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HR Assistant Interview Questions

How to answer HR (Human Resources) Assistant job interview questions.

HR assistant, sometimes known as a HR administrator, job roles are entry-level job roles. This means that the employer doesn’t expect the job applicant to possess a high number of years in the industry.

Instead, the interviewer is looking for potential, the right fit for the organisation.

This article will explain how to pass a human resource assistant job interview. We will provide a list of commonly asked human resource assistant job interview questions and answers.

What is a HR assistant job interview.

The HR assistant recruitment process often consists of a signal job interview, conducted by an HR professional or manager.

The recruitment panel will have been trained in interviewing process including unconscious bias, often adopting a structured job interview approach.

The interview will last around sixty minutes, with the interviewer asking around eight job interview questions.

As the position is an entry-level role, the employer will do their best to put each candidate at ease.

To put the applicant at ease, the interview panel will:

  • Make small talk
  • Explain the interview process
  • Initially, ask open questions

Small Talk

To relax a nervous interviewee, interviewers will create small talk.

Small talk helps as it creates a conversation (the small talk isn’t part of the job interview itself), puts the applicant at ease, and helps communication during the job interview, as the candidate has been encouraged to speak.

Small talk questions include:

  • Did you find the building ok?
  • What do you think about the weather today?
  • Do you want a tea, coffee, water?

The small talk section of the job interview, can be used to help shape an applicants interview identity, how the employer views the candidate: suitable or unsuitable.

As an example, if asked ‘did you find the building ok?’ an applicant can easily reply with: ‘Yes it was easy to find’ or can show preparation skills by replying with: ‘Yes, I’m an organized person, so I drove here a couple of days ago to ensure I would be on time’.

Another example, when asked about ‘What did you do over the weekend?’ The applicant could respond by talking about a sector-related book they were reading.

“Pre-interview communication effects the job interview outcome”

Chris Delaney Author of what is your interview identity

Even the level of communication confidence; the language used, the number of filler words, pace and speed, all effect the employers opinion of the applicant, prior to the job interview start.

HR Assistant Job Interview Questions and Answers.

Below is a list of commonly asked job interview questions, and an explanation of how to answer each question, for a Human Resource Assistant job interview.

Tell me about your experience and how it relates to a human resource assistant job role?

For an entry-level position, employers aren’t expecting a string answer for this opening interview question.

This, then, is a great opportunity to be viewed as hirable by preparing a high-scoring interview answer.

The answer should include:

  • Relevant qualifications
  • Past experiences relevant to the job role
  • Skills and qualities
  • The reason why you have applied for this role

“For the past X years, I have been working in (add job sector) where I have been (add relevant HR and administrational duties). Over this time I have built up a wealth of skills and qualities which include (add HR required skill/quality). I possess a (add qualification) and have applied for this role because (add reason: passion, interest, possess the skills)”

How would you provide administrative and organisational support for HR colleagues?

There are different ways to answer job interview questions. For higher-paid positions, where employers expect an applicant to possess industry experience, the interviewer will ask ‘behavioral’ job interview questions.

For lower-paid entry roles, the questions will be framed as ‘situational’ – ‘What would you do…’ and, ‘How would you…’

To answer a situational job interview question, applicants can so knowledge by:

  • Sharing industry-related theories
  • Well used sector models
  • Give a step by step plan of what they would do in a given situation

“One of my key strengths is (add strength IE organisational skills). In work, I (add model IE the time management matrix model) This allows me to (explain model). To support HR colleagues on a day to day basis I would (add actions you would take IE offer my support, complete tasks on time, share my knowledge of excel, etc)

For the later part of the interview answer, the skills and duties, think about the job role. What skills are required for the common HR assistant duties?

  • Communication
  • Listening skills
  • Accuracy
  • Organisational
  • Excel, Word and database knowledge
  • Understanding HR legislation
  • Fast typing skills
  • Dictation and note taking
  • Being professional
  • Telephone skills

How could you support monthly payroll tasks?

When asked any job interview question, the interviewee should first ask themselves ‘what skill, experience, or quality is the employer looking for evidence for through this interview question?’

For technical skills and duties, job hunters must, prior to the job interview, research what will be expected of them once employed. For the above question, job applicants must understand what payroll is.

In fact, one of the three rules of a successful job interview outcome is ‘predicting the interview criteria’

As payroll consist of calculating employees’ salaries, calculating tax, and reporting spend to HMRC, the successful applicant will require ITC skills, excellent numeracy skills, and attention to detail.

The ‘How could you support..’ section of the interview question, indicates that the employer is checking the applicant’s level of knowledge and experience – their ability to complete this task.

To answer this interview question, use the formula ‘skills x actions’

State the relevant skills or experiences you possess relevant to the described duty and follow this up by explaining how that skill would assist with the duty.

“One of my key strengths is my attention to detail. I have a mathematical mind and can easily work out large calculations. I always check my work and ensure I cross the T’s and dot the I’s. When assisting with payroll I would be able to double-check the workings outs, take on any calculations, and assist with any spreadsheet and databases.”

What experience do you have using data systems?

In all human resources positions, the HR team works on various data systems and spreadsheets.

It is highly advantaged for any HR assistant to train in, as an example, Excel. Skilled excel employees can create automate calculations, create visual versions of hard data, and designed formulas. This knowledge could be the unique selling point that gives one applicant the edge over another.

Answer the interview question, by stating the duration of working with data systems, name each data system and give a real-life example of using one of the stated data systems.

“I have worked with various data systems for X numbers of years, including (data system 1, 2 and 3). An example of what I can do is (add specific example IE designing pivot tables)”

What do you need to think about when being the first port of call for an employee with a HR query?

Throughout the HR administrator or assistant job interview, there will be a number of duty-related interview questions.

Some of the questions will be situational interview questions, asking how you think you would handle X or what would you do in Y situation.

The list technique can be used to highlight a diverse skill or knowledge range. The list formula is ‘list x example’ List possibilities and pick one that is explained in detail.

“When being the first point of call you need to (list options IE record the date of the call, collect personal information, explain data protection, record the conversation…) An example of this was (give SAP example)”

Evolve the mind book on Amazon

Do you have any questions for me?

Always attend a job interview with interesting questions to ask the employer

  • What training and development is available for new employees?
  • Does the company help HR administrators to advance into HR roles?
  • How would you describe the managment style within the HR department?
  • What do you like about working for this organisation?
  • Is the compnay looking to expand?

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How to Answer Job Interview Questions

The content of a job interview answer, the criteria referenced, is the single biggest influencer of the allocated scores an employer will give during the structured job interview process.

Applicants who constantly fail job interviews, spend on average just 4-5 hours preparing for a forthcoming job interview. Whereas, consistently good interviewees, those who gain regular job offers, will spend 4-5 days in preparation and rehearsal.

The difference between a 4-5 hr prepared interviewee and a 4-5 day prepared applicant is the development of their interview answers. This article will explain how to develop an interview answer to receive high-scoring marks.

Interview Scoring Basics.

Much research shows how employers favor the structured job interview over the informal recruitment process, with behavioral and situational job interviews being the most commonly used interview questions.

Employers mark applicants’ answers against their own scoring criteria on the interview scorecard, with each employer having a personalised system. What this means, is each interview question has a score allocation depending on the type of answer given.

The interviewer, in most cases, to help them accurately score an answer, will have an example reply for a 1-4 scoring system. The example is used as a guide by the employer.

  • An interview answer that is irrelevant to the interview question/job role will be viewed as weak, only scoring 1 point.
  • Mentioning the job criteria scores higher, but a basic answer isn’t enough for en employer to understand what the applicant can bring to the team, resulting in 2 points.
  • A well structured interview answer mentioning the required job criteria for the interview question/job role, as well as clearly stating the actions the applicant took in the example used often results in 3 points.
  • Being veiwed as highly knowledgable and experienced, through a confidently delivered answer that shows understanding of sector conepts, models and theories, backed up with a real-life example creates an optomistic interveiw identity, scoring on averrage 4 points.

Job interview Scoring Example.

  • 1 = Poor
  • 2 = Satisfactory
  • 3 = Good
  • 4 = Excellent

In addition to the example answer, to help the interview panel compare an applicant’s answer to the ideal answers, the interveiwers will have a minimum scoring criteria that will be used as a benchmark for checking suitability.

If the total number of allocated points doesn’t meet the benchmark, the applicant(s) won’t be offered or considered for the job, even if all the applicants fall under the benchmark score.

  • On average 8 interview questions are asked, with a maximum of 32 points. In many cases, an employer will use bewteen 22-25 as a benchmark score.

In short, strong answers that reference the job criteria, receive high points. High-scoring interviewees are consistent in receiving job offers.

Creating an Interview Answer.

Common interview practice is to prepare for a job interview by:

  1. Reading the job spec and predicting the interview questions
  2. Creating a reply that showcases the skills or experiences required in the job role
  3. Completing a mock interview with a career advisor

As a start, the three-step process is good. But, many failed interviewees use this same process.

Why isn’t a positive job interview outcome consistent when following the three pre-interview preparation steps?

Because the answers only give basic information.

Let’s take one of the most commonly asked job interview questions:

“Give me an example of overcoming a problem?”

A basic response, scoring low on the interview scorecard, would be:

“Situation x Outcome”

“In this situation I faced (problem) but in the end I (outcome)”

Another example of a low-scoring outcome is the listing technique. Instead of giving an example, the applicant list tasks relevant to the interview question. Imagine the question was:

“How do you manage your time?”

The applicant may say: “I use diary management, phone alerts, to-do lists, and start with the easiest tasks first.”

List answers do cover a lot of bases, as they list all possibilities. The idea is that list will mention some of the job criteria on the interview scorecard. The problem, though, is the lack of an example, which provides evidence of how you, in this example, manage time in a real working environment.

In addition, giving examples is a form of storytelling. Much research shows how storytelling creates a memorable interview.

In most cases, the career professional will use the STAR method. The STAR technique encourages a more detailed answer.

Chris Delaney, the author of ‘what is your interview identity,’ says:

“highly confident interviewees use a longer and more descriptive interview answer, then low confident applicants. It is the longer interview answers, due to meeting the job criteria, that results in an increase in job offers”

Chris Delaney Author: What is your interview identity.

STAR stands for Situation, Task, Action, and Result.

Returning to the “Give me an example of overcoming a problem?” interview question, the applicant using the STAR technique will add additional elements to the basic ‘situation x outcome’ answer.

A STAR method interview answer would something along the lines of:

Situation: “The barrier we faced was a decrease in customer orders..”

Task: “It was my responsibility to complete a marketing campaign to increase customer orders…”

Action: “I did this by using Google pay-per-click advertisements…”

Result: “The result of this was a massive increase in orders during the pay-per-click campaign.”

Even with a little more meat on the bones, a basic STAR interview answer doesn’t make the cut.

Think about it. A 49-word answer is delivered in less than a minute.

The answer, even though it shows a journey, at a basic level says: To increase sales I create a Google Ad.

The employer thinks: “To be honest, anyone can create a Google Ad, so why should I hire this individual?”

Ask yourself, what will make me stand out from the crowd? What is my unique selling point?

Ok, we know through the STAR answer, the Ad created worked: Result: “The result of this was a massive increase in orders during the pay-per-click campaign.” But, is this enough detail to score more than 2 points?

In the job interview, employers are reviewing more than just the interview answer. At the back of the interveiwers mind, they are thinking:

  • How will this applicant fit in within the current team, structure, and company values?
  • What impact will the applicant have on (team/sales or productivity/customer and stakeholder relationships/employers time)
  • How does this candidate compare to the other interveiwees?

Create High-Scoring Interview Answers.

To answer any job interview question the applicant needs to show:

  1. Understanding of the job interview question
  2. Thought process – why they choose certain actions
  3. Long-term impact

The three elements must be embedded seamlessly within the job interview answer.

Let’s return to the STAR example answer. And review, what is missing.

Situation: “The barrier we faced was a decrease in customer orders..”

Each situation described, should be detailed enough to make it clear to a new employer why there was a need to take action. Ideally, the example chosen will be a similar barrier or goal that the new employer we face.

A more detailed version of “the barrier we faced was a decrease in customer orders…” is:

“Working for a small online retailer, the business at first did well prior to the large retail businesses promoting their online stores. Each year saw a fall in online sales and customer orders.”

If the new employer, for this example, was also a small online retailer the additional detail will give context and create understanding, the example is easy to relate to.

This shows the power of choosing the most appropriate examples depending on the employer. If the same applicant was applying for a well-known (large) high-street retailer, the example used could be reframed or a new example chosen.

  • A similar example but from a different position in a larger organisation
  • Reframed; the situation was’ competing online against a larger retailer’, rather then the focus of the interview answer being on losing business
  • Using a different ‘problem’ the candidate had overcome

Task: “It was my responsibility to complete a marketing campaign to increase customer orders…”

The task section should start by explaining the consequences of not successfully completing the tasks that will be stated in the interview answer:

“The managing director had told us that we had 12 months to increase sales or the organisation may have to look at redundancies.”

High-scoring interview answers are specific and filled with data. A more detailed answer allows the interview panel to compare the tasks and goals vs the outcome.

A more specific version of the above example could look like this:

“The managing director had told us that we had 12 months to increase sales by 45% or the organisation may have to look at redundancies. This meant generating around 3000 new customers each month, each spending an average of £50 per purchase“

The task section could also state the project/company tasks as well as the applicants individual tasks:

“The marketing team was tasked with creating a 12-month marketing plan covering new lead generations, increasing up-sales on the webpage, and building a customer loyalty base. My task was to design Google Ads to increase the website visitors by an additional 25%”

Action: “I did this by using Google pay-per-click advertisements…”

The most important section of the STAR interview method is the Actions segment.

The explanation of the ‘actions’ section must include ‘I’ not ‘We’. Employers are always looking at the applicant’s skills and experience. The common use of ‘we’ can dilute the answer, as the interviewer may be unsure of the applicant’s part in the process.

This part of the interview answers needs to be meaty. The “I did this by using Google pay-per-click advertising” doesn’t cut the mustard. When stating actions add more meat to the bone.

Actions should be broken down into three sections:

  1. Research/Creative problem-solving
  2. Choosing options
  3. Actions

The mistake made by many career professionals is listing the actions they took. In most situations, several pre-action tasks are first completed.

With our example, the candidate would first research what makes a successful Google Ad. With this insight, the applicant would next create several designs, discarding some and improving others.

Highlighting the thought-process in an interview, helps the employer to get to know you: how you work, your motivation, work ethic, and creative problem-solving skills.

This is important as the number one, most in-demand skill is creative problem-solving.

In addition to the idea generation, employers want to understand a potential employees decision-making process:

  • Do you follow procedures or prefer being innovative?
  • Are decison made based on how they affect others or on data/facts?
  • Was the choose made from the perspective of the company or the team/individual?
  • Do you need to be told to make a certain decison or can you make up your own mind and defned your choice, even if the choice is unpopular?

Decision-making is viewed as so important that companies like Amazon ask interview questions based on their leadership principles, including decision making.

Finally, the candidate can end this section of the interview answer by stating the actions they took.

“As our current pay-per-click campaigns weren’t being effective, I first undertook some research on what type of advert attracted customers who are wanting to purchase our type of product. The advert we currently had running was costing around £10000 per month but only generating around £7500 of sales. My research has shown how generic adverts increase clicks but not necessarily sales, especially in a company like ours which has niche products.

I created several adverts that were able to market the product in an intriguing way, to increase clicks but to decrease clicks from potential clickers who wouldn’t purchase the products, This was easily achieved by adding the cost of the goods to the advert itself.

The adverts were run simultaneously to test which advert was most successful. I did this for a two-week period and then fed the results back during the marketing meeting.”

Result: “The result of this was a massive increase in orders during the pay-per-click campaign.”

With the meat on the bone, it’s time to put the icing on the cake.

The original idea, of choosing a situation or example that the employer can relate to, comes full-circle in the results segment of the STAR process.

This is because, hopefully, the actions segment has given the employer something to chew on. A new idea, a new perspective, another way they can overcome their (similar) problems.

The final part of the interview answer must be positive. It should state not only the outcome but the specific changes that had occurred through the applicant’s actions.

“By split-testing the ad campaigns I was able to understand the specifics that increase clicks by paying customers. After the results were shown in the marketing meeting I was given a £10000 budget to run the Google Ad account for 6 months. In the first month, the campaign made a 22% profit, by month three this had increased to 45%, and by 6 months the campaign, after a little tweaking was running at a 75% profit margin.”

Outcomes can also be extended, which highlights the impact of an idea, action, or person.

“Due to the success of the project, we were able to use the same learning to market other company products and services through a pay-per-click campaign, resulting in 70% of turnover coming from Google Ads. I am now working on a Facebook campaign with a projected turnover of £80000 in 6 months.”

Evolve the mind book on Amazon

Additional detail.

It is clear to see how the additional detail embedded into a STAR interview answer will create a higher-scoring interview answer.

The answer’s goal is to assist the interviewee to be seen as highly knowledgeable and experienced.

Additional ways to achieve this are to:

  • Talk about sector models and theories
  • Explian the pro’s and con’s of ideas

Models and Theories Interview Technique

Interview answers can begin by stating the relevant model or theory. As an example, the stakeholder matrix theory explains how a person can work collaboratively with stakeholders. Or, the time management matrix is a model that helps to prioritise tasks.

Referencing industry-relevant theories and models in the interview answer highlights a level of knowledge, as the model is explained as a step-by-step process. The example given can then ‘show’ the employer the model in practice.

Pros and Cons Interview Answer

Discussing both sides of a coin shows understanding.

Many career professionals have a preferred way of working or approaching tasks as they use what has previously worked – they are comfortable with routine.

But not all situations are the same. An employer will prefer an applicant how can see all perspectives, someone who can come shines a new light on an old problem.

When discussing an idea or task, or even a piece of technology, the applicant can show awareness by discussing the good, the bad, and the ugly. Rather than having one strong opinion, the applicant is showing a level of expertise.

Some employers will have a strong opinion. In this case, talking about the pro’s and con’s will help to build rapport, as one string opinion that differs from the employer’s own belief can create dislike.

In this situation, applicants can hedge their bets by answering all options in all ways, ensuring one of the elements of the interview answer will resonate.

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How Do I Prepare for an Amazon Leadership Principle Interview?

The Amazon leadership interview is a longer then normal process, often consisting of several interviews with different members of the Amazon team. Including a hiring manager, a bar-raiser interviewer, and (job role) specialist.

This article will explain how to prepare and pass an Amazon leadership job interview.

Amazon is a successful company as they recruit leaders who fit in with the company culture. The Amazon recruitment process uses questions based on the 16 leadership principles.

What you need to know to prepare for an Amazon LP Interview.

  • You will attend multiple online interviews
  • Each interviewer will ask leadership principle job interview questions
  • Questions will be structured as ‘behavioral’ job interview questions

Behavioral Job Interview Questions.

Amazon preference the behavioral job interview question format, believing that past behaviors can help predict future performance.

This means that the Amazon interviewers will frame the questions on previous experiences:

  • Tell me about a time you did…
  • Give me an example of when you have…
  • What past achievements did you….
  • When was the last time you….
  • Have you ever….

Amazon Interviewers.

Who will interview you?

On average, applicants will attend 4-6 rounds of interviews, with each round lasting around 60 minutes. This seems a lot compared to other organizations, who only have two rounds of interviews.

Why so many?

Amazon only want to recruit the most suitable applicants, to create the best team they can.

In fact, amazon are happy to decline applicants and wait until a more suitable applicant comes along – someone who meets the leadership principle criteria and some one who can raise the bar. This is because the leadership principles are about the company culture.

Depending on the job role, the recruitment process varies between different departments. In the main, the interviewers will include:

  • Amazon Bar Raiser
  • Sector Expert
  • Hiring Manager

What is an Amazon Bar Riser?

The ‘bar raiser’ is an objective third party interviewer who looks at the candidates potential for long-term success.

Bar raiser are experienced interviewers, trained by Amazon to evaluate applicants against the leadership principles (but all Amazon interviewers will ask leadership principle interview questions).

Amazon want to recruit leaders who will make a difference, they want someone who can raise the bar. An applicant with a high level of knowledge and experience may not gain a job offer if they don’t come across as someone who can raise the bar.

Sector Expert Interviewer.

The bar raiser isn’t from the department the job role is in, as this gives the bar-raiser interviewer as different perspective to evaluate the applicant against the leadership principles.

For technical roles, such as engineers, a internal sector expert will ask more sector related interview questions embedded within the leadership principle interview questions.

The sector expert will be reviewing:

  • Industry experience
  • Sector knowledge
  • Transferable skills and knowledge for the Amazon role

As an example IT managers maybe asked about coding, whereas a sales managers might be asked about building demand.

Hiring Manager Interview.

The hiring manager interview is often the first interview round applicants will go through.

The initial interview is to check suitability. The interview will last around 60 minutes and the hiring manager will check suitability against a number of Amazon job roles.

During the interview the hiring manager will check:

  • Duration of industry experience.
  • Knowledge of Amazon leadership principles
  • Skills, knowledge, abilities and qualities.

The interview is often a conversation, an informal job interview, to get to know the applicant.

What is Amazon Chime?

One if the interview stages is a telephone interview.

As Amazon is a technology company, they have decide not to reply on interviewees using a mobile phone and instead (in most cases) will ask candidates to use Amazon Chime.

Amazon Chime is pretty easy to use. To set up the app follow these steps: Amazon Chime Set Up.

Interviewees need to be prepared for a virtual interview.

Amazon Leadership Principles

It is important to understand all 16 Amazon leadership principles (previously 14 leadership principles) as it these principles that the job interview questions are based on.

One thing Amazon insist on is data specific information. Stay way from generalizations and instead, give detail.

As an example, don’t say “we increased profit” and instead state the monetary value earned.

Stay away from lines like “I thought we did really well.” Amazon would prefer “The customer said X and increased their orders by 25% that year, which was £X turnover.”

Words like “good”, “beautiful” or “positive” are all personal opinions. What Amazon look for is specific data, real evidence, something that can be measured.

Customer Obsession

Amazon are all about the customers, and say “Leaders start with the customer and work backwards.” Interview questions will question if the applicant has what it takes to “Work vigorously to earn and keep customer trust.”

Example questions:

  • Tell me about a time you couldn’t achieve the customer expectations?
  • Give me an example of how you turned around a negative customer interaction?
  • Explain a time when you have dealt with a difficult customer?

Ownership

Amazon say that “Leaders are owners.” This is because Amazon look long-term, and expect their leaders to “think long term and don’t sacrifice long-term value for short-term results.”

Amazon leaders act on behalf of Amazon, not just their own team. In this sense an Amazon leader would never say “that’s not my job.”

Example Questions

  • Give me an example of when you have made a decision that had a negative short term outcome but led to a positive long term outcome?
  • Have you ever took on additional work that wasn’t part of your everyday duties/responsibilities?
  • Tell me about a time when you pushed a new initiative that was challenging?

Invent and Simplify

Amazon is an innovative company, starting as an online book store they now have a wide range of technologies, services and products. One thing Amazon do well is to simply things, often making it easier for their customers. As ideas are presented they are not always understood by stakeholders, Amazon says “As we do new things, we accept that we may be misunderstood for long periods of time.”

Amazon are externally focused and expect innovation and invention from their teams. With innovation Amazon aim to simplify.

Example questions

  • Tell me about a detailed process or procedure that you were able to simplify?
  • Give me an example of when you learnt something by making a mistake?
  • Explain a time when you invented something complete unique?

Are Right, A Lot

Amazon believe that leaders have strong judgement. They believe in their own ideas, and use their instinct to make the correct decision. In short, Amazon says “Leaders are right a lot.”

Example questions

  • Give me an example of when you have made decision, while under pressure, that went against the opinion of others, as you were relying on your own judgement and experiences?
  • Tell me about a time someone challenged what you were doing and what your response was to the critique?
  • Have you ever made a a bad decision?

Learn and Be Curious

Innovation comes from a team of life long learners. Amazon say “Leaders are never done learning and always seek to improve themselves.” Amazons products and ideas come from being curious about new possibilities.

Example questions

  • Give me an example of creating change in an idea, process or product?
  • Tell me about an experience you had that made you change they way you thought?
  • Tell me about a time when you experience and knowledge helped to improve something?

Hire and Develop the Best

The Amazon recruitment process, outlined above, shows the value Amazon put on hiring the best “Leaders raise the performance bar with every hire and promotion.” As a leader, Amazon will expect you to be able to recognize exceptional talent.

Leaders are coaches and take developing their staff seriously. Therefore, hiring and coaching are an important leadership task.

Example questions

  • How have you coached other people to be successful?
  • How do you ensure you recruit exceptional people?
  • What makes a good member of staff?

Insist on the Highest Standards

High standards equal high quality, high quality improves customer satisfaction. Everything Amazon undertakes is of high quality. In the recruitment process Amazon use ‘bar-risers’ not just a hiring manager. This is an example, of how Amazon push the quality in everything that they do.

Example questions

  • Share an experience when another team member wasn’t pulling their weight?
  • When have you personally raised the bar?
  • Give an example of when you have improved something that you felt wasn’t up to your high standards?

Think Big

Amazon believe on what you focus on you get. If you think small, small things happen, but if you think big…

Amazon says “Leaders create and communicate a bold direction that inspires results.”

Example questions

  • Give an example of going above the scope of a project?
  • Have you ever been disappointed because you didn’t think ‘big’ enough?
  • Tell about a time that you were able to put your big vision into practice?

Bias for Action

Amazon knows that “Speed matters in business.” Therefore Amazon “value calculated risk taking.” This is because they know that “Many decisions and actions are reversible and do not need extensive study.”

Example questions

  • Give an example of taking a calculated risk?
  • Tell about a risk you took that didn’t work the way you wanted it to?
  • Have you ever took the initiative to take action rather then waiting for support or advice?

Frugality

When needed humans are resourceful. Amazon believe that you can “Accomplish more with less.” Amazon leaders are paid to get a job done “There are no extra points for growing headcount, budget size, or fixed expense.”

Example questions

  • Have you ever turned down resources when working on a project as you knew you could rely on yourself or your team to complete the tasks?
  • Tell me about a time you achieved a big out on a small budget?
  • Give me an example of using your own resources to achieve an objective?

Earn Trust

Open and honest leaders earn trust. Being self-critical can be awkward, but it allows a leader to benchmark themselves against others. “Leaders listen attentively, speak candidly, and treat others respectfully.”

Example questions

  • What quality do you lease values about yourself?
  • Give an example of when you knew someone else was out-performing you?
  • Have you ever seen a colleague act unethically?

Dive Deep

Leaders understand the nitty gritty of all jobs in their department and beyond and will step in when required. Amazon says “Leaders operate at all levels, stay connected to the details, audit frequently, and are skeptical when metrics and anecdote differ.”

Example questions

  • Give an example of when having an in-depth knowledge of various job roles in an organisation helped to solve a problem?
  • Tell me about a time when auditing data changed how you approached a situation?
  • How do you use data in decision-making?

Have Backbone; Disagree and Commit

Leaders aren’t followers, Amazon says “Leaders are obligated to respectfully challenge decisions when they disagree, even when doing so is uncomfortable or exhausting.” Amazon look for leaders who have conviction, who don’t comprise to fit in and who “Once a decision is determined, they commit wholly.”

  • Give an example of when you have refused to go with business-as-usual?
  • Have you ever made a decision that was, initially, highly unpopular?
  • Tell me about a time you have challenged someone in a senior position?

Deliver Results

A good leader can rise to the occasion, Amazon says “Leaders focus on the key inputs for their business and deliver them with the right quality and in a timely fashion.” Even though setbacks happen, leaders need to be able to deliver good results.

Example questions

  • How have you previously have to prioritized workload when working on multiple projects – how did you do this?
  • Give me an example of working on a project that had a big change half way through – how did you manage the change?
  • Tell me about a time that you worked towards a goal that others wanted to give up on?

Strive to be Earth’s Best Employer

Amazon says “Leaders work every day to create a safer, more productive, higher performing, more diverse, and more just work environment. ” Good leaders are empathetic, can create an enjoyable working environment and are skilled at developing their staff to be successful.

Example questions

  • Give an example of developing a team to become a high-performing team
  • Tell me about a time you were able to motivate a team to believe in the company vision?
  • How do you mange projects and staff development at the same time?

Success and Scale Bring Broad Responsibility

Amazon started in a garage selling books, now they are a global business. Amazon know that they impact the world, but that they are far from perfect “We must be humble and thoughtful about even the secondary effects of our actions. Our local communities, planet, and future generations need us to be better every day. We must begin each day with a determination to make better, do better, and be better for our customers, our employees, our partners, and the world at large. “

Amazon says “Leaders create more than they consume and always leave things better than how they found them.”

Example questions

  • How do you take the bigger picture into account when making decisions?
  • Give an example of taking something which was ‘good’ and making it better?
  • Tell me about a time when you thought about the affect of a decision on a stakeholder(s)?
Evolve the mind book on Amazon

How to answer Amazons leadership principle interview questions.

Amazon encourage applicants to use the STAR technique.

This is because an example shows a recruiter that you have experience of the required job criteria.

When answering the interview questions, think about:

  • The reason for the question – what skill or experience is the hiring manager wanting to hear?
  • Which of the leadership principles does the interview question relate to?
  • What specific information, data or facts can I use to offer prove of my knowledge/experience

The perceived level of knowledge and experience is key to passing an Amazon job interview. Take the Interview Prediction Grid test to check how you are viewed by an employer.

STAR Technique

Situation, Task, Actions, Result.

This interview formula allows the applicant to create a detailed job interview answer.

Situation

Think about the situation part of the interview answer as story-telling.

Set the scene. explain the job role or project. Detail the situation you were in: what barriers did you face? What was the goal? What would happen if you couldn’t achieve the objective? Who was involved?

Make the story relevant to the Amazon interviewer

Task

Explain what your reasonability was. for big project gives an overview of the main steps, then focus in on your own tasks, what you personally had to do.

Action

Amazon wants to know what you did, the actions you took, to achieve the outcome. In this section use “I” instead of “we”. Be descriptive. Explain your thought process, how you generated ideas, why you disregarded one suggestion over another. Discuss how you planned your actions, why you prioritised one action over another.

Result

End, by sharing the positive outcome (short term) and then the longer term positive effect. Also add in any lessons learnt and how these lessons were used in new projects or could be used when working for Amazon.

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Job Interview Questions for Teenagers

Everything a teenager needs to know to pass a job interview.

The biggest barrier a teenager faces during the recruitment process is a lack of interviewing experience.

Humans, especially teenagers, are confident when completing tasks they are familiar with.

This article will help teenagers to:

  • Understand the job interview process, allowing a teenager to know what to expect
  • Answer interview questions by knowing what questions an employers is likely to ask
  • Increase interview confidence through a number of techniques and exercises

How should a teenager prepare for a job interview?

First, it is important to understand what a job interview is.

Before being invited to a job interview, a teenager would have applied for the advertised job role.

Generally speaking, teenagers apply for jobs in July and August, when they have finished school, college, or higher education.

Other teenagers, often college and university students, will apply for part-time work, while studying, in Sept and January.

This shows how there is an increase in teenager applications between July-January, but teenagers do apply for work all year round.

So, if a teenager has been offered a job interview, over the hundreds of other teenagers applying for the same role, the employer has liked what was written on the application or CV.

This is a great start, you are better than the other hundred plus applications.

Job Interview Preparation.

The three steps a teenager needs to think about when preparing for a job interview are:

  1. To know the job duties and the required skills and qualities needed for the role
  2. To plan interview answers that highlight the required skills and qualities
  3. To think about their communication skills – how they will deliver the interview answers

Job duties and required skills.

The more a teenager knows about the job role, the duties, and the required skills, the more likely they are to be able to predict the job interview question.

The employer will ask each teenager around 6-8 job interview questions.

Each question is based on the job role. A customer service interview question will be asked in a retail job interview, or an IT question could be asked in an administration job interview.

Here are 10 commonly asked job interview questions

The easiest way to predict the job interview questions is to:

  • Read the job specification that will accompany the job advert. The job spec list the duties and required skills
  • When there is no job specification, use online job profiles which give a generic overview of the job role, duties, and required qualifications. Each duty is a potential interview question
  • Search ‘(job role) interview questions’, IE McDonals Interview questions.

Plan interview answers.

Once a teenager has a list of job interview questions, the next stage is to create their answers.

Interviewers will score each answer on a scale of 1-4, with 1 being poor and 4 being excellent. Answers that use examples to reference how the teenager has the skills and/or experience to complete the job duties generally score high.

For apprenticeship interviews, teenagers need to think about the apprenticeship interview questions they will be asked.

Each interview answer should be broken down into three stages (SAP):

  • Situation
  • Actions
  • Positive Outcome

Situation

The situation is the event that was happening at the time. This could include being asked to complete a task, a problem they faced, or a goal they wanted to achieve.

Imagine being asked ‘explain a time when you achieved a goal?’ The interview answer could start with either:

“When working at X company I was asked to (add task)…”

“At school, a (problem) happened and I was asked to help overcome it…”

“Working with my dad, we decide to set a goal to (add goal)…”

Action

The action segment, explains to a hiring manager the steps the teenager took. Teenagers to focus the answer on their personal skills; work ethic, motivation, reliability or on the task, they competed.

Skills answer: “…To do this I used my work ethic. I started each day at 8:00 AM and worked hard to achieve the outcome, before fishing at 5:00 PM. In the evening I (add additional tasks)…”

Task only answer “…To do this I did A, B, and C (name actions taken)…”

Positive Outcome

Each interview answer should end with the results of the action taken. The outcome should be framed in the positive.

“…by the end, we had achieved (add outcome).”

“…this resulted in (add outcome).”

“…these actions resulted in us overcoming the barrier/problem.”

Example Interveiw Answer for a Teenager.

“When at school, I and my art and design classmates were asked to design the backdrops for the school play. As a natural leader I took charge and put the class into small groups, so each group could draw on scene. I also made a list of paints and materials we required and gave this to the teacher. Because we all worked hard, each day for a week, we were able to complete the design on time for the opening night.”

Ideas for examples during interview answers for teenagers.

  • Part time work for questions relating to work ethic or motivation
  • Voluntary work exampels to show experiences and skills
  • Duke of Edinburugh award to explain leadership, communciation and teamwork
  • Creating your own video game, having a high number of social media followers or starting a PT business to show creative and innovation
  • Studying for an exam for time management
  • School sickness record for relibaility

Interview Communication.

The way a teenager communicates influences how the interviewers view the teenager; suitable or unsuitable.

Communication starts when the interviewer first meets the teenager. A teenager can make a positive first impression by:

  • Smiling, as this creates likability
  • Offering a firm handshake, as this shows confidence
  • Dressing smart to be viewed as being serious
  • Communicating confidnelty to help an employer see your worth
  • A strong, and warm, intorduction

During the interview, confident communication is when:

  • A teenager talks at a slow pace, using clear language – don’t mumble or use filler words
  • Answers are detailed using the SAP interview answer structure
  • Listening skills are used to help understand the interview question

To increase confidence

  • Take long deep breathes prior to the job interview
  • Use exercie to release stress on the day of the interview
  • Drink water to wet the mouth (nerous teenagers suffer from dry mouth symdrome)
  • Visualise yourself doing well during the job interview
  • Practice interview answers
  • Complete vocal warm-ups, just as singers do, before setting off for the interview

What a teenager should take to an interview.

A teenager job interview is very similar to an adult job interview.

The employer will ask for certain items to be brought to the interview, depending on the job role. In most cases, the teenager won’t be asked to bring anything.

To help stand out, and the show preparation it is good to bring the following to a teenager interview:

  • Qualifications/certifcates
  • CV
  • List of questions to ask the employer

Commonly asked teenager job interview questions.

  1. Tell me about yourself and how what you did at school/college?
  2. What do you know about the job role and the day to day duties?
  3. What skills do you have the are relevant to this postion?
  4. Give me an example of communicating with others?
  5. How would you fit in with the team?
  6. How would you balance working and studying at the same time?
  7. (for PT jobs) What hours can you work? (for FT jobs) Can you work overtime if needed?
  8. Give me an example of being reliable?
  9. What do you prefer, doing thing syour own way or following orders?
  10. Do you have any questions for us?

Job interview answers.

Tell me about yourself and how what you did at school/college?

  • Talk about school projects, volunteering and work experience and descibe any stand out achivements – being a prefect, being the captain of a sports team, being on the debate team

What do you know about the job role and the day-to-day duties?

  • Use a ‘job profile’ to research the required job duties and list these to the employer

What skills do you have the are relevant to this position?

  • Give examples of how others have described you IE ‘my teacher always said I was reliable…’

Give me an example of communicating with others?

  • Use the SAP structure here. Ensure you talk about listening as well as communication. Listening to a sports coach and communicating this to the team members, is a good example.

How would you fit in with the team?

  • Start by saying how you are a good team member, and how you can (lead/motivate/support) others. follow this with a SAP example

How would you balance working and studying at the same time?

  • This question is about time management. Discuss diary management, using reminders and planning your worklaod

(for PT jobs) What hours can you work? (for FT jobs) Can you work overtime if needed?

  • Be positive and show flexibility when you can

Give me an example of being reliable?

  • Another chance to use the SAP structure. Explain a situation when someone needed to rely on you. State how you went out of your way to be there for them.

What do you prefer, doing things your own way or following orders?

  • As a teenager, the employer in most cases wants you to follow their orders. Say, that you can work on your own when needed, but as this is a new job you would follow the orders of more experience colleagues

Do you have any questions for us?

  • See below
Evolve the mind book on Amazon

What should a teenager ask in a job interview.

At the interview end, it is good for a teenager to ask the employer questions about the company and job role:

  • Do you offer apprentciehsip schemes?
  • Do you have mentors for new starters?
  • What will my first week look like?
  • Will I being working in one department or getting experiences of different job roles.
  • What is the company culture like?

Don’t ask about:

  • Pay
  • Holidays
  • or Time off

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How to Answer the Interview Question ‘what is your biggest regret?’

This article will explain how to answer the job interview questions ‘what is your biggest regret?’

To best answer any job interview question, the applicant needs to think about:

  1. The advertised job role
  2. The company culture
  3. Required skills or knowledge.

This is because, an employer will have an ideal answer they are looking for. Meaning, for each interview question there is a reason.

The job interview, in short, is designed to predict the job performance of the further employee. As each interviewer will ask around 8 job interview questions, the recruiter doesn’t want to waste an opportunity to undercovers a required skill or trait by asking a pointless question.

The first thing each applicant should ask, when hearing an interview question, is:

  • What is the reason for this question?
  • What skill, knowledge or experience is the employer interested in hearing about?
  • Is there a hidden meaning?

The ‘biggest regret’ interview question.

The ‘biggest regret’ interview question is another way to ask ‘tell me about a mistake you have made?’ or ‘what are your weaknesses?’


For all negatively framed job interview questions, applicants need to train themselves not to answer the question on face value.


The biggest mistake interviewees make is listing regrets, mistakes and weaknesses.

“My biggest regrets was when I worked at….., also I regret not doing……and…..”

Listing a high number of regrets, mistakes and weaknesses will only result in a low-scoring job interview answer.


In fact, employers aren’t looking for a damaging interview answer – this isn’t a trick question.


What a hiring manager wants to hear is, what the applicant learned from the regret, the employer is wanting to hear the career professionals journey.

Applicants, therefore, should reference the regret, while focusing the main part of the interview answer on lessons learned. It is the journey the employer is interested in.

The job interview formula is: situation x regret x learning journey

How to answer the ‘regret’ interview question.

The 3 stages to the interview anwswer are:

  1. Situation
  2. Regret
  3. Learning/Journey

Situation

In the interview answer opening, it is important to set the scene.

Explain the situation. This could be a problem the applicant, team or organisation faced, a business as usual task that went wrong or a new company objective.

“When working at X company, we were faced with (a problem). If not resolved this could lead to (negative outcome)….”

In the second part of the situation opening, the applicant can explain their role and their actions.

“…as the team leader I was responsible for A, B and C. To resolve the issue I (add actions taken)…”

Regret

The ‘regret’ needs to be reframed as a learning point.

If possible, stay away from over using the word regret. Instead, talk about reflection, or use ‘if I was undertaking the same task I would do it differently’

Remember a ‘regret’ example doesn’t mean that the applicant has to discuss a failure, instead the interview answer can be about a successful event, that could have been completed in a better way.

An example of this could be a career professional regretting not studying at university as they took the apprenticeship route option. What is important is the learning, not the regret.

Start the answer second part of the interview answer by stating the regret

  • “I regret taking the apprenticeship route rather then studying at university…”
  • “I regret not looking into other others that could have (saved overhead cost/increased production/etc)…”
  • “I regret listening to the advice of others when I should has used my own experience….”

The word ‘regret’ can be easily replaced by rewording the interview answer:

  • “I don’t think taking the apprenticeship route was the best for me….”
  • “I could have looked into other options that could have saved…”
  • “I wish I had listened to my own experience rather the listening to the advice of others…”

Learning/Journey

The learning journey comes in two parts.

Part 1 – past choice

Part 2 – future self

Past Choice

Learning comes from reflection.

In the past choice section it is important to expand on the reason for the choice (regret) as this expands on the initial situation.

“…On reflection I made this choice because of (add reasons)…”

The choice, the reason for the regret, could potentially be down to the direction of a manager, company culture or lack of experience.

Next, discuss the other options.

When explain the other options state the reason why they, at the time, didn’t seem appropriate.

“…The other option was to (add option). If I took this option, the benefits would have been (state positives) but the (barrier/risk) included (add negatives) which is why I went with the first option.”

Future Self.

Finally, show learning.

“Looking back, I have preferred (other choice) as this would have (state better outcome)…”

Explain what was learnt because of the experience.

“…but the experience taught me (add lessons leant) which has now (add a benefit from the learning experience)..”

End with a future action.

“..if i was in the same situation again I would A, B and C”

Evolve the mind book on Amazon

Example interview answer.

Putting all the elements together, an example answer would look like:

“When working at X company, we were faced with (a problem). If not resolved this could lead to (negative outcome)……as the team leader I was responsible for A, B and C.

To resolve the issue I (add actions taken)…I wish I had listened to my own experience rather the listening to the advice of others….On reflection I made this choice because of (add reasons)…..The other option was to (add option). If I took this option, the benefits would have been (state positives) but the (barrier/risk) included (add negatives) which is why I went with the first option.

Looking back, I have preferred (other choice) as this would have (state better outcome)…..but the experience taught me (add lessons leant) which has now (add a benefit from the learning experience)….if I was in the same situation again I would A, B and C”

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Horns Effect

The psychological impact of the halo or horns effect has a subconscious influence on the employers decision making process.

What is the job interview halo effect?

The now famed halo effect is a cognitive bias where the employers overall impression of a job candidate influences how the hiring manager receives the applicants interview answers.

At a basic level, an applicant can be seen as ‘suitable’ or ‘hirable’ when the halo effect is in play. The halo effect can be created when an employer finds the candidate attractive. We call this ‘the what is beautiful is good‘ bias.

People believe attractiveness to be linked to other positive traits; intelligence, reliability, and being skilled, without any evidence.

Prior to the job interview, the halo effect can take effect.

An employer reading a candidate’s application form can form a positive opinion, where the hiring managers believe this applicant is the most suitable person for the role, even without interviewing anyone.

An everyday example of the halo effect is a friend introducing you to one of their colleagues. Prior to meeting the colleague, the friend says “the (colleague) is a really nice person, I know you will really like them.” This seeding of a positive character creates the halo effect. As would reading their (positive) social media feed, or finding out that you both have a common interest.

How does the halo effect, effect the job interview?

Being attractive doesn’t guarantee a job offer.

Instead, the halo effect creates a positive filter. The employer, liking the applicant, will search for evidence of suitability.

The hiring manager will want the candidate to do well. In fact, research shows that the subtle changes in an employer’s behavior, influence how the interviewee acts, creating a self-fulfilling prophecy.

What is the Horns Effect?

There is an opposite to the famed halo effect, the ‘horns effect’.


If an employer is predisposed to dislike the applicant, they will subconsciously search for reasons to reduce an interview score.


Several information sources can lead to a ‘horn effect’.

The employer hearing bad things from a colleague about the applicant prior to the job interview (this is most common in internal interviews) can create a pre-interview negative opinion.

This scenario worsens when the colleagues reference how the applicant may lie or be deceitful during the job interview. Being viewed as having a ‘dishonest‘ interview identity creates a barrier that is hard to remove.

Many employers now use social media as one way to ‘get to know the real applicant’ before they attend the recruitment process.

A social media page that creates a negative impression, such as photos of drinking and partying, can create a negative stereotype.

Even the candidate’s communication skills during the application process can create a halo or horns effect. A weak worded email, spelling errors, or even working for an organization with a poor reputation can create a negative association.

First Impression Horns Effect

The horns effect can take place prior to the job interview but also during the initial introduction.

As the employer meets the applicant in reception, a number of non-job-related criteria can influence the hiring manager’s decision-making process.

Being overweight, as an example, can have a negative association. Obese equals laziness.

An experiment shown how being obese reduces the number of jobs offers an applicant received. Employers were sent one application, which either had attached to it, a picture of an overweight job applicant or an average size person. The conclusion was that the image of an overweight individual had a negative horns effect on their application process.

Evolve the mind book on Amazon

But a number of other non-job-related criteria can create a positive or negative first impression:

  • Gender
  • Age
  • Ethnicity
  • Height
  • Weight
  • Hair colour
  • Stance
  • Tonality

The research is proving how a job interview is never a fair recruitment process, as opinions are made at the subconscious level.

These initial impressions act as the filter throughout the recruitment process, with an employer filtering each answer, and therefore searching for evidence to back up their belief, through the filter suitable or not suitable, liked or disliked.

Interviewees can help to shape the way they are viewed by creating a positive job interview identity during the answering of the initial interview questions.

The stating of key competencies, when communicated confidently, can override the initial impression. This is because the structured process of a job interview means the employer must mark the applicant’s answers against the job interview scorecard.

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Fast Food Manager Job Interview

Fast food restaurants are in every village, town and city. Employers are always on the look out for a fast food manager that can manage the day-to-day operations of the restaurant while producing high-quality food and service.

This article will teach managers how to be successful in a fast food manager job interview.

The post will list the commonly asked fast food manager job interview questions, and give an explanation of how each manager can structure their interview answer.

Successful job applicants are able to predict the job criteria – the skills, qualities and experiences required for the advertised role (based on the job duties of the role), to better predict the forthcoming job interview questions.

The main duties of a fast food restaurant manager include:

  • Hiring, training and managing full-time and part-time staff
  • Completing finance returns and purchasing stock and equipment
  • Planning budgets, forecasting spend and working to sale targets
  • Managing the day-to-day operations of the restaurant
  • Embedding H&S processes and other regulations into business-as-usual tasks
  • Using promotions to increase sales
  • Dealing with complainants, late suppliers and any other restaurant issues
  • Working with stakeholders
  • Writing a variety of managerial reports

What Does a Fast Food Restaurant Manger Job Interview Look Like?

There are dozens of fast food companies from McDonalds to Burger King, from KFC to Pizza Express, each has their own recruitment process. In the main, though, each organization follows a similar interview format.

  1. A telephone screening interview

A short telephone or online asking questions about your previous experiences and how that relates to the role. Often a 20-30 minute call with the employer asking 3-4 job interview questions.

I wont go into the detail of the screening interview process here, as the link in the title takes you to an article that will explain this in more detail.

2. Numeracy and Literacy Test

Many organisations are now asking applicants to complete a level 2 (GCSE grade C or grade 4) test as part of the recruitment process. This due to a large number of fast food restaurants funding a managerial qualification for a new (unqualified) managers. This is known as a higher apprenticeship.

3. Panel Job Interview

The main section of the fast food restaurant manger interview, is the panel interview. Generally speaking, applicants will be interviewed by three members of staff:

  • HR Manager
  • Fast Food Restaurant Area Manager
  • Current Restaurant Manager

Each interviewee will be asked between 8-10 job interview questions within a 30-60 minute timeframe.

The interview format will be a structured job interview. In a structured job interview all applicants are asked the same job interview questions. The questions will be based on past experiences (behavioral job interview questions) and future scenarios (situational job interview questions)

To create high-scoring interview answers, interviewees must reference the job criteria by giving relevant examples and/or stating relevant management theories or models that they would use once employed.

Fast Food Restaurant Manager Job Interview Questions and Answers

To help increase interview confidence, and therefore create a strong job interview identity, candidates can use the below interview questions and advice to form high-scoring interview answers by embedding their own experience and skillset into their rehearsed reply.

Tell me about your employment history and how this relates to a fast food manager role?

To summaries the fast food manager job role it would sound like: A fast food restaurant manager is responsible for the financial success of the restaurant and the management staff, processes and procedures to ensure a high level of customer satisfaction.

Using the summary as a benchmark, the opening interview question ‘tell me about…’ needs to highlight the candidates ability to meet the job role objective.

It is important to clearly state:

  • Duration in management, supervisory or team leader roles
  • Any relevant managerial and/or hospitality qualifications
  • Knowledge of the industry and job role
  • A unique selling point as this shows added value

Interview Answer Formula:

“I am passionate about (hospitality/food industry/leadership and management). I have over X number of years working in (managerial/supervisory/team leader/hospitality) During this time I have become skilled at (add duty) An example of this was when working at X organization. We had (add situation) To achieve the desired outcome I (add steps/actions taken) which resulted in (reduction in overheads/increased profit/staff retention/customer or stakeholder satisfaction/any other positive outcome).”

How would you priorities tasks while working in a busy and fast paced restaurant?

It is important to use management speak when applying for senior positions.

The natural usage of industry jargon, sector models and leadership theories creates a perception of competence helping the interviewee create a optimistic interview identity.

One management tool that can be quoted during the ‘priority’ or ‘time management’ job interview question is the ‘time management matrix’ tool. Essentially, this tool helps managers to prioritize task by reviewing the importance of the task vs the tasks urgency.

Is short this is a planning tool. For a full breakdown of the time management matrix tool click the link above.

The ‘priority’ question is designed to check that a future manager can oversee multiple tasks, deadlines and problems without becoming flustered or stressed. Research shows, how a pro-active and planned approach works best here. This means that an applicant will need to state the step-by-step process for time management and task priority.

Interview Answer Formula:

“This is something I have experienced with. In all my previous roles I have had to prioritize workload, manage multiple tasks and organize a large workload. The reason I am so successful are producing quality outcomes when working on multiple tasks is because I use (add management model: time management matrix, pareto principle, etc) What this means is I (give explanation of the chosen model) In addition I utilise my diary, have alerts and delegate duties to staff members.”

How would you manage the staff timetable when a large portion of your employees are students?

Like all restaurant manager job roles, one of the key duties is staff recruitment and staff retention. Due to a large portion of the staff being university students, who can sometimes only worked on allocated days or not at all during exam periods, staff planning is a key skill. Managers will also have to consider the risk of some students not turning up for shifts.

This interview question, then is asking about risk assessing as well as creating a staff rota.

When answering the interview question, previous managers or team leaders can start by explaining there previous experience in staff timetabling. Applicants applying for the first managerial role need to explain the requirement elements for staff rotas.

The answer needs to cover two perspectives, the employers and the employees.

Employees need a staff rota to:

  • Show routine
  • Cover their contracted hours
  • Reduction in split shifts
  • Details – allocated tasks IE serving tables or working the bar

Employers/managers need a rota to:

  • Ensure a senior member of staff is working on each shift
  • Needs to consider the reliability of the team members on each shift – in the job interview make a point of saying that you would never have a group of potentially unreliable workers on one shift
  • back up staff to cover sickness
  • Look at the skills and experiences of each employee and the requirements of the job roles IE each shift will require a trained first aider
  • Have overlapping start/end times to ensure a cross over in staff members

Interview Formula:

“I have been creating staff rotas for X numbers of years. When putting together a staff rota I consider (add employer perspective points). From a motivational perspective and to help improve staff retention I also consider (add employee perspective points)”

“Why do want to work for our organisation?”

There is a high turnover of staff in the fast food restaurant industry.

With this in mind, recruiters will often ask questions to understand the reason for the applicant applying for the advertised role:

  • Salary increase
  • Promotional opportunity
  • Need a job, any job!
  • The values of the organisation

In truth, it is likely that there will be a number of reasons why an applicant is applying for a new position. what is important from the employers perspective is that the candidate wants to work for their company.

An interviewee who states they the admire the company, have similar values or share the same vision is more likely to be recruited as it reduces the risk of the new employee handing in their notice due to an improved job offer in a short period of time.

Interview Formula:

“I have always like the (brand) and often eat here myself. But, I applied for this role because I love the company mission (state mission). Also, after reading the company values I noticed that several of these values (name a few values) are similar to my personal values. I also had a friend who worked for the organisation who talked positively about the company culture, and I can see myself working well here.

Evolve the mind book on Amazon

Do you prefer using tested processes or trying new ways of managing the restaurant?

Choice questions can be tricky.

Often the employer will have a preferred way of working, as an example you can predict that McDonalds like routine and repetition as every BigMac is created in the same way in all restaurants. Whereas, other fast food restaurants have more variety.

Generally speaking, most well-known food chains have company processes that mangers must follow. So, research is required here prior to the job interview.

One way to answer this question, especially if the pre-interview research doesn’t result in a concrete answer, is to discuss the benefits and negatives of each option.

Interview Formula:

“Using well tested processes often gives you similar results, as an example (give example relevant to that particular restaurant) but the downside is there is no room for innovation at a time when customer demands change constantly. On the other hand, trying new ways to increase sales can work at a local level as each manager knows their customer base and the economics of the local level but this in itself can have a negative effect on sales as the individual stores loses its brand identity.”

Do you have any questions that you would like to ask us?

As the ‘questions for us’ question is asked in every job interview be sure to arm yourself with a number of questions that create the professional perception a manager requires.

  • What is the staff turnover like in the restaurant?
  • Who is the restaurants biggest competitor at the local level?
  • What are the busy periods for the restaurant?
  • What is the biggest barrier to meet sales targets?
  • What would my first month look like?

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Why Graduates Fail in Job Interviews

It wasn’t so long ago when a graduate could be guaranteed a job. More recently, a graduate applying for work may be unsuccessful in the job interview process because of how an employer perceives the graduate compared to an experienced career professional.

This article will look at the reasons why some graduates are failing job interviews and what current students can do to give themselves a helping hand to advance their career prospects.

Suitable or Unsuitable?

Data shows that the average number of applications for each job role is around 250.

The number of applications per role does very depending on the job position and location, but 250 applicants per advertise job seems correct with previous research. From the 250 applications only 6 candidates, on average, will be offered a job interview.

If a graduate is offered a job interview, they are deemed to be more suitable then 244 other applicants. What this explains, is a graduate who can secure job interviews but not a job offer is doing something wrong in the interview itself.

An alternative viewpoint is the graduate interviews well, but other interviewees, who could also be a graduate but maybe an experience career professional, are better skilled at job interviews.

Either way, if a graduate can secure job interviews but not job offers something needs to change.

From an employers perspective, the job interview is designed to predict the job performance of each applicant. The best perceived performer is offer the job role.

Employers, in the main, use a structured job interview process as research proves that a structured approach is the best way to predict job performance.

What is important, is how a graduate is perceived during the recruitment process.

How Graduates are Perceived in Job Interviews.

A part of perception is comparison.

If for example, a graduate applies for a graduate scheme, all the other applicants will also be graduates creating a level playing field.

For none-graduate roles, applicants are likely to be a mixed bunch of career professionals. This group of candidates may include graduates with no work experience, graduates with work experience, experienced staff with no degree level qualifications.

In this scenario, it is hard for the employer to compare one applicant against the other, as two many completing factors make the logical decision making process a difficult task.

It is the same when purchasing a house. Two houses seem suitable but each have completing factors. One is cheaper but further away from work. One is a 3 bed house with a small garden, the other a 2 bed house with a larger garden in a cul-de-sac. One is in an area with great schools but a high crime rate and the other in an area with a low crime rate but poor schools.

Having a high number of factors to consider is taxing. Instead, the logical mind turns off and the emotion brain gives you a gut re-action: I don’t know why but I prefer house one.

This same process happens with hiring managers, When they initial met the candidates there is an overload of information. One candidate has a degree but the other has 10 years work experience. One candidate has people skills, the other an eye for detail. One candidate is skilled at completing a certain task, the other is an expert in (add criteria). and so on. Again the logical part of the brain closes down and the emotional mind creates a gut reaction: Applicant one seems most suitable for the position.

As the git-reaction decision making process happens at the interview start, the applicants forthcoming job interview answers are filtered through the initial interview identity.

Research shows how people look for evidence to back up their choices. If an employer favors one applicant over another, they will subconsciously look for the positives in the answers of there preferred choice, and look for any negatives in the least preferred choice applicant.

The number of people with a degree is on the rise.

Data shows how the number of higher education applications and starts is on the increase, with 2020 seeing over 720,000 applicants looking to start in a course in 2020.

UCAS recently shared data, showing that there were over 616,000 applicants for 2021 (January deadline analyses)

Prior to the rise of degree-level interviewees, having a degree was viewed as an exceptional attribute. The rule of scarcity says the more common something is, the less value we see in it.

A 2017 Harvard Business School study stated that between 2007-2010 job adverts requiring a bachelor’s degree increased by 10%. The study also found that 37% of employers rank experience as more important then a qualification.

This shows how each employer have different viewpoints on what they believe is important when its comes to recruiting new staff members. The job sector also influences the essential criteria for each job role. In medicine, as an example, applicants will never receive a job offer washout first possessing the required qualifications.

In other sectors, that have previously required a qualification as an entry requirement, we are starting to see a move away from the qualification entry requirement. The tech sector, companies like Google and Apple are focusing on ‘hands-on’ experience.

Where does this leave the graduate?

Don’t be confused here. Having a degree is still viewed as a positive, as a higher educational qualification shows academic ability. And a qualification relevant to the advertised job role infers industry level knowledge.

What employers are now saying is that industry knowledge and skills can be gained just as easily from possessing a number of years working within the industry. Again, job hiring comes down to how an employer perceives an applicant – there predicted job performance.

A buyer’s market.


Data has shown how more people are now progressing into higher education. Graduates, therefore, are at a disadvantage when applying for entry level positions as competition for these roles are high.

In addition to graduate competition, employers, now more than ever before, compare industry experience against the graduates qualification and skill set – their whole package.

Now that job recruitments have changed, employers not stating a qualification as essential, the competition for jobs is increasing. Even is a qualification is essential, in sectors such as medicine, the evidence suggest that more people have a degree then ever before.

The power is truly in the employers hands. Employers, knowing they will receive a large number of applications, can demand more from the applicants. Previously, for entry level jobs roles, a degree was the only requirement. Now, employers can ask for more because they know the number of applications for these positions will be in there hundreds.

Therefore, when in education it is virtual to gain new skills and experiences to help create a positive job interview identity. This can be achieved in various ways:

  • Having a side hustle shows business acumen
  • Volunteering increases skills and shows work ethic
  • Being a graduate mentor helps to develop essential skills; listening, communication and planning
  • Work experience, which can include first aid for a medical student or putting on a fringe play for a performance art student, can be used as examples during the job interview question and answer process
  • A part-time job brings in an income but also helps to shape your character
  • Increase personal skills by joining debate clubs, public speaking classes, being the student union president or taking an active part in the universities board meetings

How to be successful in the job interview

A graduate gaining skills or experiences from one or more of the above ideas can stand out against other graduates with similar qualifications.

Against experienced career professionals, who will often be able to give work-related examples to job interview questions, the graduate needs to prepare their interview answers.

The key to being offered the job role is to be seen as being more suitable then the other applicants.

Often an experienced career professional who hasn’t undertaken a industry related qualification maybe an expert in a particular niche, as they may have only worked in one position/role, which limits their knowledge base.

On the other hand, a graduate during there three year degree will have gain knowledge relevant to the whole job sector. It is this level of knowledge, if communicated confidently, along with skills and experiences gained through volunteering, work experience and side hustles can create a self-assured job interview identity.

Evolve the mind book on Amazon

To pass the job interview graduates shoud:

  • Describe industry related models and theories learnt on higher educational course
  • Give situational interview answers by explaining what steps would you take to overcome a potential barrier or to achieve a company objective
  • Explain how skills and experiences gained from work experience, voluntary work and side hustles are relevant to the job role
  • Use communication skills gained from attending debate clubs or public speaking classes to deliver high-scoring interview answers

In addition, all applicants can stand out in job interviews by:

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How to Answer the Interview Question ‘Are you interviewing with other companies?’

Job hunters fear the ‘Are you interviewing with other companies?’ or ‘Are you applying for other roles?’ job interview question.

This article will teach how to use the ‘other positions’ interview question to create desire, increasing job offers.

First, it is important to know that the applicants perceived level of sector knowledge/experience vs their level of interview confidence creates different job interview identities.

A job interview identity, is how the applicant is viewed by the employer.

Second, only certain job interview identities are viewed as hireable!!

This means to be offered the advertised position, applicants are required to communicate their competencies confidently.

When is the ‘Are you interviewing with other companies?’ interview question asked?

The ‘other company’ interview question is asked for two reasons:

  • Employer slippage
  • As part of a structured job interview

Employer slippage happens when an employer is impressed with how the applicant has presented themselves during the recruitment process.

Candidates come across well when they:

  • Show confidence through strong eye contact, clear communication, and a friendly but professional personality.
  • Give work-based examples that reference numerous job criteria.
  • Embed their skills, knowledge, and experiences into the job interview answers. In short, the applicant is a self-promoter.

Employer Slippage.

Have you ever wanted something so much that you can’t stop talking about it? This is the same with recruiters. If the view an applicant as a valuable asset they will have an impulsive reaction to hire them.

Due to the process of a structured job interview, the employer who desires the applicant cannot offer a candidate a job during the job interview. Instead, they have wait until the end of the recruitment process when the interview panel collectively discuss each interviewee.

Knowing that they cant simply give the role away to an ideal candidate, an employer will sometimes, without thinking, blurt out ‘Are you applying for other positions?’

Structured Job Interview.

A structured job interview is a widely used recruitment technique used across job sectors.

To simplify the structured job interview process, employers will ask 8 job interview questions and mark each of the candidate’s answers by cross-referencing them against the job criteria on the interview scorecard.

One of the eight prepared job interview questions could be ‘Are you interviewing with other organisations?’

In this situation, rather then the outburst scenario, the applicants answer will be marked and allocated a score. In this sense, it is important to give a high-scoring interview answer.

How to deliver a high-scoring interview answer.

The natural response to the ‘other companies’ job interview questions, for a high number of career professionals, is to want to say ‘No’ as they believe that an employer is looking for loyalty.

Employers do want to recruit an individual who wants to work for their organisation, rather than just simply wanting a job. The reason for this mindset is staff retention.

On the other hand, interviewers are fully aware that a highly skilled and experienced applicant will have other job interviews lined up.

Psychological experiments show how people want what they can’t have.

This same psychology can be used during the recruitment process.

Prior to the job interview, a highly experienced applicant will create the halo effect through a descriptive application that showcases their unique selling point – what the candidate can bring to the team.

The halo effect creates the first level of desire. Imagine a TV advert shows a new brand of chocolate bar that makes you want a sugary snack. As you go into the shop wanting, at this point, any (tasty) sugary snack, you notice the last branded chocolate bar that you saw on the TV advert.

Being the last chocolate bar increases desire. At first, you way up if you should purchase the new chocolate bar or if you should buy another snack. While you are deliberating, another customer comes in and grabs the last chocolate bar of the shelf. Now that you know you can no longer be the proud owner of the final chocolate bar, you want it. You want it more than anything else in the world. You even consider offering the other customer double the cost just to taste the smooth silky chocolate.

Evolve the mind book on Amazon

Returning to the job interview.

An interviewee can use the ‘scarcity’ rule to increase desire in them the candidate.

When asked ‘Are you interviewing with other organisations?’ the employer is really asking ‘Is one of our competitors interested in recruiting you?’

If the answer is a ‘yes’ the employer first thinks ‘What is it that our competitor sees in this applicant?’ or ‘If we let this applicant slip through the newt, will we regret our hiring choice?’

It is the same reason why house prices rise. When buyers, in one location, struggle to find vacant properties the price increases due to supply vs demand.

To create demand in yourself, an applicant can answer the interview question by saying:

‘Yes, I am currently applying for several vacancies. I was recently offered a position with (add company name)….

Another psychological trick in the recruitment process is ‘reciprocal liking’ which when someone likes you because they know that you like them.

The second stage of the interview answer, once scarcity has been established, is to create desire through liking:

‘…but I wanted to attend this interview as I have always wanted to work for a company with your reputation for (add a reason for wanting to work for this specific company)…’

You can be a little cheeky here and explain how you want to work for a particular person (the interviewer) as their reputation precedes them.

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Border Force Officer Job Interview Questions

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

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

How competitive is a border force officer job interview?

Border force job interview is competitive

Interview Specfifcs

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

The main duties of a border patrol officer include:

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

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

Recruitment Process for a Border Force Officer

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

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

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

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

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

Border Force Officer Job Interview Questions and Answers

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

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

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

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

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

This interview technique shows an employer that you:

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

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

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

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

Example:

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

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

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

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

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

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

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

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

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

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

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

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

Behavioral job interview questions are framed on past experiences:

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

The idea is that past behaviors predict future actions

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

To answer the question:

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

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

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

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

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

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

Two-ways to answer preference questions.

Option one: answer with both options.

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

Option two: focus on the employers preference.

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

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

Evolve the mind book on Amazon

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

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