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5 Most Common Types of Job Interviews

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

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

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

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

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

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

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

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

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

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

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

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

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

Top 5 Job Interview Processes

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

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

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

Asynchronous Video Screening Interview

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

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

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

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

Each AVS lasts for around 15 minutes.

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

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

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

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

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

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

Values Job Interview

The days of a job for life have long retired.

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

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

No job is safe.

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

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

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

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

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

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

Strength-based Job Interview

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

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

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

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

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

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

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

Behavioural Job Interview

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

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

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

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

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

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

Chris Delaney author of What is your interview identity

Behavioral job interview questions sound like this:

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

Situational Job Interview Questions

Situational job interview questions are future-based scenarios.

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

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

  • Graduate positions

  • College jobs

  • Internships

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

    • Situational job interview questions sound like this:

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

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

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

  • How would you motivate your team?

  • What do you forsee the problems to be?

    • Other Types of Job Interviews

    Technical Job Interview

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

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

    Common in engineering, science, and IT roles.

    Group Job Interview

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

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

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

    The task normally lasts around 30 minutes.

    Role Play Interview

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

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

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

    The recruitment process is changing.

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

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

    Competition (for many roles) will be global.

    Technology will continue to change the jobs on offer.

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

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

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

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

    Evolve the mind book on Amazon

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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?

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    3 ways to answer ‘give me an example…’ interview question

    One of the most common job interview questions, that comes in many guises, is the ‘give me an example of……? question.

    ‘Example’ questions are asked in behavioural job interviews. Behavioural job interviews fall under the ‘structured’ job interview family. During a structured job interview, each interviewee is asked the same set of questions (for behavioural job interviews, many questions will be ‘give an example of…’).

    The applicants answers are captured, ideally verbatim, by a panel of job interviewers, who, whenever possible, will be the same personnel interviewing each candidate for the same position, as this is a fairer process.

    Each recorded answer, for each of the interviewees, is then allocated a score from a scale that was predetermined prior to the interview start.

    Scores are allocated to each interview answer based on the number of job criteria, which is an indication of the applicant’s level of sector knowledge and experience, referenced during the interview answer.

    The more detailed the answer is, for each criterion, the higher the score is likely to be.

    If, for example, the interview question is about risk assessments, a candidate may answer by giving an explanation of what a risk assessment is.

    A second interviewee may state proven models for carrying out risk assessments. And a third applicant could highlight their knowledge of risk assessments by giving an example of previously using risk assessments in a past job role.

    Each of the answers show competencies for the required criteria, but each answer may be scored differently, as the interviewers perception of each applicants level of knowledge will vary depending on the answer format the candidates have chosen.

    Employers who preference behavioural job interviews believe that past behaviours are the best indication of how an interviewee would perform if offered the advertised role.

    With this in mind, the applicant giving an example of using a risk assessment in a past role is more likely to be hired then the other candidates.

    Behavioural Job Interview Questions.

    All behavioral job interview questions, even though each question is framed slightly differently, are asking for ‘examples’ of the required skill set needed for the position being advertised.

    Example behavioral interview questions include:

    • Give me an example of planning a project from the initial project brief through to the project closure?
    • Have you ever had to remain calm during a crisis?
    • What experience do you have working in stressful environments?
    • Tell me about a task you wished you had approached in a different way?
    • How have you previously handled conflict between two colleagues?
    • Describe a time when you had work with a senior manager that you didn’t get on with?
    • When you are working on multiple projects how do you prioritise your workload?
    • How have you dealt with past failures?
    • Which previous job was the hardest and why?
    • Give me an example of when you have increase income for the business?

    Behavioural job interview questions are easy to spot as they generally start with:

    • Tell me a time when…
    • Give me an example of…
    • How have you…
    • Describe a time when you…

    Even though each question is worded differently, the behavioral interview question is designed to encourage an interviewee to highlight their competencies through a past experience and each answer requires a real-life ‘example’.

    Beware, as some employers embed the ‘example’ question within a longer worded interview question: ‘Everyone has learnt from a mistake, what mistakes have you made that has helped to improve your skill set?’

    In the main, the phrasing of the interview questions naturally encourages an ‘example’ answer.

    Using example answers in a job interview.

    Generally speaking, real life examples is one of strongest interview answers an applicant can give to help highlight their industry knowledge and skill set.

    Example answers often take the format of a story . Storytelling creates an emotional response in the job interviewer, often helping to increase rapport. In addition, a story or example, rather then just stating facts, models and theories, makes the interview answer seem more relevant to the position being applied for.

    This is because a story sharing an example of using an industry skill makes it easier for the employer to associate the example with the job role that they are recruiting for.

    Even with story interview answers being naturally powerful, many candidates adopting this approach fail to score high during the job interview.

    The problem here is, not everyone is a great or even a good storyteller.

    Stories, as do job interview example answers, require scene setting, intrigue and a conclusion.

    From an employers perspective, they ideally want everyone to give a detailed answer highlighting their level of industry competencies, this way the interviewer is better equipped to predict the applicants future job performance more accurately.

    If 5 job interview answers highlight how one applicant has a creative approach to problem-solving, whereas another interviewer shows a more logical approach for overcoming problems, the interviewer, knowing this, will choose which candidate will fit in with the culture of the company.

    In truth, many career professionals who are skilled in their desired job role fail to highlight this unique skill set as they lack the ability to tell stories through the expression of their examples.

    Most, failed, applicants when giving an example will quickly state the situation, summarise the actions they took and finally mumble the results they received from the actions they took.

    It is this lack of detail that is the undoing for highly skilled and experienced industry professionals, who fail to be successful on a regular basis during job interviews.

    3 different approaches for answering questions with examples.

    I will share 3 ways to answer the ‘example’ job interview question. In behavioral job interviews it is advised to use a mixture of the three approaches as this ensures that each answer structure is different, which helps to keep an employers interest.

    Each approach will answer the same question to help highlight the variations of each interview formulation: ‘give me an example of being successful?’

    Start with a question.

    Asking the employer a question at the start of the interview answer creates a pattern-interrupt.

    A pattern-interrupt is a process where the mind expecting a certain response to an action, becomes, initially, confused when the response is not as expected.

    A non-interview example of this would be an adult putting their hand out to shake another adult’s hand, but instead of accepting the handshake, the other adult presents the first adult with a welcome dance. This interruption of what is the norm creates shock.

    In the job interview, asking the interviewer a question when the interviewer presumed the applicant would simply answer the question creates intrigue, especially when the question is designed as a ‘hook‘.

    An example could be: ‘would you be interested in knowing how a computerised system saved over 35% of the overhead cost of one of your competitors, through the use of a simple algorithm that I created?’

    Any bold statement that references increasing profits or saving overhead cost (this can be framed as increasing production, reducing staff turnover or building a customer base) helps to create interest.

    After the opening question, that has resulted in the employer wanting to hear the story, the applicant can simply start the example from the beginning.

    How to structure the example answer.

    When using examples it is important to set out the problem or barrier the organisation was facing and how, if a solution wasn’t found, this barrier was going to have a negative impact on the business.

    As an example, stating that ‘the increase in online shopping on competitors websites was going to result in the loss of a large workforce that would cost a predicted £x in redundancy fees, which would put this business model back by 5 years’ sounds more disastrous than simply saying ‘more of our customers were shopping on competitors websites.’

    The lesson here is to give the negative outcome to any potential problem, not just the problem itself.

    Once the situation has been explained fully, which also adds to the intrigue, the next step is to state any actions that needed to be carried out for you to be ‘successful’- these actions must highlight your thought process, any unique skills you possess and the solution.

    ‘I knew we had a short period of time to create more income. As an experienced manager, with 20 years of industry experience, I knew that simply improving the website wouldn’t be enough. What was needed was an activity that would put our brand on everyone’s lips – we needed to create something that would go viral, increasing hits to our webpage.’

    ‘My process was A, B and C..(add the steps you took to create a success)

    • Don’t focus on the idea process, the ideas you thought about and disregarded. Instead, discuss the idea that you took forward to create a success
    • Reference only 3 main tasks, steps or actions you undertook, as a longer answer can become boring breaking interviewer rapport
    • When discussing each task, step or action summaries what it was you did, as you don’t want to confuse the employer with too much information

    Once the detailed description of the steps you took has been discussed, the interveiw answers need to end with a positive outcome.

    ‘The result from these actions was (add positive outcome)

    Start at the end

    The second approach to answer the ‘example interview question is to start the answer by stating the outcome:

    ‘My greatest success was when I single handedly gained the largest sales contract.’

    This power statement, again, creates interest. How? the employer is thinking.

    An intrigued interviewer will listen more intently to the interview answer. The more intently the employer listens the more details they will record on the interview scorecard, increasing, if the criteria have been mentioned, the interview scores.

    The second part of the interview answer, giving an example, follows the process mentioned in the above example.

    Using industry models and theories.

    The final way to answer the example question is by stating a sector-related model or theory at the interview start.

    By stating the steps required within a model or theory, the applicant, is likely to meet many of the job criteria on the interview scorecard.

    ‘My success comes down to my ability to be well organised. When faced with competing deadlines, new project starts and month end reports, it is easy to become overwhelmed and stressed. To combat this I used the ‘time management matrix’ model. The model…(explain whichever model or theory you are discussing)’

    This section should be kept relatively brief, highlighting the key elements of the theory or model being explained.

    Next, give the example which reaffirms that you have met the job criteria for the high scoring interview answer.

    ‘3 months ago I had two competing demands from two high profile customers. To decide the urgency and importance of each demand I compared the pros and cons of working on each customer’s demands first. This allowed me to collect the data required to use the time management matrix model, allowing me to choose logically what actions to complete first…’

    To end the ‘model’ example interview format summaries the power of using well-established models.

    ‘Using the model in my day-to-day tasks ensures that I am able to confidently meet any new challenges head-on without having doubt in my own abilities or without becoming stress, as others do when unforeseen situations present themselves. ‘

    Job Interview Advice

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    What is a structured job interview?

    The most common barrier to a successful interview, its the applicant’s lack of understanding of the job interview process. The equivalent is like entering a baking competition and not knowing a recipe.

    This article will explain the job interview process with a view to helping career professionals prepare, and therefore, pass the job interview.

    99% of employers use a structured job interview as the main element of their recruitment process. The structured job interview, research has proven, has the ability to predict job performance.

    Structured interviews can be a face to face or a virtual job interview.

    An explanation of a structured job interview

    A structured job interview is the process of asking the same interview questions, based on the job criteria of the advertised position, to each applicant.

    Each interview question, referenced in an interview scorecard, is allocated a point system. Depending on the applicant’s answer, and if the applicant references enough of the job criteria, the interviewer will score each answer a point(s). The highest number of total allocated points, or scores, results in that applicant being offered the advertised role – as long as the totaled score is above the minimum score required to be offered a contract of employment.

    Interview scorecard

    An interviewers scorecard will state each of the interview questions, allowing the interviewers to ask each question in the same format, to help create a fair recruitment process.

    Each question is then split into, on average, 4 levels of answers with 1 = negative, 2 = good, 3 = effective 4 = expert, with each employer having their own numeric scoring system.

    Under each interview question an example of what a 1-4 socirng answer would look, to assist the employer in allocating points to interviewees answers.

    Common practice is for interviewers to write verbatim the candidates interview answers during the job interview, and once the interviewee has left to review the answers against the criteria on the interview scorecard with a final review of all applicants taken place once all candidates have been interviewed.

    Interviewees, at the stage, will discuss and compare answers and scores with one another before adding a final overall score to each applicant.

    Structured job interview questions

    There are two types of structured job interviews; behavioural job interview and a situational job interview.

    Behavioral job interview.

    Employers using behavioural interview questions will frame the interview question on past behaviours.

    The idea is that past behaviours best predict future job performance.

    Behavioral job interview questions:

    • Give me an example of being successful in a job interview?
    • Have you ever had to negotiate a salary offer?
    • What experience do you have in this job role?

    Situational job interview.

    Situational job interviews frame the questions as a future scenario.

    The belief is job performance can be predicted by an applicant stating how they would go about the task.

    Situational job interview questions.

    • If you were successful in a job interview, what would you be doing?
    • How would you approach a salary negotiation?
    • Tell me how you would achieve your targets?

    How to pass a structured job interview

    No matter how the job interview question is framed (behavioural or situational), the answers, if they reference the job criteria, will be scored high, therefore, increasing an applicants chance of being hired.

    In addition to simply referencing the criteria job, applicants need to show their level of industry knowledge and experience. Using industry language, sector-related abbreviations and quoting models relating to the job role can increase the allocated points given to an applicant.

    Even though a structured interview is a logical process, the use of stories and examples often score high marks, as long as they are relevant.

    The use of a structure with the interview answer, listing key requirements and making comparisons makes the understanding of the interview answer easier for the interviewer to digest.

    Finally, an applicants confidence levels and their communication, tonality and if they sound passionate about the position increasing scores; in this sense the same answer can be scored higher depending on how the answer was delivered.

    2 types of interviews

    The 2 most common job interviews are

    1. A structured job interview
    2. An informal (unstructured) job interview

    A structured interview can be 1-2-1 or a panel interview. The structured interview can be a situational or behavioural interview, or often a blended version of the two types of structured job interview questions.

    The informal, unstructured, job interview is a conversation between the interviewer and applicants. Unlike the structured job interview, in an informal job interview there are no set questions and the questions that are asked aren’t graded on a interview scorecard. In fact the outcome of an unstructured job interview replies mainly on intuition.

    The end of a job interview

    At the job interview end, the employer will ask each candidate if they have any questions?

    It is important to prepare questions to ask the employer. The questions should be unique and insightful. Don’t ask about salary, number of holidays, as this information come sup during a final job interview.

    Good topics to ask about include:

    • Professional development
    • Company growth
    • Sector related information

    Chris Delaney

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

    Job Interview Advice

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    What is the Difference Between Behavioral Job Interview Questions and Situation Job Interview Questions?

    The two main types of structured interview questions are classed as behavioral interviews and situational interviews.

    Behavioral job interview questions are designed to help the interviewee to discuss how you behaved or acted in past workplace situations.

    Behavioral job interview questions often come in the form of “describe a time when you X..” in this instance the employer is looking at how you previously acted.

    • Describe a time when you had to make a difficult choice
    • Describe a time when you had to discipline a member of staff
    • Describe a time when you dealt with a difficult customer  

    When the interviewee delivers their examples, the interviewer is looking to find out how you acted in this situation – your behavior.

    • Were you angry or confident?
    • Did you follow a process or act on your own initiative?
    • Did you do well or could you have done better?
    • Depending on the behavioral question depends on what the employer is looking for.

    Situational interview questions are designed to help the interviewee look at the future; how will you act when X happens. You will often be presented with a problem and the employer is looking at your skills to solve the problem, your industry knowledge and your expertise.

    • What would you do if a customer said X?
    • How would you handle yourself in a pressurized situation?
    • If X happened what would you do to resolve it?

    You rarely attend a “situation” or “behavioral” interview in reality the interviewer will ask you both situation and behavioral questions through the job interview process.