There has been an increase in learning mentoring roles as education providers employ supportive roles to help struggling students.
In the main, learning mentors work with children, but some positions include mentoring adults. Other vacancies are for specific areas IE young offenders, SEND pupils, etc.
Employers are looking for ‘skills’ as well as experience. When giving examples, applicants need to check if the new job role is mentoring groups and/or 1-2-1s.
This article will help mentors prepare and pass a learning mentor job interview.
How competitive is a Mentor job interview?
Interview Specifics:
Can you demonstrate the relevant knowledge and experience to pass a Mentor job interview?
Discussing pupils learning needs to create a plan of action
Creating strategies and supportive actions to help increase a pupils confidence level
Working in groups or 1-2-1 to help an underperforming pupil achieve realistic educational outcomes
Understanding safe-guarding practices
Have an awareness of learning styles and techniques
Monitor and report on a pupils progression
Great questioning and listening skills
Support with transition, including report writing
Check the average pay for a Mentor job role.
Job Interview Questions and Answers for a Mentor.
In addition to a structured job interview, many high-school mentoring recruitment process also include the delivery of a presentation. To prepare for your interview presentation click here: How to deliver a job interview presentation.
This article, though, will focus on the answers to behavioral job interview questions.
Behavioral job interview questions ask for examples of passed experience. This means that giving examples is the best way to answer the job interview question.
Mentoring Job Interview Question: Tell me about your experience as a mentor?
Not all employers require the successful job applicant to have direct mentoring experience.
Instead, most employers are looking for certain skills – the ability to mentor a (specific group).
Identify the job criteria – the skills and experiences required for the mentoring job position
Be a self-promoter – giving detailed descriptions of relevant skills
Communicate with confidence – engage the interview panel with tonality, expressions and gestures, while having clear diction and a nice pace
Example interview answer:
“I have worked as a (job role) for the past (number of years) where I was responsible for (list duties).
I have undertook (list relevant qualifications) which taught me the importance of (a particular knowledge base).
The reason I am so passionate about mentoring is because (reason IE supporting/helping) An example of this is when I was working at (company) where I was mentoring (cohort). to support the client (describe mentoring technique in detail) which resulted in (positive outcome).
To summaries, I have X number of years experience and I am highly passionate and skilled at mentoring others.”
Mentoring Job Interview Question: Give me an example of mentoring a student who was underperforming?
When answering specific ‘example’ questions it is important to give context by describing the situation.
Context allows a hiring manager to understand the difficulties and actions taken.
It is also key to explain any ‘basic’ everyday tasks. A large number of interviewees don’t state ‘obvious’ duties because it is a task they complete everyday.
But, because interviewers follow use a structured job interview process, candidates must state all essential job criteria to receive full marks.
Example interview answer:
“I was working with one mentee recently who was undeforming in (subject) due to (reason). Because of this (reason) the mentee was (describe state – quite, angry, demotivated).
Because I was aware of the situation I, prior, to the mentoring session (actions took to help make the mentee more relaxed, open and feeling safe. This could also include any research undertaken)
When I met the mentee I split the session into three stages: contracting, open questions and goals. It was important to contract because of (reason).
In the mentoring section, I asked, initially very open questions, including (add questions) to help the client open up. The conversation become more specific as we built trust and talked more in-depth about underperformance. We focused mainly on (add detail).
By the end of the mentoring session I signposted to (source) and encouraged goals, including (state goals)
The result of the planning and my communication style was (describe a positive outcome for the client)”
Mentoring Job Interview Question: Tell me about a safe-guarding issue you have had to deal with?
When applying for a mentoring role that works with children’s or vulnerable people, you will be asked a safe-guarding job interview question.
Employers need to check that a mentor knows the correct procedure when a young person discloses that they are in harm.
It is important in the safeguarding interview answer to highlight a level of knowledge of safeguarding.
Employers ask for a safeguarding example, to check how the principles have been used in a real situation.
Example interview answer:
“I was mentoring one mentee who disclosed a safeguarding issue. At first the disclosure was made in passing and the mentee, aware of what they have said, tried to deflect the statement by talking about other things.
This where my excellent listening skills come into their own. I also make lots of notes when I am mentoring someone to ensure that the information I have is accurate.
I was aware that the mentee was (embarrassed/upset/angry) and initially I used (open body language/soft tonality/additional questions) to (desired outcome).
I then asked a direct question about the disclosure, this resulted in the mentee (outcome). To gain more information I then asked specific follow up questions. At this stage it was clear that their was a risk of harm to the young person. I asked the mentee to remember at the beginning of the session where I had ‘contracted’ explaining what I have to do if there is a safeguarding concern.
In that company we had to follow a strict procedure when a concern was disclosed, which included 1) informing a line manager, 2) making a social service referral and 3) completing the paperwork.
The mentee was in fact happy to be getting support, but was scared about the process and what would happen long term. To support the mentee I (action – confirmed that I would be able to be in the interview with the social worker/talk to professionals on their behalf/gave an explanation of what would happen in the way of a case study.
The long-term outcome was (state details).”
Mentoring Job Interview Question: Give me an example of successfully mentoring a group?
In the main, mentoring is delivered on a 1-2-1 basis.
Often, though, mentors will deliver group mentoring workshops.
Delivering workshops takes an additional skill. Many employers, to test the delivery styles of applicants, will request for the interviewee to deliver a short interview presentation.
In addition to the presentation, there is often an interview question about group delivery.
The focus of the interview answer should be aimed at the session impact:
Was the trainer able to engage all pupils?
Did the session fulfil the training objectives?
Did the trainer think about individual learning styles?
Example interview answer:
“As well as having (X) number of years experience mentoring in 1-2-1 situations, I am also highly experience in the delivery of groupwork.
The barrier with group engagement is the number of participants. In a 1-2-1 mentoring session, it is easy to adapt the delivery style to encourage and support the mentee.
Whereas in a group setting, it is the planning of the activity which is key. When I plan an activity I first ask about the group – do any have support needs? What are their learning styles? have they volunteered to attend the session?
To plan the session in full, i think about the desired outcome and how I can embed visual, audio and kinesthetic learning styles. I also think about any objections or challenges the participants may have and think of ways to overcome this.
An example of this is working with introverted pupils. As I am experienced with this, I know to ask the group a question IE anyone can answer, and then to follow by asking individuals questions to help engage the whole class.
Last week I was working with one group to help them think about (career goals, improving exam results, motivation, etc). The group was made up of (age/gender/generic barriers). To engage the group I (told stories/created a game/presented facts/played a video).
I also set individual and team tasks, and walked around the room looking for anyone who would need support.
Because I knew that (group/person) had (describe barrier) I (state actions took) which resulted in (positive outcome).”
Mentoring Job Interview Question: Tell me about a time when you have successfully mentored someone to achieve their goals?
In short a mentor will help an mentee achieve their goals.
When giving an interview answer to a 1-2-1 mentoring experience question, it is important to state the required skills used while following a mentoring model such as GROW. These include:
Listening
Communication
Empathy
Creating accountability
Encouragement
Note taking
Safe guarding awareness
Example interview answer:
“I have many examples I could use. My favorite is when I was working at (company) and I was mentoring a client who wanted to achieve (goal).
The mentee, when I first met them, was (add barriers; quite, reserved, extravert, demotivated, scared) This was because of their (describe situation).
My first task was to establish rapport, I did this by (sharing stories, listening, finding commonality, not interrupting).
Once the mentee trusted me, which was reinforced by my ability to listen without interrupting, being patient and communicating of their level, I helped them establish their goals.
Initially their goal was ambiguous, which was one reason why they struggled to take action. By asking questions to gain a specific and measurable goal, the client was able to see the realism of achieving their objective.
We discussed option and I would often challenge their goal, thought process or suggestion to help them reflect on what they would need to do and achieve to feel successfully. This reflection technique was something the client hadn’t done before and the outcome was that they felt excited about their potential future.
The reason this was a real success, was due to my emotional intelligence. Because I was working with the client over a number of weeks, there were time when the client was feeling good and other times when they felt down. Having an agile approach allowed me to communicate in a way that suited the situation, increasing trust between myself and the mentee.
There were also times when we went off-topic and talked about hobbies and interest instead of the (goal), which was suitable at that time. And sometimes, when needed i would sign post to suitable agencies where the mentee could gain expert advice and support.
The outcome was that the mentee achieved (long term outcome) and short term felt (motivated/inspired/excited) helping them to take more action.“
Mentoring Job Interview Question: Do you have anything you would like to ask us?
Can you describe the duties in an average day?
What development opportunities can employees access?
Do you specialize in any particular mentoring areas?
Are you looking to expand the business?
How would you describe the culture of the company?
What, would you say, is the management style of the company?
How is the mentoring project funded? Do you see nay future risk to funding?
A high number of job candidates struggle to pass a group interview due to a lack of understanding of the group interview format.
In this article, you will learn the structure of a group interview, how interviewees are scored, and what a job candidate can do to stand out in the group interview to ensure an offer of a second interview round.
Group Interview Format
Unlike a structured job interview, where each applicant is asked the same number of interview questions that are then graded with the help of a scoring system, the group interview is an observation interview round.
Group interviews are often part of a full-day recruitment process, which includes:
A tour of the company
Technical test
Role plays
Structured panel job interview
Group exercise interview
The group interview takes around 45 minutes to complete.
The employer will first put the interviewees into groups, before stating the task each group has to complete.
Often the task is a problem-solving task, in the form of physical exercise IE ‘make a bridge over a river using the objects’.
The task isn’t always relevant to the job sector because the task itself isn’t important.
What is important are the qualities of each applicant.
This is because the employer uses a group exercise to better understand how each job candidate acts when working collaboratively in a stressful situation.
Some employers increase the stress by giving a short time frame to complete a difficult task or will ask the groups to attempt a very difficult brain-teaser task.
After the group exercise time-frame has come to an end, the group may be asked to feedback.
The three stages of a group exercise are:
Introduction to the group activity
Group completing the set task
Feedback from the group
What is being assessed during a group interview exercise
Technical interviews are designed to test competencies and knowledge, whereas a group interview exercise is looking at a candidate’s personals qualities:
Communication
Leadership
Teamwork
Supportiveness
Listening
Temperament
Following processes (set out in the rules of exercise)
Creative thinking
People skills
In one group exercise for a large airline company, looking to recruit a number of customer service employees, the hiring managers ask that each candidate stands on a stage and deliver a short 60-second introduction speech.
The recruitment team stated that the rest of the applicants, the audience, to listen to the speaker and give a round of applause at the speech end.
Around 6 hiring managers stood around the room observing and taking notes. The hiring manager, though, wasn’t watching the speaker, instead, they observed the audience, making notes of who, instead of listening, was checking updates on their phone and which applicants had their full attention on the stage.
Anyone who was seen not to be fully listening to the speakers didn’t make it to the second job interview stage.
A second employer asked groups of applicants applying for a managerial position were asked to complete a physical brain teaser – dropping an egg from a height without the egg breaking, by using a range of potential random objects to reduce the like hood of the egg breaking once it hits the floor.
Three hiring managers observed the groups. With the position being a leadership role, many of the applicants wanted to stand out by taking the lead. One potential manager grabbed the instructions and started to assemble the equipment. Another directed the group participants to delegate roles. A third candidate, in their team, asked questions and encouraged people to become involved in the task.
Three candidates acted in three separate ways, all examples of various managerial styles, but which approach was best?
The three rules for a successful job interview are:
Identity the job criteria
Be a self-promoter
Communicate with confidence
Rule number one is key here. What is the culture of the organisation? What is the employer’s preferred management style? Which leadership style best fits the job sector?
How to pass a group interview
In the main, the group interview exercise looks at personal skills and qualities.
The aim is to complete a task, even though a group task is the required action, instead the objective is to observe how each applicant acts and interacts when given a potentially stressful task.
Employers observing group exercises like to see:
Leadership
Encouragement
Teamwork
To be seen as a highly valuable potential employee follow these three steps:
Take charge
Encourage involvement
Create a team approach
Take Charge of the Group Exercise
In the main, most people in a group interview won’t take the initiative.
Taking the initiative creates the ‘leadership’ position. being seen as the natural leader creates a subconscious high-status persona that results in other candidates referring to the ‘group leader’.
In all group exercises, the employer will state the exercise details and give a duration.
The specific details for the task will be written down and one of the group members will have to collect the instructions from one of the hiring managers. This is the first opportunity to take a leadership position, by being the person who stands up and collects the written instructions.
Once, with the instructions in hand, others will naturally look towards you.
Remembering that the whole group exercise process is being observed, read out the instructions to the group.
After reading out the instructions, summarize these and then ask an ‘encouragement’ question to encourage involvement from the rest of the group: “Has anyone had to complete the (task) before?” while looking at each member of the group in turn.
Next, suggest and guide the group by asking for suggestions on how they should approach the task. If the group has introverted members, specifically ask for their opinion.
If there are several good suggestions, recommend the group take a vote as the task needs to be completed within a short duration.
If there is only one idea (you should also have suggested an idea or approach) or once the vote has been completed, explain that everyone should have a role and ask: “Who would like to do X?” or “Who has the skills to do X?”
End, the planning phase of the group task by giving encouragement: “I think it was really good that we were able to share some ideas and pick roles. We have X time left so let’s go for it. I know we can be successful with this task.”
Encourage Involvement
Many of the group tasks during a recruitment event are difficult.
Purposefully difficult, because the employer is observing how candidates act during a stressful situation.
The difficulty of the tasks results in several of the group, getting ‘stuck’ or feeling ‘lost’. Be aware that the ‘lost’ feeling will happen, and look out for when this happens.
When a team member becomes lost, give encouragement. Ask: “(name) is everything ok, need a hand?”
You can also assist: “have you tried doing X?”
Also, offer praise to others: “great job (name), that’s really going to help.”
It is the leadership and teamwork skills that employers are looking for, not the completion of tasks.
By communicating, listening, encouraging, in short – leading the group, the hiring managers will be impressed with the skillset on show.
Create a Team Approach
There is a balance between being the leader and creating a team environment.
Being to directive could be seen as a negative (depending on the job role) by the hiring managers and some candidates sensing that the contrast between the candidate taking the initiative and themselves could make them look bad might start to challenge you.
The goal then is to create a sense of collaboration, teamwork.
If a candidate challenges the leadership role, encourage their ideas. Ask: “great, what’s your plan/idea?” or if they have relevant experience ask: “That really useful, what do you recommend?”
The goal here isn’t to stand out as the leader. By being the person who collects the instructions, reads them out, and ask the group for ideas and suggestion, the recruitment team will already have noticed you. Encouragement to others, throughout the task, only helps to reinforce the positive first impression.
The real goal, therefore, is to create a productive team, which is why it is suggested to ask for other peoples ideas, and thoughts.
Customer service manager job roles vary across a wide range of industries. Depending on the company the job title may differ:
Customer service manager
Customer care manager
Customer relationship manager
In all customer service managerial role the main duties are similar; providing a customer focused service to exceed standards that results in an increase in customer loyalty.
In recent years, the role has evolved into customer service in the virtual world as well as physical customers.
A large part of the job role is to:
Develop and implement customer service policies and procedures
Use data to measure customer satisfaction, needs and sales
Improve the overall customer journey
Increase online positive reviews
Manage a customer service team and/or collaborate with senior stakeholders
The job interview has a large focus on understanding the applicants approach and previous experience in excelling in improving customer service,
How competitive is a Customer Service Manager job interview?
Interview Specifics:
Can you demonstrate the relevant knowledge and experience to pass a Customer Service Manager job interview?
Create a customer service process and procedure for business as usual tasks
Lead on new customer service initiatives and project lead on customer service strategies
Investigate and solve customers’ problems, which can include online negative reviews
Authorise refunds or compensation to customers as required
Analyse customer data and statistics to be used in project planning
Develop customer relationship building activities
Write detailed reports
develop feedback or complaints procedures for customers to use
Staff recruitment and management
Check the average pay for a Customer Service Manager job role.
Job Interview Questions and Answers for a Customer Service Manager.
Generally speaking, customer service managers for medium sized organizations will be invited to one structured job interview.
Senior managers overseeing customer service at a strategic level are likely to attend an average of three job interviews including a structured job interview, a strength-based interview and an assessment.
This article will cover the commonly asked interview questions for a customer service manager in a structured job interview.
Tell me about your experience in customer service management?
The initial job interview question is designed to check suitability – does the applicant meet the job criteria?
Opening questions are also generic, to help the interviewee to speak with a view that they will be more relaxed when asked specific job criteria questions later in the interview process.
A savvy candidate can use the opening question to help create intrigue by stating their unique selling points.
Interview Answer Template
“I am highly skilled in customer service management for roles. For the past (number of years) I have been responsible for (add job-related duty). This included (A, B, and C – give detail).
I possess a qualification in (add sector-related qualification) which taught me the importance of (sector-related model or theory), an example of using this in day-to-day tasks is when (add example).
My main strengths include (add unique selling point). To conclude, I am a skilled customer service manager with over X number of years experience, qualified to X level.”
Give me an example of how you would implement a customer service policy?
As one of the main job duties of a customer service manager, explaining the process what implementing a customer service policy is one of the key job interview questions.
The ‘policy’ question must be answered by using the interview answer model – ME (Model and Example).
The model and example interview formula is highly powerful when it comes to technical job interview questions.
By stating the model, in a step-by-step process, all elements of setting up a customer service policy will be discussed analytically, ensuring that all the job criteria on the interview scorecard is referenced.
The power of emotions is the reason why a logical answer alone isn’t enough. Once a step-by-step process has been explained, a real-life example must follow.
Interview Answer Template
“Policy creation and implementation is one of my key strengths. The five steps for creating a policy are, 1. identify the need for the policy, 2. gather data to support the creation of the policy, 3. involve stakeholders and draft policy, 4. gain approval for senior managers, 5. implement policy.
An example of creating and implementing a policy is when I worked at X company. At the time (explain barrier/problem). To help define the policy I (searched for data) which helped to create a policy that embedded (a particular requirement). Also, I worked with (stakeholder) as they had a vested interest in the policy outcome. After the policy was approved by (manager/board) I created an implementation plan which included (actions with reasons).”
Describe your managerial style?
There are various management and leadership styles. In the main, most managers have a natural preference for one or two management styles.
Often employers are looking to hire managers who possess the management style that fits within the culture of their organisation.
A safe way to answer the management style question is by explaining how you choose your management style based on the situation.
Interview Answer Template
“Situational leadership theory explains there are four key leadership styles; directing, coaching, supporting, and delegating. All managers have a natural tendency to prefer one style due to their temperament.
What an experienced customer service manager, such as I am, must do is choose the most suitable leadership style for each individual situation.
As an example, my natural preference is (name a leadership style). This is ideal when (state situation) but isn’t as useful in (second situation). In this situation, I would use (second leadership style).
I think one of the reasons for my successful career as a customer service manager, is my ability to manage tasks by reflecting on the situation, the project timeframe, and the skills of my team.”
How do you review customer standards within an organisation?
New customer service policies, processes, and strategic plans must be based on data.
Employers will check that a customer service manager makes logical decisions to create change through the analysis of data.
Customer service data can be gained from very sources:
Surveys
The number of customer complaints
Monitoring social media
Online reviews
Increase or redcutaion in footfall/sales
The customer service answer is best answered using the STAR method.
The STAR method uses an example to show the candidate’s level of competencies.
STAR stands for Situation, Task, Actions, and Results.
Interview Answer Template
Situation – start the interview answer (the example) by describing in a few lines the situation that the company was facing.
“While working as a customer service manager at (company name) we analysed data that compared (a good vs bad customer service outcome)
Task – The task part of the STAR method should state the specific required task. The task is different from the situation (many interviewees miss the task section of the STAR method). The situation is the big picture, whereas the task is the specific plan the team/employee was required to complete
The data showed how we needed to (improve customer service outcomes). To achieve this, I was responsible for (describe task)
Action – Each stage of the STAR job interview method is more specific then the previous one. In the action section, the interviewee needs to explain what is was the did to help bring around a positive outcome.
The action segment is the crux of the job interview answer. The employer isn’t interested in what the team did or a generic cover-all description. Instead, the hiring manager wants data that they can cross-reference against the job criteria.
Specific information can be measured.
To ensure that the best action was achieved I first spent some time planning. There were two possible actions I could take, the first was X and the second Y. The advantage of doing X was (add detail) but the dis-advantage was (add detail). Whereas the disadvantage for Y was (give detail), put the pro’s included (give detail)
I choose (X or Y) because (reason). To start, I first (describe initial actions) as this (add outcome from initial actions). Next, I (describe actions) which helped achieve (outcome). Throughout the task I reviewed my actions to ensure that the task would be completed to the highest quality. Finally, I (add action).
Result – To end the STAR interview formula, the interviewee must state the result or outcome from the action described.
The result should be a positive outcome that helped achieved a particular goal.
My planning, reviewing and my ability to (describe a positive trait) ensured that we were able to (positive outcome) which had a massive effect on (part of the business)
Give an example of helping an underperforming employee to be more successful?
A large part of a customer service manager job role is the managing of staff.
Most questions, relating to performance, are framed as a ‘support’ question.
It is important to talk about a process for managing underperforming staff and to give an example. Again, this question is best answered using the ME – model and example formula.
Interview Answer Template
Not all underperforming staff members underperform for the same reason. As an example if a staff member was previously one of the best performing employees and only recently started to underperform, this maybe an indication that something may have effected that persons motivation or stress.
Compare that employee to a staff member who has underperformed no matter part of the business they are working with.
Generally speaking, if an employee has started to underperform whereas the rest of team is performing well, indicating that the underperforming employee needs support tor motivating I following the three stages that most HR teams embed in their policies: review, training, disciplinary,
The initial stage is bringing the underperformance to the team members awareness, asking, in a 1-2-1 what support they need from myself? This is an informal discussion, that can lead to some actions being agreed.
If performance doesn’t improve, the next meeting is formal with an action plan being created. The action plan can include training, mentoring, work shadowing and a list of priorities action for the employ. The idea is that following the plan will naturally improve performance. The main discussion should challenge the employee to help understand the reason behind the underperformance.
Finally, if performance still hasn’t improved over the duration set out in the action plan, then a more formal meeting will be had that involves the HR team. In short, as a manager i would try to do what I can to support an employee until it is required for HR to get involved.
Do You Have Any Questions for the Interview Panel?
What areas is the business looking to expand into?
What development opportunities are available to new staff members?
What is the company’s biggest barrier to achieving its KPIs?
Who would you say is the company’s biggest competitor?
How would you describe the culture of the company?
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.
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.
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?
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’
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.
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.
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.
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?
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.
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.
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:
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:
What five things are important to me in my job?
Which is more important A or B? (ask this for all 5 values)
What motivates me in the workpalce?
What demotiavtes me?
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.
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.
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’
Data has highlighted how today’s workforce isn’t scared of job-hopping, leading to employers having to constantly recruit new staff.
An increase in advertising the same job roles, time and time again, has resulted in a shortening of the recruitment process with hiring managers looking to streamline procedures, but some employers still enforce a 4-6 stage job interview process.
Employees are willing to quit their jobs
In a recent article on MRI Network, talking about the cost of a slow recruitment process, shared staggering HR statistics: “25 percent of people quit their jobs in 2021; 65 percent are currently seeking out new opportunities.”
A Gallop post, sharing statistics from a report, back-up’s the job-hopping data: “21% of millennials say they’ve changed jobs within the past year, which is more than three times the number of non-millennials who report the same.”
In the same post, it goes on to explain how 50% of millennials believe they will switch employers within a 12-month period.
The job sector the advertised job role is in, as well as the demand for a career professionals skill-set, experience, and qualifications, impacts the likelihood of an employer recruiting a long-lasting suitable employee. The MRI Network article explains: “In any market, first-choice candidates always tend to disappear quickly, as they have multiple options to pursue.”
First-choice applicants are interviewees who can communicate their competencies confidently, creating a strong ‘interview identity.’
Long vs short recruitment processes
Even with a need to hire staff quickly to fill the gaps left by job-hoppers, some employers embed long recruitment processes.
On a list of HR facts in a Zoom Shift HR Stats article, they explain how: “60% of applicants quit filling out application forms due to complexity or length. (SHRM)”
The MRI article talking about ‘slow hiring’ says: “These days, employers need to act quickly and decisively, particularly when candidates are currently employed or need to relocate.”
Recruitment processes vary by sector. A detailed study, by Linkedin, of over 400,000 confirmed hires between 2020-2021 shows the duration of hiring times:
The graph shows how industries that value ‘precision’ have a longer recruitment process. But why? The Linkedin article explains: “Companies in the tech industry tend to value precision — sometimes false precision — over speed…. can mean putting candidates through endless technical interviews, assessing deep textbook knowledge that’s far beyond what jobs may require.”
Demand drives change
Some organisations have a higher number of applicants than others.
If a high number of career professionals seek to work at a particular company, that organisation can have a longer recruitment process without the worry of missing out on first-choice applicants.
In a Glassdoor article they explain: “On average, each corporate job opening attracts 250 résumés. Of these candidates, four to six will be called for an interview and only one will be offered a job.”
A recent press releasehighlighted the high number of applicants for global brands: “1 million people applied for a job at Amazon as part of Career Day 2021”
An advice article about getting a job at Google on the Independent shared eye-opening Google recruitment stats: “Google receives more than three million applications a year and hires just 7,000 people”
The automated job process
The extreme number of job applicants has resulted in HR teams utilizing artificial intelligence robots to screen applicants and to act as job interviewers.
An HR research report from 2020 started: “a third (of HR teams) – 33% anticipate high or very high use of AI in two years.” Whereas other information shows how the pandemic has already created a faster move towards the use of asynchronous video interviews.
Algorithms have a cost-saving advantage over humans, as the AI bot is able to scan a higher number of applications per day than a human HR staff member.
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’
An asynchronous video interview (AVI) is a job interview conducted by a computer algorithm.
In an AVI, the interviewee is filmed answering a set of pre-determined interview questions. Each interview answer must last between one or two minutes. Post two minutes and the video recording ends, even when the job applicant is halfway through their interview answer.
Never heard of an asynchronous video interview? You soon will!
AVI’s have been around for a while.
In a BBC article, they explained how some industries have already tested AVI’s prior to the recent increase in common usage: “AVIs were being used as the first stage of recruitment in the healthcare, pharmaceutical, tech, business and finance sectors..”
In 2012, around 10% of ‘top positioned’ businesses used any type of video interviewing. An article in the Financial Times by Sarah O’Connor, talking about the impact of AVI’s, said that: “Of those employers using video interviews in the UK in 2019/20, 46 percent were doing them with an interviewer, 30 percent were using automated video interviews and 24 percent were using a mix of both, according to the Institute of Student Employers.”
A poll of 334 HR leaders by Gartner found that covid increases the usage of AVI’s with 86% of organizations incorporating new virtual technology to interview candidates.
Artificial intelligence being used in the recruitment process is nothing new
Large organisations have been using Application Tracking Systems (ATS) to shift through candidates’ application forms for many years.
In a Slate article, they explain how AI is embedded into the recruitment system: “Artificial intelligence has played a growing role in recruiting and hiring for some time, as both a timesaver and a matchmaker. A.I. has been used to generate job descriptions, to post and share jobs, to automate candidate searches, and to scan résumés and cover letters..”
Mid to large companies use ATS if they receive a high number of applications for multiple job positions. AI can sort the weak from the strong, the unsuitable from the suitable, a lot quicker than a human can. ATS mainly makes decisions based on keywords embedded throughout the application form.
Recent research by JobScan found that“at least 494 Fortune 500 companies use an ATS, we were able to identify the exact ATS for 482 of them. This means that 98.8% of Fortune 500 companies use an ATS”.
Artificial intelligence, from an employer’s perspective, is about saving time and money. But where does this leave the job seeker?
Which Organisation use AI Interviewers?
A high number of large companies are known to be using asynchronous video interviews, including:
PwC
Unilever
Kingfisher
Hermes
JP Morgan
Amazon
Different Trypes of Asynchronous Video Job Interviews
Understanding the platform the employer chooses to use is deemed as being highly important.
In Slates ‘should robots be conducting interviews’ article, they explain that the various algorithms used by the various programmes look at various criteria: “Like humans, these bot recruiters have their own unique styles of interviewing. Some are merely seeking logistical information, like availability and ongoing interest, while others might be looking to assess drive, initiative, team-working skills, adaptability, or even your tendency to job hop.”
The BBC go-on to explain some of the challenges when interviewed by an AI system: “There are challenges; AVIs can vary in the amount of time allotted for each answer, and not every programme will give candidates unlimited preparation time or allow them to re-record a section if they are unhappy with their first attempt”
Some robot interviewers choose candidates based on their interview answers (keywords that match the job criteria), with others reading facial expressions and the candidates tonality.
A researcher, speaking to the Mirror, shared concerns that working-class applicants could be at a disadvantage when a robotic interviewer analyze voice and tonality of a job candidate, if the working class interview doesn’t have “beautifully compiled grammar”
How to Prepare for an Asynchronous Video Job Interview?
Each job applicant should first reflect on their past job interview performances and take the interview identity test to understand how they are viewed by an employer.
Specifically for an AVI recruitment process, job applicants must:
1. Set up the interview environment and IT systems
A full guide to setting up for an online interview can be found here: Online Job Interviews.
The biggest question asked is “what happens if my internet signal drops during the asynchronous interview?”
Luckily, the designers of AVI’s have tackled this potential problem. As an applicant’s signal starts to dip, a warning indicator pops onto the screen. When the signal is lost, the interview will atomically stop and only resume once the candidate’s internet signal strength is strong.
2. Practice speaking to camera
In the online job interview article, it explains the importance of looking at the camera, not the screen, to help improve eye contact.
For systems that monitor facial expressions, feeling an emotion (excitement, joy, happiness) will automatically show on the applicant’s face.
Many applicants worry about the turnaround from entering the virtual interview room and being monitored. In most cases, an interviewee can access the AVI, take a deep breath to relax, before actually starting the interview.
In fact, many AVIs have a practice interview question to help the candidate prepare and ready themselves.
3. Predict the job interview questions and preapre answers
In advance, the employer will send details of the AVI. This will include the date/time of the interview – this is often optional over several dates.
As there are no human interviewers, the job interview isn’t on a specific time on a set date.
The career professional needs to log in, often within a seven-day period, 24hrs a day, and complete the interview at a time convenient to them.
Candidates will also be told the number of interview questions they will be asked – with the average being three questions. And the duration of the interview answer, which is often one or two minutes per answer. Sometimes this information is present once the candidate logs onto the AVI.
The three interview questions will be chosen to gain a better understanding of the job applicant’s suitability for the role. In most cases, AVI’s are used to reduce the number of applicants, which can be as many as 20,000 for global companies to a manageable number of interviewees who will be invited for a face-to-face interview with a human.
One question will be a generic question on suitability “Tell me why you are suitable for the role?” or “Tell me about yourself?” or “What can you bring to the role?”
The additional questions will be more specific, based on the key job criteria: “Give me an example of when you did X?” or “What is your experience doing X”
How do you speak to a robot interviewer?
Research shows how a nervous job applicant will self-disclose weaknesses, give shorter responses and use excessive filler words.
The key to being seen as suitable is through a confident delivery of the interview answer.
Confidence is one element that creates a strong interview identity. A job interview identity is created by a mixture of content and delivery. An employer will have a positive view of a job applicant who they perceive to have a high level of knowledge and experience and who delivers answers with confidence.
AI interviewers have built-in software to understand mispronounced words, and to understand local slang.
But the advice is to always speak clearly and to pace yourself. Talk slower than you would when naturally speaking and focus on diction.
As with a human interviewer, be self-promoting, enthusiastic (especially if the bot is monitoring your tonality), and stick to the time frame of the interview answer.
Are AVI’s here to stay?
The test results aren’t in yet.
There are many concerns around biases with AI interviewers, as they are programmed by humans and data that are filled with biases.
Many people on social media talk about how being interviewed by a robot increase job interview anxiety.
But with one large grocery chain in the U.S. using an AVI to interview about 20,000 people a day for stocker and cashier jobs, it sounds like there will be an increase in robot job interviews.
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’
Quality Save was founded in 1974 by Bob Rudkin while working on a market stall in Walkden. Since then it has grown into a recognized brand across the Northwest, UK.
Quality Save support employees by offering a range of training and professional development opportunities, valuing loyalty as the company like to recruit from within.
For some of their supervisory roles the applicant don’t need experience as Quality Save will train up the successful applicant, indicating that the majority of interview questions while be situational interview questions.
How competitive is a Quality Save Supervisor job interview?
Interview Specifics:
Can you demonstrate the relevant knowledge and experience to pass a Quality Save Supervisor job interview?
Supervising cashiers, shelf stockers, and other employees.
Assisting the store manager with weekly finance returns.
Keeping records of employee performance.
Reporting on stock.
Implementing Quality Save processes and procedures to avoid stock damages, theft, and wastage.
Creating a welcoming environment for customers.
Supporting staff with training and development.
Managing the staff rota.
Check the average pay for a supervisor job role.
Below is a list of commonly asked job interview questions for a Quality Save supervisor role.
Each summary comes with an explanation of the interview question and an example interview answer.
It is important to tweak each interview answer template, making it relevant to the interviewee’s own skills, qualities, experience, and knowledge.
An interviewer’s perception of a job applicant, their interview identity, is made up of the interviewee’s perceived level of knowledge/experience vs their level of confidence during the recruitment process.
The first stage, when preparing for a job interview, is to recognize your own ‘interview identity’.
Job Interview Questions and Answers for a Quality Save supervisor.
Prior to the official job interview, the panel of interviewers (often 3 staff members, including a direct line manager) will make small talk to help relax the interviewee.
Including, the number of questions that will be asked, who on the interview panel will ask which questions, and how the applicant can ask for a question to be repeated.
They will go to explain the post-interview details; when each candidate will be told if they have been successful or not.
Explain why do you want to be a Quality Save supervisor?
The difference between a situation job interview, and a behavioral job interview, is the framing of the job interview questions.
In a behavioral job interview, the question asked for evidence of past behaviors. Employers using behavioral job interview questions are, in the main, looking to recruit someone with past experience.
As Quality Save recruit and train a suitable candidate, the hiring manager is likely to frame the majority of their interview questions as ‘situational’ – this means question will be framed on ‘what you might do in X situation’.
A situational interview allows an applicant take experience from one job role/sector and make it relevant to another. Also, answers can reference models and theories highlighting a level of sector knowledge.
Answers for both situational and behavioral job interviews must reference the job criteria and be self-promoting.
It is important, therefore, to be aware of the three rules for a successful job interview.
When asked, the why do you want to be a Quality Save supervisor?, answer by stating skills, experiences and and personal qualities that would make you a good supervisor.
It also good to reference any relevant customer service, retail or supervisory qualifications.
This question gives the job applicant a chance to showcase their awareness and knowledge of both the job role and the company – Quality Save.
“I applied for the role of a supervisor at Quality Save, as I have a (background/experience) in (retail, customer service, or supervisory roles). For the past (number of years) I have been working as a (job role) at (company) where I was responsible for (state relevant duties). My direct supervisory experience includes (A, B and C). I am passionate about retail and love (job duty). In addition, I have a (qualification) which taught me the theory for (job duty). I applied for the role at Quality Save as I was impress with (company fact/history/mission).”
What is your understanding of the supervisor job role?
As an organisation that is willing take train up suitable applicants (which is a great way to great start to a managerial career) the hiring manager does need to first check suitability.
One way to check if a job applicant would work be a potential Quality Save supervisor is by checking their knowledge of the supervisor job role.
Many people fail to answer the ‘understanding’ correctly.
A common way to incorrectly answer this interview question, is by just listing a few job duties.
Listing duties does show an awareness of the job role but not a full understanding of importance of certain task, or how supervisory responsibilities have an impact on the business.
To create a high-scoring answer, frame the interview answer by stating first, an overview of what a supervisor does.
Second, state a number of duties, then explain the importance of the stated duty and/or how the applicants possess the skills required to complete the supervisory task.
To better understand the job duties of a supervisor, read the job advert on Monster.
“A supervisor works closely with the store manager to communicate the mission and vision of the company. More specifically, a supervisor will communicate tasks, duties and performance targets to team members while supporting staff, through training and mentoring, to upskill to complete their duties effectively. To be efficient at communication, my experience in (job role) has taught me the importance of (communication criteria/soft skill). Supervisors must be able to motivate team members, an example of me being able to motivative others is when I was working at (company) and (explain situation) happened. To motivate (others) I (actions taken).”
How would you support a new employee?
Supervisors will often mentor and support new staff members.
In retail, its is common to see a large staff turnover as the sector recruits some staff members who are students working their way through university.
Staff support often improves staff retention, and the interview answer should always reference this key point.
If the supervisor role at Quality Save is your first supervisory position, think about what support you prefer when starting a new job. Experienced supervisors are likely to have experience of supporting new employees, that can be used within their interview answer.
Break the answer down into three key areas:
processes and procedures
supporting the new employee
identifying areas of development
“As a supervisor I would always support new employees as this increase staff retention. With any new employee I would first get them up to speed with the company policy and procedures – this might include online training, reading the policies and procedures and through work shadowing and experienced staff member. To check a new staff members progress I would ask them questions on some of the key processes.
It is also important to ensure new staff members are happy with the day-to-day tasks. i would set duties, leave the staff member for a short period of time and then return to ask them ‘how they are getting on?’
Through observing the new employee, having regular catch ups and through asking I would check what areas of development each individual staff member has and help to create a training plan to support them to become a skilled worker.”
How would you react if an employee disagreed with you?
Supervisors need to be confident in themselves and assistive when delegating tasks.
When working as a supervisor, it is likely that from time to time a staff member may disagree with, or even be disrespectful, to the supervisor.
This could take the shape of an employee suggesting a ‘better’ approach for completing a task or passive aggressively refusing to complete a duty.
Employers need to ensure that a new supervisor has the knowhow to handle this situation without it escalating.
“Misunderstandings often result from a lack of clarification. When delegating tasks I would explain my reasons for doing this, to reduce any misunderstandings. If a staff member disagreed with me, I would first ask for and listen to their point of view, encase they have a valid point. If I believed that the employee was trying to be disrespectful, rather then helpful, I would remain calm, and assertively explain that are several ways of completing the task, but we will be going with option that I choose.”
Give me an example of dealing with a customer complaint?
It often comes down to the supervisor to deal with any customer complaints.
Dealing with customer complaints requires a variety of skills:
Communication
Listening
Assertiveness
Confirming
Professionalism
The three steps for dealing with a customer complaint are:
Listening
Confirming
Resolving
Start the interview answer, by explaining the reasons a customer would make a compliant and detail the above three steps. Ideally, give an example of completing the customer complaint task.
An example of helping an awkward customer is when I was working at X company as a (job role). A customer was (complaining/being angry/being awkward) because (reason).
“Retail customers may complain about employees, cost increases on stock, or being overcharged. As someone with (number of years) experience in (customer facing role) I have successfully resolved customer complaints.
First, I listened to the complaint without interrupting, as it’s important to let me let the customer share their concerns. I then asked specific questions to understand the situation better without making assumptionsand to confirm what the customer had stated.
Finally I ask, what was the best way to resolve their issue and share the options I am able to offer there and then. This helped the customer to relax as they felt they were being listened to and supported, resulting in (positive outcome).
An example of this was when (customer complaint), I then clarified what the customer had said and offered (options), which resulted in (happy customer).”
How would you manage your time working in a busy store?
Quality Save is a fast paced retail environment, where now two days are the same.
A supervisor, therefore, must be able to manage their workload, prioritising tasks depending on individual circumstances.
The time management question is really asking – how do you prioritise your workload?
Each week, in the supermarket, there will be regular daily tasks; planning staff cover, stock taking, stock rotation, staff meetings. Plus additional ad-hoc duties that randomly pop up depending on workload and the time of year, with Christmas, as an example, being one of the busiest periods.
When answering the interview question: how do you manage your time (or workload). Split the interview answers into two sections – regular tasks and ad-hoc duties.
“As a supervisor, I know that each day will be different. But embedded into each day will be business-as-usual tasks; staff management, stock inventory, assisting the store manager with stock projections.
For these duties, I prioritise each task depending on the level of urgency and importance. As all these tasks happen weekly, I can easily split each task over a period of a week.
In addition, throughout my working week, new urgent tasks can appear such as several staff being of work at the same time, or an increase in customers during the Christmas period. When new ad-hoc tasks present themselves, which are urgent, I will delegate some of the regular duties to other staff while I prioritise the new job which often has a short deadline.”
Do you have any questions for me?
Each hiring manager during all job interviews will ask each interviewee if they have any questions for the employer.
Knowing that the final ‘ask me’ question will be asked, a set of questions needs to be prepared.
Can you talk me through the training that you offer at Quality Save?
What are the busiest times of the year?
How do you compete with other supermarkets?
Why do you like working for Quality Save?
What is the average duration of staff member working for Quality Save?
This site uses the ‘LMI for All’ online data portal to access official government ‘big data’ sources. This powers the labour market data provided on this site.
Job interview preparation is key to a successful job interview outcome.
Each job applicant should first reflect on their past job interview performances and take the interview identity test to understand how they are viewed by an employer.
Once a career professional is aware of their interview identity, the next stage is to understand the commonly asked job interview questions.
With a list of interview questions, the job applicant is then ready to write, edit and practice their interview answers using the templates below.
Interviewees must add their own stories, real-life examples, facts, and figures, plus embed industry jargon.
To pass a job interview, a successful applicant only needs to score higher than the other (on average) 6-7 interviewees.
A large list of job interview questions and answers
Each interview question will come with an explanation of how to answer the question, to help each applicant highlight the value they can offer a new employer.
Remember hiring managers are looking for a potential employee to stand out – What can you offer that others can’t? What is your industry knowledge and expertise? What personal skills would add value?
Job Interview Question:
Tell me about yourself?
The most commonly asked question during the recruitment process.
You will be asked this interview question in some form.
Give a short statement about your education, experiences, and skills relevant to the job position you are applying for.
Highlight your main strength and/or achievement and your duration in the sector and/or education
Keep each selling point brief, as you can explain each point again in more detail throughout the interview
End this answer with a reason why you’re looking for a new job
“In total, I have over X number of years experience working as a (job role). In (year) I gained a (qualification). Throughout my extensive work experience in (sector), I have (key selling point) and (second unique selling point). I have applied for this role because (company interest) and due to my passion for (job duty).”
Job Interview Question:
Why did you leave your last job?
Be positive when answering this tricky job interview question.
Stay away from any negativity or complaints about previous managers, working conditions, or colleagues.
Hiring managers like to hear that you left for a good opportunity or reason, rather than a tall tale.
Start the answer with a postive reflection on the previous workpalce
Explain what excited you about your last position
End with a (positive) reason for leaving
“I enjoyed working at (company name) as I was able to (achievement). The (aspect of the company culture) was good as this allowed me to (positive action), which resulted in (positive result). The work was exciting, as I was able to (work undertaken) which allowed me to gain (skills). It was a difficult choice to make, but I am leaving the role because (positive opportunity).”
Job Interview Question:
What experience do you have in this field?
State criteria on the job specification
Frame the answer in the positive
Relate previosu experiene to the duties of the new job role
“I have over X number of years working in this field. During my time working as a (job role) I have successfully been able to (big achievement). This is because of my ability to (skill/action). During my time in the sector, I have undertaken a number of roles/worked on projects including (name specific duties, projects, and achievements). What I can bring to your team, is the ability to (key actions and skills).”
Job Interview Question:
Do you consider yourself a successful person?
Never give a short ‘yes’ answer. And never, ever, answer with a ‘no’.
The job interview panel is looking for evidence of sector-related knowledge and experience that they can reference against the job interview scorecard.
This means that the job interview answer requires substance.
Talk about industry success, relating the answer to the job criteria.
“I am highly successful. Throughout my career I have been (involved/a leader of/part of a team) that was responsible for (overcoming a barrier/facing a job-related challenge). An example of this was when I was working at X, and I had to (actions) to help achieve an (outcome). The secret of my success is my ability to (unique selling point)”
Job Interview Question:
How would your colleagues describe you?
To make a lasting impression, use quotes rather than just stating that employees would be positive towards you.
Quotes sound more powerful, more believable.
“I’m lucky, throughout my career I have worked with some great people which helps to be successful within a task or when working on a project. My previous colleagues have always had respect for my dedication, work ethic,and (add third skill/quality). In my previous position, I was always known as (positive attribution). (Name of manager), my line manager, would often say (positive quote). In fact, this reputation has been with me throughout my career. When I was working at X, my manager there would also say (positive quote)”
Job Interview Question:
Are you applying for any other jobs?
It’s rare that a career professional only applies for one position.
In truth, once a job hunter starts searching for positions they are likely to apply for at least 10 roles.
The ‘number of other jobs’ interview question is asked to check if the applicant will have loyalty to the organization – if the applicant is only applying for this one role, they must really want to work for the organization.
So, the reality (employees applying for numerous positions) and the employers ideal (the applicant only applying for the one job role) is a mismatch.
“I have applied for a few positions. For each job I come across, I research the company to check if we could collaborate successfully together. I am always interested in (company culture/projects/reputation). I was really excited to receive the job interview offer for this position, because during my research I learned (amazing fact) about the company, which helped me realise that this is the type of company I would want to work for above all the other vacancies I successfully applied for”
Job Interview Question:
What salary are you looking for?
Prior to the job interview, in preparation for the ‘salary’ interview questions, career professionals must:
Check the salary average for the advertised role
Complete the interview identity test to understand how an employer perceives them during the recruitment process – as this affects the salary offer
Check if the position is one that high salaries can be negotiated – as for many roles, the negotiation is within a salary band, not open.
“Due to my extensive experience within the sector, where I have the (skill/experience) to (unique selling point) which can result in (financially linked selling point) as well as having (second unique selling point) I am looking for a position with a salary of (add amount)”
Job Interview Question:
How long will you stay with our organisation?
Employers spend around 33% of their profits on recruitment.
The employment duration interview question is based on the requirement to employ staff members who won’t leave after a short period of time.
What an employer is looking for here is reassurance.
“I am looking for a position within an organization that I know I can add value to. I prefer not to jump from job to job, and only take offered roles where I can see myself staying for a long period of time. I really like the sound of the (company/job role) and if I was successful I would hope to be here for many more years to come.”
Job Interview Question:
If you could, would you retire right now?
Some job interview questions do, on the face of it, sound a little random.
Successful interviewees also reflect on a potential interview question to better understand the hidden reason for the said question to be asked.
Everyone wants to retire, don’t they?
The truth is not everyone does wants to retire. In fact, for some career professionals, their job is their life.
This is what is at the bottom of the ‘retirement’ interview question. What is really being asked is – are you passionate about your chosen line of work or is it just a pay ticket?
“No, I wouldn’t retire. I am very passionate about what I do and I am especially focused on (long-term achievement). For me, a job isn’t just a salary it’s about (state passion/reasons for working in the industry).”
Answering the ‘what are you looking for in a job question?’ with salary, working near home, or any other ‘wants’ will only result in a lack of job offers.
Employers will score high interview answers that state a liking for the job criteria.
“The three key things I look for in a job are (generic criteria 1, 2 and 3). More specifically I excel in (describe company culture). Because I am skilled at X, I always work well when (state a duty/task you perform well).”
Job Interview Question:
What motivates you to be your best?
This interview question is looking at an applicant’s personal motivation.
The motivational traits must match the job criteria.
As an example, stating that you are motivated while working with others as part of a team would score high for a team role position but not when working in a job role that requires an employee to work on their own initiative.
A second way to answer the ‘motivation’ question is by focusing the answer on a vision – the same vision the company has.
“I am a highly motivated person who enjoys (sector-related outcome). I am at my best when I (job-related criteria 1, 2, and 3). What helps to keep me motivated is my personal goal to (a goal linked to the employer’s company vision).”
Job Interview Question:
Are you willing to work overtime?
The ‘overtime’ question is only asked in a recruitment process when the employer needs employees to have a flexible approach to their working hours.
If asked the overtime question, and offered the position, there will be an expectation for the applicant to work more than their standard hours.
“Yes, I am always happy to work additional hours. In my last position, we would often work overtime during busy periods such as Christmas or at the financial year-end. I understand the importance of not letting customers down, which sometimes means the team needs a flexible approach.”
Job Interview Question:
Are you happy working on a shift pattern?
Unlike the ‘overtime’ question, the shift pattern question isn’t asked as an unwritten rule that employees, once employed, will be expected to work on a shift rota.
There is a legal amount of hours an employer can force an employee to work, hence why the hiring manager checks flexibility.
If the employer only recruited shift workers, those hours would be made clear in the job advert.
The ‘shift-work question then is asked by hiring managers who recruit a large number of employees; some working shift patterns and others on a more traditional 9-5 schedule.
The question is often asked during a large recruitment drive and, in the main, doesn’t affect the hireability of the candidate.
Answers, then, should be honest.
If you are unwilling to work shift patterns let them know, and if you prefer a shift pattern (that often comes with a higher salary) then state this preference.
Even if the answer to the shift-pattern interview questions affects the likelihood of being recruited, honesty is still the best policy. If you dislike shifts and get recruited for a position that works on various shifts, it is unlikely that you would enjoy the role.
“I read that the role might include shift work and I am very happy to work on a shift-rota”
Job Interview Question:
Are you willing to relocate?
When an employer requires you to relocate, they would have stated this in the job specification so the questions shouldn’t come as any real surprise.
What is sometimes not clear is the location or locations where the job role may be.
“The idea of relocating is one of the elements that drew me to this role. I researched the (location) and I am really excited about the idea of living there. To help me decide whether or not to apply for the role I undertook some research to check things like house prices, crime levels, and general living conditions – did you know that (share positive fact about location)?”
Job Interview Question:
Are you willing to put the interest of the organisation ahead of yours?
Hard-hitting job interview questions are, in the main, only asked for high-paid and high-skilled job roles.
For this level of employment, hiring managers need a career professional who will go above and beyond, an employee who isn’t just applying because they need a salary.
High-level positions will require decisive action when problems occur. During a big crisis, for example, a company-level hack, the IT project manager would be expected to come back from leave to help solve the problem.
“Of course, at this level, it is important to hire someone who has the company interest at heart. When I work for an organization, I give it my all. As an example, while working at X a (problem) occurred. At the time I was (on holiday or other situational problem) but due to the urgency and risk of the (problem) I (actions taken). My actions and my commitment to the company interest resulted in a (positive outcome).”
Job Interview Question:
Describe yourself as a person?
This question is perfect for rule two of a successful job interview; be a self-promoter.
First, think about the job specification, the duties you will perform, and the culture of the organisation.
When selling yourself, talk only about the skills and qualities you have that are relevant for the advertised position.
“I am a (quality) (quality) and (quality) individual who specialises in (skill). When working on (sector-related task) I am able to (achievement) due to my (skill/quality). Colleagues and stakeholders describe as (quality) due to my ability to (achievement). My key strength is my ability to (skill/achievement) which I achieve due to (skill/quality).”
Job Interview Question:
What is your philosophy for working?
A career or working philosophy is similar to an organisations mission.
A one-line that accomplishes who you are and what you want to achieve in your career.
Think of the philosophy, as a career identity.
Don’t be tempted to give a deep long answer here, keep it short, sweet, and positive;
“I would say my work philosophy is (add selling line, as an example – completing tasks on time and to a high standard”
Job Interview Question:
Would you say that you are overqualified for this position?
Why are hiring managers concerned about an applicant’s level of qualification?
The truth is, one of the elements of the hiring decision is the likelihood of the duration of the candidate’s time employed within the organisation.
A high-level qualification in a specific field is generalized as the applicant, ideally, wanting a job in the sector related to their degree.
This means, from the employer’s perspective, if the highly qualified applicant is offered the advertised role, they are likely to hand in their notice within the year, leaving the employer to re-recruit.
The interview answer, therefore, must reassure the interview panel that the applicant is passionate about role/job sector/company.
“No, not at all. My qualification is in a completely different field. This was a sector I was previously interested in when I was a lot younger. My goal is to work as a (job role) which is why I applied for this position. My qualification did teach me (knowledge) which can be used when doing (job duty for new role). I am also thinking of undertaking a qualification in (qualification relating to new role).”
Job Interview Question:
How would you describe your work ethic?
Work ethic is becoming a key recruitment factor.
In fact, more employers are using strength-based job interview questions as part of the structured job interview.
Work ethic basically means – how hard-working are you?
The ‘work-ethic’ interview question is another opportunity for an applicant to sell themselves.
Answers with examples do well for this job interview question.
“I have always been a hard worker. When I am working on a task I put my all into it, as I enjoy seeing the end result from my hard work. As well as meeting deadlines and targets, the quality of my work is also important to me. I always ensure that tasks are completed to the best of my ability and I never take shortcuts that would risk the quality of my work. An example of my work ethic is (give example).
Job Interview Question:
What do you enjoy doing outside of work?
An applicant’s character can be an indication of their work ethic.
The ‘what do you enjoy doing outside of work?’ question is a sneaky way of asking about a person’s characteristics.
Common mistakes when replying to this interview question, include saying:
Socialising with friends
Nothing really
Watching TV
Bars and clubs
On the web
When answering the question, focus on areas of your life that highlight skills, qualities, and work ethic. This could include:
Volunteering
Having a side hustle business
Self-published author
Fundraising
Being a carer
What is important is to detail the skills, knowledge, or experience gained from the task that can be of use to the new employer.
“I currently do X. What I like about this role, is that I have gained (skills/qualities) which would be of use when performing (task). For the last X number of years, I have also been involved in X which has taught me the value of (skill/quality). While doing X I was praised for (skill) and was lucky enough to gain a (qualification in X).”
Job Interview Question:
Why did you apply for this position?
The interview answer to the ‘why this role?’ question can be split into two sections.
First, talk about your passion for the job sector/job role and how this is part of your long-term career objective.
Second, explain why you want to work for their organisation. Make this personal – you don’t just want any job, you want a job with (employer).
“My career goal has always been to work in (sector). For the past X years,I have been working as a (job role) gaining (skills and experiences). During this time I have gained (sector-related qualifications) that have given me the knowledge to (job duty). As a highly skilled and experienced (job role) I am able to (future achievement). I applied for this particular role because I have always wanted to work for an organisation that (describe company culture, projects the company works on, or the company’s mission and vision).”
Job Interview Question:
Where do you see yourself in 5 years time?
Employer requirements, for a new member of staff, vary depending on the size of the organisation, the industry the employer is involved in, and the type of job being advertised.
Some employers will look for an employee who will grow and be promoted within the company, while others need a skilled applicant who will work long-term in the one role. One employer may require an innovative individual, while a second needs someone who will follow strict processes and procedures.
The answer to the ‘5 years time’ question will vary depending on the above criteria. This is why rule 1 of a successful job interview is, identify the job criteria. As knowing what is important to the employer will assist in the decision of what to reference during the interview.
In all cases, the employer is wanting to hear that the candidate is wanting to stay within their organsiation.
“Before applying for the position I researched your company and found that (state three things you like about the organisation). It was the company’s (reference something from the company’s values/mission) that inspired me to apply because I am also motivated by (reference the value/mission). As I am passionate about (job role) and I feel this company is the perfect fit for myself, I can see myself working here, successfully collaborating with yourself to achieve (outcome).”
Skill related job interview questions
Employers will ask a number of ‘skill’ related job interview questions to understand how competent the potential employee will be once employed.
Job Interview Question:
Are you a good team member?
Team member interview questions are asked in a high number of job interviews.
Even for roles where, in the main, the employee works alone. In this situation, the employer is looking for a ‘big picture’ understanding – how the various departments are part of a larger team.
Most commonly, the teamwork question is asked to applicants who are applying for a team role.
“In all my previous roles I have worked as part of a team. I enjoy teamwork as collectively the team has a wider range of skills and experiences that they can bring to a project. Within a team, I often take the role of a (add role) as I am able to (actions) that help the team to achieve an objective. When need I can (2nd team role). As an example when working in a team to achieve (outcome) we faced (problem) and I (state actions took) which resulted in (outcome).”
Job Interview Question:
Why should we hire you?
For every advertised role, around 6-8 applicants are interviewed.
Each applicant has the skills and/or experience for the advertised role. The ‘why should we hire you?’ interview question, is really asking ‘why should we hire you and not one of the other interviewees?’
To pass a job interview, an applicant only needs to score higher – be seen as more employable, than the other 6-7 interviewees.
To answer this interview question, highlight your unique selling points.
“By hiring me you will gain an employee who has extensive success of (achievement). In addition,I have a proven track record of (A and B). As an employee, I am (add a list of qualities). But the main reason why you should hire me is because of my ability to (unique selling point).”
Job Interview Question:
Why did you leave your last job?
Many hiring managers believe that past behaviors predict future actions.
Employers request the reason for leaving a past employer, to compare the answer to their own company culture.
In addition, many hiring managers will review the number of positions an applicant has held over a small number of years.
The frame of the interview answer must be positive. Avoid, at all cost, any criticism of past employers.
“I enjoyed my time at X company. While working there as a (job role) I was involved in (projects) which gave me experience in (duties). Throughout my time there, I have gained a variety of skills, including A, B, and C. I am now in the position to use this collective experience in another role, which is why I am here today applying for the position of (job role).”
Job Interview Question:
In what way would you be an asset to us?
The ‘asset’ question allows an applicant to discuss any unique selling points not already covered throughout the recruitment process.
For the ‘asset’ question give a look forward – draw a picture of you succeeding in the workplace.
“As someone who is skilled at X, I know that we would work well together. As an example. If you imagine me working for you in 3 months’ time on a (project). I would first (state actions) as this would (state benefit). Then to gain a (positive outcome) I would use my (skill/knowledge/contacts) to gain (outcome). Finally, when ending a (project) I would (action) to help any future tasks.”
Job Interview Question:
Tell me about a suggestion you have made?
Many of the interview questions asked during the recruitment process, give an insight into the culture of the company.
As an example, some industries are process-driven whereas others are more creative.
The ‘suggestion’ questions indicate that the employer is looking for solution-focused and innovative employees who can see the ‘big picture’.
“There have been a couple of times that I have made I suggestions to (overcome a problem) that have been taken up by the company. An example of this is when I was a (job role) at (organisation). One of the problems we faced was (problem) At first the company tried to (action) but this only resulted in (very little change). Due to my (knowledge/experience), I knew that (potential solution) would work, I suggested this and created a plan of action/project plan which resulted in (positive outcome).”
Job Interview Question:
Do your co-workers ever irritate you?
The frame of the interview question can easily influence the job applicant to answer with a negative answer.
Instead, re-frame the interview answer by focusing on how you work well with colleagues.
“I am a people person, so generally I get on well with everyone. As a professional with X number of years experience in (industry),I have worked with a variety of colleagues and stakeholders. The experience has helped me to understand the various personalities people have, and how their temperament makes people react in a different way to the same challenge. This knowledge of people’s personalities helps me to build rapport with others.”
Job Interview Question:
What makes a successful manager?
This is a management role question, but the question is asked across all job roles – with the hiring manager replacing the job title at the end of the question.
Answer the question by discussing the skills the (position) requires and the criteria on the job specification.
End with an example of you being successful.
“There 3 key skills that make a good (job role). this first is A, the second B, and the third C. A (job role) task is to (main objective). By doing (A, B, and C) a (job role) will be successful. An example of me being successful is when I was working at (company name) and I had (task). To ensure a good result I (took action) which had a (positive outcome).”
Job Interview Question:
What are your strengths?
The ‘strength’ question is one of the most commonly asked job interview questions.
The openness of this interview questions gives the candidate the opportunity to talk about their unique selling point.
When creating an interview answer, the interviewee should think about the job criteria, the main skills and strengths required for the job role, and any additional information that makes them stand out from the crowd.
“I have been told by my previous manager that I am highly skilled at (task). But when I reflect on my key strengths, two come to mind. My first strength is my ability to (task). When working on (task) my (skill) and (quality) ensure (a positive result). My second strength is related to (job duty). I have always been skilled at (skill) which helps when I (task).”
In the main, a job applicant will fall into the trap of listing several weaknesses or areas of development.
A focus on negatives will only result in a low-scoring answer, or at worse the employer believing the applicant is unsuitable for the advertised position.
What the ‘weakness’ interview question is really asking is, ‘how do you develop yourself?’
“Everyone has areas of development. What is important, is to be able to reflect on the actions taken for previous projects and then review weaknesses and learning needs. As an example, when working at (company name) my team’s task was to (add detail). After completing this task I realised that I need to improve (knowledge/skill) so I undertook (training/research/mentoring)to develop this (skill/knowledge). Whenever I recognize a professional development need, I always take action to resolve this, as I am keen to become the best (job role) I can be.”
Job Interview Question:
What is your dream job?
A common reply to the ‘dream job’ interview question is: ‘This job!’.
Employers hate this type of interview answer as it comes across as trying to please. And, it is something a dishonest interview identity is likely to say
What a hiring manager is really trying to uncover, with this interview question, is the specific reasons for applying for a job in the employer’s industry.
“What is important for me in a career is the chance to (achieve vision). I really enjoy roles where I can (job criteria) and (job criteria). In all my previous roles I have been drawn to positions that (job criteria), as this meets with my (skillset/values/mission). “
Job Interview Question:
What would a past employer say about you?
Hiring managers use the ‘past employer’ question to catch an applicant out, depending on their previous working relationships.
For a future employee who only has praise from previous managers, this great becomes an excellent ‘selling’ answer.
“They would want me to come back! All my previous employers hold me in high esteem. This is because of my ability to (complete tasks), as well as my (personal skill) and (work attitude). I remember in my exit interview with my last employer, they said (add positive quote).”
Job Interview Question:
If you were the interviewer, what type of person would you look for?
Describe yourself, without making it too obvious.
When talking about personal skills and experiences, make these relevant to the job criteria.
“As the main objective of this role is to X, the ideal applicant would need to have experience in X and be highly knowledgeable on (subject). As well I possessing this industry knowhow, I would look to hire someone with (personal skills and qualities) to ensure the team collaborated successfully together.”
Knowledge and Competencies Interview Questions
Industry knowledge and experience are one of two axes that create each of the sixteen interview identities.
To be seen as being employable, each candidate must highlight a high level of knowledge around the job role.
A hiring manager only knows about the candidate, what they have been told by the candidate.
Job Interview Question:
What do you know about this organisation?
Research is key prior to preparing for the job interview, especially when asked the ‘about us’ interview question.
Research the company and become knowledgeable about the following criteria:
The duration the organisation has been in business
Why the company was formed
Thier vison and mission
What services/products the company offers
Future projects or collaberations
“The reason I applied for this role in the first place was due to your (vision) and this is in line with what I want to achieve as part of my career. What I also like about the company is that it was formed because of (reason) and is now successfully in its (year) of operation. You have a reputation for being (positive trait) and for (second positive trait).”
Job Interview Question:
Why do you want to work here?
Stand out from the crowd, by using the research gained from the ‘about us’ question to state an answer to show a real understanding of the company.
“As a career professional, I’m not just applying for any job. I am only attending interviews for a position in an organisation that I can see myself succeeding in. I choose (company name) because I follow your company and I know, from my research, that long-term you want to (long term business objective). The barrier you will face will be (state problems to objective). My skills and experience in (job sector/role) will help you to achieveyour objective by (state knowledge and experience you can bring to the team).”
Job Interview Question:
What have you done to improve yourself over the last 12 months?
Globalisation, technology, customer demand, and artificial intelligence, and big-data are rapidly changing the career market and business operational strategies.
Employers, therefore, require employees who are willing and proactive in their continuous professional development.
“I am constantly reflecting on my work, skills, and knowledge and looking at ways to develop myself, both professionally and personally. Over the last 12 months, I have undertaken several development opportunities. The first was (work-related CPD) this taught me the importance of (learning). The second was to help me with (personal skill) as I know this skill is highly important when (job duty) and the third was (knowledge related CPD) which has allowed me to understand why (potential barrier).”
Job Interview Question:
Do you know anyone who works here?
Association plays a big part in this answer. At a basic level, the min takes short-cuts and jumps to conclusions.
The employers ask this interview question because by knowing another employee you will have a better understanding of the job role and company culture, meaning that you are happy with the working conditions.
But by referencing you know an employee, who has a strong work-ethic reputation, the positive association from the employee you know is transferred to you the applicant.
“I know (name) who works in (department). He worked on (project/team) for the last (number of years)He explained the company culture, the vision of the organisation and how you (selling point). He made me excited about wanting to apply for a job here.”
Job Interview Question:
Have you ever had to fire anyone?
This management interview question is just one of several job interview questions that is asking for a specific experience. In all job roles, across all job sectors, job applicants will be asked for examples of how they can complete or have completed various job duties.
Examples are best used here. Or an explanation of the steps you would take to complete the task.
“While working at (company) one of my team was constantly not meeting her targets. To support staff member I (actions taken) and work closely with the staff member to (improve). Over several months I supported the staff member and did notice a slight improvement but nowhere near the average number of (sales/referrals/etc). At this stage, it was the company procedure to implement their warning process which included a creation of an action plan, regular meetings, and (any other requirement).
In the end, we felt we had done all we could to support the member of staff and in the end had to let her go. The member of staff actually agreed this was the best choice and thank us for all the support over the last several months”
Job Interview Question:
Have you ever been asked to leave a position?
As employers can request references, it is important to be truthful here.
This type of interview question is asked during an informal job interview and can come out of the blue. So be ready.
If you have never been asked to leave a previous position, simply say: “No, never”
If you have been in a situation where you were asked to leave the organsiation, answer with:
“X number of years ago, I was asked if I would like to leave the job role. It was a (make the job seem less important: part-time job, my first job after leaving school, a secondary job). The position didn’t suit as I am a (add skills relevant to the new position) and the company focused on (add a re-frame IE quantity over quality).”
Job Interview Question:
What kind of person would you refuse to work with?
Interview questions that talk about other staff members are designed to uncover if the applicant would fit in well with the current team and the culture of the company.
“As a people person, I always get on well with everyone I meet. Throughout my career, I have worked successfully with people who have different experiences, knowledge, and personalities. So I am happy to work with most people. Obviously, I prefer not to work with someone who is lazy or demotivated, But sometimes my personality actually motivates colleagues to work harder.”
Job Interview Question:
Have you ever had a problem with a supervisor?
This question must be answered positively to have any chance of being offered the job role.
“No never. Communication is key for a good working relationship with a supervisor or manager. If there is any negativity in the workplace I can quickly resolve this by having a conversation and looking at what we can do together to overcome any problems.”
Job Interview Question:
How do you approach a project?
Project approach questions are asked in job interviews for all types of positions, not just project management roles.
When answering the question, state a step-by-step process that the applicant utilises.
“The first step is to review the (project brief/task objective). I will often then look at lessons learned from previous (projects/tasks). The project is then broken down into manageable steps, with each step having a deadline date. I look at the risk of each step and if needed create a risk plan. Finally, I delegate and distribute workloads, and set up regular reviews.”
Job Interview Question:
What has disappointed you in a previous job?
Some interview questions sound like a trap. Each interview answer must be framed as a positive to help create a high-scoring answer.
“I have enjoyed all my previous roles. In some positions, the job was challenging but I enjoy the pressure of a challenge. An example of this is when (challenge) and I was able to (actions) that ended with a (positive outcome).”
Job Interview Question:
Can you work under pressure?
Pressure for one person is viewed as a negative, while for others they thrive under pressure. The answer, therefore, needs to state how you handle pressurised situations.
“All jobs have pressure points. Preparing for pressurised situations comes down to how you manage workload. To manage my workload I (explain how you prioritise tasks). I also work with others to (collaborate/delegate to) and I use (technology) to help manage day-to-day tasks. This organised approach takes the pressure off. “
Job Interview Question:
How do you know when you have been successful with a task?
There are many ways to monitor success, depending on the industry the job is in. Employers are looking for applicants to understand when they are working well within the role:
The job has been completed on time
The task has been completed to a good standard
When your customers walk away happy
When you employer tells you
When you have job satisfaction
“There are two ways I monitor my success, one is through (a data related example) and the second is (through a personal satisfaction or customer feedback).”
Job Interview Question:
Give an example of learning from a mistake?
Behavioral job interview questions require an example.
Focused the answer on what was learned, rather than the mistake itself.
“When I was part of a team working on (project name) the group didn’t have (knowledge/experience) to complete (task). As I knew this was an area of development for myself, I decide to action and undertake (training/qualification/research). A year later, the same team working on another (project/task) came across a similar problem, but this time due to my ability to learn from past mistakes, I was able to (give advice/take charge/share knowledge).”
Job Interview Question:
Do you have any blind spots?
The blind-spot interview question is another way to ask about weaknesses.
With the weakness question, which is asked more in a structured job interview, the ideal answer will focus on ‘lessons learned’. For the informal question ‘do you have any blindspots’ the answer can be shorter and more to the point:
“Not that I know off, if I ever discover a weakness I quickly take action to improve this area of development.”
Job Interview Question:
Do you have enough experience for this position?
This follow-up interview question is most commonly asked when an applicant hasn’t been given detailed enough answers that show a high level of competencies.
Employers, who may have been initially impressed by the interviewee’s application form, is having doubts. The interviewee is likely to be viewed with a weak interview identity.
This means the career professional must reinforce their suitability.
“Yes, I do. You are looking for an employee who can (main job criteria) and I have been working as a (job role) for (number of years) completing (main job criteria). In fact, I excel at (main job criteria). Let me share with you an example of this: When I was working at (company) my main task was (main job criteria) where I had to (state duties). In addition, I am skilled at (second job criteria). After (x number of years) in the sector, I have spent (X number of years) completing (second job criteria). There isn’t a (problem/task) in this role that I don’t have experience in.”
Job Interview Question:
What qualities do you look for in a manager?
Use a generic positive answer for ambiguous job interview questions.
“A boss who is knowledgeable, fair, loyal”
The skills needed in a specific sector are recorded on the job specification if the hiring manager requires someone who is creative (or any other job criteria) say:
“A manager who will allow me to be creative (criteria) ..”
Job Interview Question:
What is your role when working in a team?
Talking about a specific role within a team, offers the job applicant a chance to showcase a variety of skills relevant for teh advertised position.
“My natural role within a team is (state role). This is due to my natural ability to (task) and (task). I have a (personal quality) that allows me to easily (task). In addition, as a team member, I am skilled at (supporting role) which is due to may (quality) and (quality).”
Job Interview Question:
What would you say is your biggest achievement?
Only discuss work-based achievements that are relevant to the job role. Ideally, talk about overcoming a well-known industry challenge.
“As you know one of the biggest barriers we face in our industry is (sector-related problem). When working at a previous company, they also struggled with this particular problem. I was given the task of finding the solution. To find the solution I first (generated ideas), tested my theory, and then created a plan of action. The result was (positive outcome).”
Job Interview Question:
Why did you choose this career?
This interview question is a great opportunity to highlight your passion for your job sector.
“I have always wanted a job in (sector) as I am highly passionate about (industry). This started when I was young, I had (explain how you came to know about the sector) and really like the idea of (completing task). The job role really suits my temperament, as a (quality) person, I enjoy (job task). So, this job is perfect for me.”
Job Interview Question:
Tell me about the most fun you have had at work?
Give a specific example of enjoying overcoming a problem or finishing a large project/task – think job satisfaction.
“When working at X, we were working on (task or project. This was a difficult task due to (problem/barrier). We all had to work together, sharing ideas, trying new ways of working, and learning from mistakes. But the hard work and dedication paid off, as, in the end, we were bale to (outcome) which gave me a high level of satisfaction. It was the process of overcoming a big barrier that made this task fun.”
Job Interview Question:
Can you tell me about the gaps in your application/CV?
There are many reasons for gaps in your employment history, which include:
Gap year
Working on short-term contracts
Redundancies
Being a parent
Being a carer
Working in various roles
Think about the generalization an employer may have from the ‘gap’ and reframe this into a positive.
“In (year) I worked at X as a (job role) and then in (year) I started at X company. In between these two job roles I was (reason). This opportunity helped me to gain (skill/experience) that I now use when (completing job duty).”
Job Interview Question:
Do you have any questions?
Most interviewers ask this question and generally towards the end of the interview. Remember to prepare for this, as asking questions will be a great end to an excellent interview.
Don’t ask about salaries or holidays etc until you have been offered a job position.
“Do you have any future plans to expand the company?”
“Does your team work well together?”
“What do you like about working here?”
“Do you have an example of how the company embeds its values in to day-to-day duties?”
“Have you put in any new bids for any new contracts?”
“What is the company’s policy on personal development and training?”
“Where do you see the company being in 5 years time”
“What are you looking for in an employee?”
“What would my first day/week look like?”
“Why did you choose this job/company?”
“What or who is the company’s biggest competitor?”
“How is advancements in technology going to affect the organisation?”
If you are struggling with questions you can end with “I did have several questions planned to ask you, but you have answered these throughout the interview.”
