your relevant skillset: ‘…the required skills for this role include excellent observational skills (or add in any other skill that you possess that is required for this role) An example of using this skill is (add an example from a previous role).’

    Job Interview Question Five – Give an example of enforcing rules and regulations?

    The border force officer role is one where the employee must following internal processes and procedures. This is to ensure that offenders cant use a failure in the system as a way to dismiss a court trial case.

    In the job role itself, border force officers will enforce rules and regulations on others. This could include the removal of goods during a luggage check or detaining illegal immigrants when they refuse to be detained.

    The ‘enforcing rules’ interview question is a hard one to answer unless the applicant has worked in a uniformed job role.

    For none-uniform job roles, the required example can be enforcing company policy and procedures. Other examples could include, as an example, asking a rude customer to leave the retail an applicant managed.

    To answer the question:

    Set the scene: Explain the situation, as an example a security guard removing rude customers from a venue. Give detail. The required process that was required to be enforced. The reasons for the enforcement and any other relevant details.

    Actions taken: Next, and more importantly, explain how you were able to enforce the rule, process, or regulation. What was your manner and how this affected the situation. How did your communication skills assist with the enforcement. Anything else?

    Outcome: What was the positive outcome to your actions. Did you have any lessons learnt?

    Job Interview Question Six – Do you prefer following processes or trying new approaches?

    As mentioned earlier, there will be a number of strength-based job interview questions. Strength-based interview questions ask about preferences. The employer is asking what working environment suits, with this example following process vs new approaches?

    Other strength-based preference questions could include: teamwork vs own initiative? Authoritative management style vs coaching management style? Starting tasks or finishing tasks? Details vs big picture?

    Two-ways to answer preference questions.

    Option one: answer with both options.

    To answer with both preferences, hedging your bets, you simply talk about the benefits and disadvantages of both options: ‘The advantage of A is ….but the disadvantage is…What I like about B is ….but you also have to consider…’

    Option two: focus on the employers preference.

    Employers, asking strength-based interview questions ask these to find suitable employees that fit within the culture of the company.

    Therefore, with a little research; reading the job duties, company values and interviewing people who work for the organisation can give you the required insight to answer the interview question by describing what the employer wants to hear.

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    Job Interview Question Seven – Would you like to ask any questions of your own?

    • What are the shift patterns for the border force officer job role?
    • Can you describe the initial training that all new border force officer go through?
    • What do you enjoy about the role?
    • Is there anything you don’t enjoy?
    • How would you describe the management style within the department?

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    Understanding strength-based interviews

    Human resource interview research is designed to find the best way to predict job performance by reviewing predicted performance of a job interview applicant to actual performance within the workplace.

    To date, the most successful interview format for accurately predicting job performance is the structured job interview. The flaw of the structured interview is the design of the interview questions.

    A structured job interview uses behavioural and situational interview questions. This set of job interview questions, in the main, focus on competencies, asking if the applicant can complete the business-as-usual job duties.

    Only asking questions based on job duties, does not take into account motivational factors within the workplace. A career professional may perform better in one organisation over another due to the culture of the company.

    Interviewer’s, therefore, need to ask questions relating to the company culture and the personal values and motivational traits of each applicant to better predict the potential employee’s job performance.

    The aim of strength-based interviews.

    Strength-based job interviews, which focus the interview questions on what an applicant ‘enjoys’ within a workplace, help an employer to cross-reference the company culture and job duties against the candidate’s answers. 

    Strength-based interviewers ask questions to help to uncover a candidate’s interest and best working styles. Whereas situational and behavioral interview questions, in the main, have a focus on the applicant’s ability to complete the required duties recorded on the job criteria form. 

    Initially from the field of positive psychology, the idea is an employer, by identifying an applicant’s strengths required for the advertised role, will hire a high-performing team.

    By focusing the questions on what the applicant enjoys should result in an employer recruiting an applicant who will enjoy working within the culture of the company, thus, hiring a highly motivated employee.

    Strength-based interview questions then ask;

    ‘What do you like to do?’ instead of ‘What can you do?’

    How to answer strength-based job interview questions.

    With strength-based interviews, there is no right or wrong answer, instead, employers are looking for honesty to create a good match between employee and culture.

    Strength-based interviews should be two-way. If the applicant answers truthly and is then rejected for the job role, this, long-term, should be a positive outcome, as it is unlikely that the candidate would have responded well to the company culture.

    Interviewees still need to present answers confidently, highlighting a high level of knowledge and experience for the job role in question. Being ‘honest’ still requires self-promotion.

    The ‘can-do’ vs ‘enjoy to do’ interview both have advantages and disadvantages, for both the employer and interviewee.

    What is important for a career professional is to be able to recognise the type of interview question being asked. 

    Strength-based interview scoring.

    All interviewers, to help predict job performance, require applicants to give an honest answer.

    A frank applicant has to be careful. Even though an interviewer’s objective is to hire the best candidate, in terms of job performance for a ‘typical’ day, an interviewee, answering questions with a ‘typical’ behaviour answer will be scored lower than a competitor who only states ‘best’ performance answers confidently, due to the interview scoring system. 

    This is true with strength-based job interviews. Even though strength-based job interview questions ask ‘preference’ questions, each answer, to showcase the candidate’s level of knowledge and experience, often include an ‘example’ of the preferred approach.

    Each real-life example needs to show how energised (or motivated) the applicant is by what the job entails. 

    Some employers use a blended approach, with a mixture of behavioral or situational interview questions and a set of strength-based questions. Whereas other employers use only one interview format.

    For all options, interviewers allocate a score for each applicant’s answer.

    For blended strength-based interviews, the interviewer will either score the answer in a similar way as they do for the structured job interview, as each strength-based interview answer should be accompanied with an ‘example’.

    When all questions are strength-based, many interviewers will ask additional questions to pin down an applicant’s motivational factors, using the combined answers to help them score the applicant on a large sliding scale.

    In addition, the employer will ask multiple questions, framed differently, based on the same criteria or strength.

    Strength-based interview question examples.

    ‘How would you respond in X situation?’

    ‘Do you prefer to be told what to do or to do tasks in your own way?’

    ‘How would colleagues describe you?’

    ‘What do you use to measure your success?’

    ‘When working to a deadline, do you prefer to make decisions or to be told what needs to be done?’

    ‘Who do you look up to and why?’

    ‘Describe a perfect day?’

    ‘What task do you most enjoy doing?’

    ‘What task do you always start first?’

    ‘Do you prefer starting or finsihing tasks?’

    ‘Does this position play to your strengths?’

    ‘What would you dislike about this role?’

    ‘How do you prefer to be managed?’

    Job Interview Advice

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    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?

    Medium in competitiveness

    Interview Specifics

    Structural job interview last 45 minutes with 8 interview questions being asked

    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?

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    Job Interview Questions for a Job at Rise in Manchester

    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.
    

     
    

     
    

     
    

     
    

    Interview questions and answers
    

     
    

     
    

     
    

     
    

     
    

    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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    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. 
    

    Interview questions and answers
    

    

    

    

    

    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.