hiring process Archives - Job Interview Coaching

March 11, 2022March 15, 2022

How to Answer Interview Questions Confidently

The ability to confidently communicate competencies during the job interview will give the interviewee a significant advantage over other, less confident, applicants.

Highly skilled and highly experienced career professionals often fail job interviews due to stress created by wanting to be viewed as knowledgeable.

It is the fear of being rejected by the hiring manager that creates job interview anxiety. Anxiety, sometimes at a subtle level, changes the candidate’s behavior which in turn creates a weak interview identity.

This article will explain how to reduce anxiety during the recruitment process to help answer job interview questions confidently.

Are you worried about the hiring manager’s opinion?

Humans worry about employers’ opinions as they don’t want to be seen as incompetent. Someone who consistently worries about other people’s opinions can become depressed.

Belonging is hardwired in the human psychic, to belong is to be safe. The desire to belong comes from our ancestors, the hunter, and gathers. Back in time when humans roamed the earth competing for food with wild animals, humans needed to be part of a tribe to survive.

A group of hunter and gathers were stronger together, but if one of the tribe rejected their survival rate diminished. Tribes were created on shared beliefs, values and through the individual skills, each person brought to the tribe.

In the job interview, how an interviewee thinks affects their behavior.

Research into the recruitment of staff has shown how applicants with low self-esteem have an internal focus, worrying about the hiring manager’s opinion. Whereas, a confident candidate is externally focused – giving the same quality of answers no matter how the employer acts in the job interview.

The research shows how the more confident a person the less they care about the opinions of others because self-worth out powers the self-worry.

Eggs in One Basket

Caring about a hiring manager’s opinion increases depending on context.

The advice that an interview coach would give, is to apply for new roles while in a position you are happy with.

Being employed in a good job takes the pressure off during the recruitment process, as the belief that ‘if I’m not successful I still have a job I like’ creates a win-win situation.

The increased confidence gained from the win-win scenario has a slight change in the candidate’s interview behavior. Confident interviewees will:

Give detail examples
Share their opinions rather then looking to agree with the interviewee panel
Stand up for themselves
Be a self-promoter
Have an open conversation
Tell the employer what they want from a job

In most cases though, career professionals look for new positions because their current job role is one they now detest. Many interviewees are desperate to leave their current employer and/or are highly stressed.

The new job role is viewed as a ‘last chance’ with applicants saying ‘if I’m not successful i don’t what I will do!’

A last chance mind-frame has an effect on the candidate’s attitude, as they focus more on the employer’s opinions than focusing on showcasing their skills and experiences.

Employers hiring decisions are emotionally led, which means the psychology of a job interview plays an important part in the recruitment of new staff. This includes:

Unconscious Bias
The power of likeability
Prejudices
Commonality and rapport
The applicants language and word choice

Action – apply for jobs while in a position you love

Answering Interview Questions Confidently

The first task then is to have an external focus – a focus on the delivery of high-scoring job interview answers.

Low confident interviewees use generic statements:

‘I’m not good enough’
‘Others are better skilled then I am?
‘I have less sector knowledge than other people’

Limiting beliefs limit the possibilities of a successful job interview outcome.

To change a limiting belief requires challenge. Question the belief, look for evidence to the contrary, request specifics.

Ask specifics:

‘Not good enough of what specifically?’
‘Good enough compared to whom?’
‘Who are these other people?’
‘Which skills in particular?’
‘Name your own strengths’

Language shapes our reality. Challenging oneself (a technique used by career and interview coaches) changes perception. Perception creates confidence. Confidence creates a stronger interview performance. A stronger interview performance increases job offers.

The language used to describe an interview also influences an applicant’s interview confidence.

Some confident career professionals view the job interview as a:

Meeting
Discussion about their experience
An opportunity to find more out about the employer

The frame of an interview, a life or death situation (if I don’t succeed in this job interview I will have failed), or an opportunity (a chance to develop my career), changes the candidate’s approach to the recruitment process.

Interview Questions and Answers

Repetition is the key to mastering a skill.

A job interview – communicating high-scoring answers confidently, is just another skill. A job interview is essentially a public speaking engagement. Many people initially fear public speaking but become more confident once they practice their oration skills.

One of the biggest barriers to a successful job interview is the lack of practice. The fear of rejection creates procrastination, which can increase anxiety if the applicant suffers from imposter syndrome.

First-choice applicants – career professionals who receive a high number of job offers, will follow the three rules for passing a job interview.

Identifying the job criteria
Being a self-promoter
Communicating confidently

The more an interviewee predicts the job interview questions, craft high-scoring job interview answers, and practices the delivery style of those answers, the more they are likely to feel confident throughout a hiring process.

5 Steps for Practicing Job Interview Answers

Step 1 – Turn each essential job criteria into an interview question

Step 2 – Draft an interview answer for each question

Step 3 – Rewrite the answer by adding an example

Step 4 – Tweak the answer 3-4 more times embedding positive language

Step 5 – Practice, out loud, saying the answer as you would in a job interview

Feeling Confident

The more an applicant feels confident, the more confident their interview answers will be.

Pre-interview preparation can help to increase confidence. Some basic advice includes:

Stay hydrated drink lots of water prior to the job interview
Exercise on the morning of the interview
Use mindfulness or a positive visualization to feel more relaxed

The candidate’s mindset is key to building confidence. Self-worth increases self-promotion. Become aware of your skills, qualities, and experiences by:

Re-read passed appraisals and make a list of all the skills, strengths and qualities a passed employer has stated
List of the key project you have been part of – focus on what you did to make the project a success
Breakdown your personality – What are you naturally gifted at? How do you work best? What are your natural strengths?

It is important to remember the power play of a job interview.

In the main, the job applicants frame is that the employer has something they want (the job role) rather than the realization that the candidate has what the employer needs (that is why the employer is currently recruiting).

The candidate’s frame – how they view the job interview, changes how they perceive the power balance themselves and the employer.

The Formula for a Confident Job Interview

Confidence, therefore, is created by perception – how the candidates view the job interview and the number of hours of interview preparation.

Mindset x Practice = a confident job interview

If we summarize the above advice, to answer job interview questions confidently:

Create an external focus – a focus on the delivery of high-scoring job interview answers
Decrease the internal focus – worrying about the hiring managers opinion
Apply for jobs while in a position you currently enjoy as this releases stress
Challenge limiting beliefs by asking for specifics
View the interview as a conversation or meeting
Follow the three rules for a successful job interview and practice answering interview questions
Identify your own skills, strengths and qualities
Use meditation, exercise and staying hydrated to increase confidence
Remember the employer needs you more then you need them – be in charge of the power play of the recruitment process

February 15, 2022February 19, 2022

How to Interview for a Job

The interview is the wall blocking the path to career success.

Knowing how to interview for a job helps to break down the barrier, giving career professionals the upper hand in the recruitment process.

This article will explain:

How an employers perceives an applicants suitability
How to prepare for job interview questions
How voice and content create high scoring interview answers

In short, this article will help job candidates get interview ready.

Are you seen as employable during the interview?

The goal of any job interview, from the applicant’s perspective, is to be seen as hirable.

Showcasing one’s suitability is the objective, but the question is what does suitable look like?

A bottom-line approach would say that the applicant who best meets the listed essential job criteria would be offered the advertised position.

By ticking that an applicant has X qualification, or X experience doesn’t result in the best hire. This is because employers value creative problem-solving skills, innovation, and work ethic, among other things – these are all hard-to-measure qualities when using a tick sheet approach.

Employers overcome the tick-sheet hurdle by requesting ‘example’ interview answers. The example, when delivered well, showcases personal qualities and skills as well as duration in the industry and sector-related qualifications.

Many hiring managers also look a ‘fit’ – asking ‘will the interviewee’s temperament fit within the current team and company culture?’

The searching for a good ‘fit’ has resulted in a new style of job interview; strength based interviewing and values job interviews.

In all job interviews; behavioral job interview, situational job interview, unstructured recruitment processes and values interviews, suitability is based on two key elements: The applicants perceived level of industry knowledge and experience and their level of confidence during the job interview.

The combination of a career professional’s level of perceived knowledge/experience vs their level of confidence creates one of sixteen job interview identities.

A strong (highly suitable) interview identity is created by the confident communication of competencies through story-telling, facts & figures, stating sector models, the use of industry jargon and acronyms, and highlighting relevant skills and experiences.

Weaker interview identities are formed from a nervous applicant who uses excessive filler words, self-discloses weaknesses, fidgets, mumbles, and gives answers that don’t reference the job criteria.

What is your interview identity? Take the test here.

The interview start

How to interview for a job starts at the beginning, the interview introduction:

A highly skilled career professional was running late for his job interview. The traffic was a nightmare: horns beeping, drivers shouting and all traffic lights turning red. After a few detours and maneuvering, the interviewee arrived just on time, flustered, stressed but on time.

Running through the entrance, he announces himself to the receptionist. After making a few notes, the receptionist starts making small talk, asking about his journey and the weather. The flustered interviewee wearing a well-fitted pinstriped suit is dismissive to the receptionist as he checks his documents in preparation for the forthcoming interview.

The receptionist, a tall blond lady, takes a sip of water, looks at the man, and attempts to engage the job applicant in conversation. After another curt reply, the receptionist takes the man upstairs to the interview room, where she introduces him to two hiring managers. To the man’s surprise, the receptionist sits down next to the hiring manager ‘she must be taking notes’ the man thinks to himself.

As the man takes a seat and straightens his tie, he smiles at the interview pane. Just then the receptionist starts the interview by explaining that she is the CEO and that she likes to meet all new candidates at reception to get to know them better, informally, before the interview started.

The job interview starts as soon as the candidate walks into the employer’s building.

First impressions are hard to change. This is why the appearance of an applicant; their clothing choice, handshake, body language, and voice, is an important factor.

The applicant’s appearance and all the underlined ‘appearance’ categories create an unconscious bias, which at a generic level is based on likability.

If an employer, based on first appearances, ‘likes’ the candidate, the candidate has a smaller upper hand at the interview start. This is because humans search for evidence to back up their beliefs, meaning that at a subconscious level an interviewer who initially likes or dislikes a person (through unconscious bias) will look for evidence that proves this opinion to be true.

A positive initial impression is easy to create by using the advice below, but some hiring managers may be ageist, sexist, racist, or any other ‘istems’. An employer with a strong negative association towards any group will be a hard person to influence, as their prejudices create an invisible barrier.

To be seen as more likable:

Wear a clothing style that suits your body shape
Possess strong eye contact – this can be practiced in advanced
Hold your head high, shoulders back and don’t slouch when sitting down
Use a firm handshake and smile
Have a well rehearsed introductory line
Think of a few ‘small talk’ questions to ask while walking to the interview room

In the interview room

Each company is different, but in the main, a hiring manager will introduce the interview panel, before explaining the interview process: The duration of the interview, the number of questions, and the interview rules (that you can ask for a question to be repeated). Any additional tasks; presentations, assessments etc, that may be required as part of the recruitment process and when the candidates will be informed if they have been successful or not.

In most cases, you will be given a glass of water. But as a back up take a bottle of water for this interview hack.

When asked an unexpected interview question, it will put most job applicants on the back foot, resulting in them waffling on about an unrelated subject.

Instead, whenever your brain is too slow to catch up with the curveball question, take a sip of water. Interviewers expect applicants to be nervous and to take sips of water (to wet a dry throat). These 3 seconds of sipping water allows the mind to search for a suitable interview answer.

After or before the introduction to the interview panel, you will be asked to sit down.

It is important to be seen as a confident person. Humans are drawn to confident people. We believe confident people will be a good fit and possess excellent social skills.

Confident people will:

Relax in the chair while having good posture
Possess strong eye contact, looking at all members of the interview panel
Gesture as they talk and become animated in their voice (lots of vocal variety)

The job interview

A number of interviews are now conducted online. The virtual interview requires additional advice that can be found here: how to interview virtually.

For a traditional face-to-face job interview, employers preference the ‘structured’ job interview process.

In short, a structured interview is a set of interview questions asked to all candidates (unlike an unstructured jo interview which is an open conversation where different candidates are asked different questions based on the discussion) which are scored logically based on the job roles essential criteria.

As an example, for a job role that has 30 essential criteria’s an employer will create 8-10 interview questions.

Each interview answer, for each question, to score high must reference several of the 30 essential criteria. This can be in the form of:

Stating a sector related theory or model
Giving an example or story
Listing facts and data
Physically presenting data
Through the applicants persona for essential criteria relating to personal skills

Job Interview Questions

The average number of questions asked in a job interview is eight.

Commonly, the opening interview question is: ‘tell me a little about yourself’ and the final question is: ‘do you have any questions for us?’

In between these two questions will be 6 competency-based interview questions. Questions that ask for evidence that highlights if the applicant possesses the essential criteria.

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

One of the best approaches, to create a high-scoring answer, is to split the answer into two sections. Section one will state the process/theory/model relating to the interview questions, and part two is an example of using the said process/theory/model.

This two-part job interview answer will cover a large number of essential criteria.

As an example, if asked ‘give me an example of being prioritizing tasks’ the answer would start with an explanation of how to prioritize tasks using, as an example, the time management matrix theory before an example of being organized and planned is given.

Its not what you say, its how you say it

One mistake career professionals make is focusing solely on content to their interview answers.

Any good public speaker will tell, ‘it’s not what you say, but how you say it that is important.

Inflection, as an example, can change the meaning of a statement. The statement ‘I could do that has a different meaning depending on how it is spoken.

I could do that – I can do that and I am happy to do that
I could do that – You want me to do that?
I could do that – I don’t want to do that!

Watch this video for a great example of inflection

The voice is a powerful communication tool, to engage the interview panel:

Using vocal variety
Reduce the amount of filler words
Pause before a key point
Increase pace when excited
Slow down pace when making a powerful statement
Show emotion through your tonality

To pass a job interview, the three rules are:

Identify the job criteria as this allows an applicant to predict the job interview questions and to practice high-scoring job interview answers
Be a self-promoter – talk about skills and experiences relevant to the job role, the essential criteria
Use confident communication to engage the interview panel

January 4, 2022January 4, 2022

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.

December 18, 2021February 22, 2023

What is a Values Job Interview?

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

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

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

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

How to prepare for a Values job interview

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

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

There are two approaches to asking value interview questions:

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

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

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

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

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

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

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

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

Values can include:

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

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

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

Carer professionals can identify their own values by asking:

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

Which sectors use value interviews?

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

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

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

The following industries are adopting the values job interview:

Healthcare
Sales
Education
Animal care
Science
Finance

Job Interview Structure

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

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

Direct value interview questions can include:

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

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

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

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

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

Indirect job interview questions

Embedded value interview questions are hard to detect.

Hiring managers ask standard job interview questions:

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

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

The framing of job interview questions

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

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

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

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

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

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

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’